Systematic work environment management (abbreviated to SAM in Swedish) is the basis for creating a good work environment. But even if you do a good job with SAM, it's not always enough. Individual measures may sometimes also be needed to ensure that all employees are able to perform their duties without risking being on sick leave, or are able to return to work after sick leave. This is when the provisions on work adaptation come into effect.

All employers should, in dialogue with their employees, find out how they are feeling and, if necessary, adapt the work environment. The purpose is to prevent sick leave and to ensure that employees with reduced ability are able to perform their normal work, or return to work after sick leave.

Work adaptation based on the employee's specific needs

To prevent sick leave, or to facilitate return to work after sick leave, you as an employer should have a regular dialogue with your employees. Based on the employee's specific needs, you should identify together whether work adaptation needs to be implemented, and what measures this entails. You as the employer must then implement these.

There should also be procedures for how you receive information about the need for work adaptation, and how you should then act. These procedures should be known by everyone in the workplace.

Work adaptation may be necessary in order to:

• prevent sick leave
• your employee is on sick leave and is about to return to work.

The reason for the sick leave may have occurred outside the workplace.

What does work adaptation involve?

Work adaptation is an individual measure that the employer can take in the physical, organisational or social work environment. It can be either time-limited or permanent.

Work adaptation can,for example, involve:

• changed working hours,
• adaptation of work tasks,
• use of work aids,
• social support,
• special work instructions,
• personalised protective equipment.

Support for you as an employer

If your operation does not have its own knowledge of work adaptation, an external expert should be hired, for example from occupational health care. You can also get support and information from the Social Insurance Agency on

• how to develop a plan for returning to work,
• what preventive alternatives there are to sick leave,
• contributions to employers in their work to prevent sick leave.

As an employer, you can receive support from the Social Insurance Agency in the work of adapting the workplace, or in hiring occupational health care. If rehabilitation is required, you should also contact the Social Insurance Agency.

A workplace should be accessible to everyone

According to the Work Environment Act, working conditions must be adapted to people's different circumstances. But sometimes there are obstacles in the workplace that pose risks and also prevent a disabled employee's resources from being utilised.

More information about work adaptation

The knowledge organisation Sunt arbetsliv has produced a film about work adaptation and what it means for you as an employer.