Our work matters

L&T offers varied work duties, supports the career opportunities of our personnel and looks after their well-being. We are an employer of the future: as a service business, the number of our employees will continue to grow.

Our employees come from different age groups, as our work duties are equally suitable for students or pensioners looking for part-time work as to persons with families looking for permanent employment. Our employees represent nearly 80 different nationalities.


We ensure safe and healthy working conditions for our personnel and do not tolerate discrimination. In each of our operating countries, we comply with national legislation, collective labour agreements, occupational safety and health regulations and other obligations. We respect the UN Universal Declaration of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work. We also require our suppliers to adhere to the same principles.

Our work community is based on equality and our human resource management is impartial and fair. Our employees have freedom of association, and we respect trade union activities and personnel representatives.

We have signed the FIBS Diversity Charter. We constantly develop our leadership and service practices to guarantee our personnel, customers and cooperation partners equal treatment.


Diversity and the promotion of diversity benefits both the work community and the employer. The staff of L&T includes individuals from different cultural backgrounds, individuals with different ages, skills, and education. In 2015, the share of immigrants in our staff was 17%. Some of the work can be performed with limited language skills.

Persons with reduced working ability are also a part of the diversity of working life. For example, if an employee is no longer able to carry out physically demanding work, we can make a tailored working solution together in order to enable the person with reduced working ability to work. 


On many occasions in the past years, the company has been expanded through business acquisitions, which has resulted in numerous operating methods being used. Going forward, we want to be a more unified L&T.

Our operating principles—service attitude, responsibility and team play—have a key role in the harmonisation of our company culture. These are the operating principles we expect all of our employees to follow in their work.​

We are creating a more consistent company culture through measures such as harmonising our remuneration models and job descriptions, as well as developing our managerial and supervisory work.


Once a year, we measure the effectiveness of our work community by implementing our Meininki personnel survey. In the survey, L&T employees evaluate factors related to the prerequisites of work, motivation, the operations of the unit, and management.

The feedback received from Meininki are utilised when drafting unit and company-level development plans.  The implementation of the agreed measures are monitored with the SYKE email survey sent four times a year.


Close cooperation with the insurance company and occupational health services is integral to work ability management. Our supervisors have been trained to use an early care model, which means they are able to prevent work ability-related problems and identify them as early as possible.

We offer our employees occupational health services that exceed the statutory requirements. For many years now, we have been able to raise the average age of retirement in our company and reduce the number of sickness absences.

We use active and innovative relocation as well as timely and customised rehabilitation to find suitable tasks for employees whose ability to work has been reduced due to sickness or an accident. This process has allowed us to keep nearly 90 persons from retiring on a disability pension.

We are constantly looking for new solutions to keep persons with reduced work ability in our employment. Persons with reduced working ability can be offered work trial opportunities, alternative duties, relocation, shorter working hours and vocational rehabilitation.


A consistent and safe corporate culture is one of the key priorities in our strategy. We are committed to the idea of zero accidents, and we believe that all accidents can be prevented.

Safety is on the agenda of all meetings, from the Executive Board down. Occupational safety is also linked to personal bonuses. The Board of Directors receives monthly reports on accident frequency.

By carrying out effective assessments of risks and work duties we can improve our own safety as well as the safety of our customers and other stakeholders, while eliminating risk factors. All deviations are reported by means of safety observation notices. Supervisors use Safety Walks as tools for monitoring the safety of the working environment.

If accidents occur, accident panels review the causes of the accident and plan rectifying measures together with the employee who suffered the accident.

Our customers also increasingly invest in occupational safety and require the same from their affiliates. For us, occupational safety is a competitive advantage in the current, challenging situation.


At L&T, competence development is based on each individual’s active approach and willingness to learn. Competence development needs are specified in the annual performance reviews between supervisors and employees.

Competence development is built around daily activities. The measures employed include thorough induction training and mentoring provided either in-house or between partner companies for new employees or those changing jobs.


Competent supervisory work is vital for mobilising and implementing strategy and achieving objectives. In addition to normal induction training, we organise various trainings for new supervisors in Finland to support them at different career stages.

More information on our various types of training is available in the Getting to Work ​section.​