In the health and social sector, employees are obliged to report any shortcomings they observe. “Reports made by staff play an essential role in improving the quality of care for clients. It is the employer’s duty to deal with the reports properly and make improvements in the workplace,” says SuPer’s President Päivi Inberg. “No adverse action may be taken against the person who made the report as a result of the report.”

All employees who, in the course of their work, identify a shortcoming or the risk of one in the care of a client or patient are obliged to file a report. The report must be made to the person in charge of the service unit or another person responsible for supervising operations. The recipient of the report, in turn, notifies the supervisory authority.

Reports of shortcomings help ensure the safety of clients, patients and employees and the quality of care

Based on the contacts received by SuPer, reports are often made about inadequate numbers of qualified staff. For example, in 24-hour care for older people, staffing levels must correspond to clients’ actual needs, for which the statutory minimum ratio of 0.6 is often insufficient. SuPer is calling for the minimum staffing ratio in 24-hour care for older people to be increased to 0.7.

The staffing requirement also fails to reflect reality if, for example, the number of support staff has been cut and care workers are required to do cleaning and kitchen work. “Care workers must be able to focus on direct client care” says Inberg.

A survey on services for older people conducted by SuPer this year shows that nursing staff are very well aware of the statutory duty to report. However, only just over a quarter of respondents said that making the report had had an impact. It is worth noting that 38% of respondents did not know whether the report had had any effect.

“Self-supervision does not work if the employer does not take its responsibilities seriously. A report of shortcomings is a tool for improving care and work, and it must lead to genuine change in the workplace,” says Inberg.

According to a survey by SuPer, the main reason why an employee had not reported a shortcoming they had observed was fear of the consequences.

“It is absolutely essential that employees can make a report safely. No adverse action may be taken against the person who made the report as a result of the report. We are concerned about policymakers’ efforts to erode workers’ protection through legislative changes that weaken protection against dismissal and increase fixed-term employment,” says Inberg.