White-collar work at Okmetic


Okmetic is a member of Technology Industries of Finland and employment relationships are governed by that organisation’s collective agreement. Salaries for all groups are based on the complexity of the work in question. In addition, all personnel groups are included in the company’s incentive scheme. Salaries for white-collar personnel are based on the profitability, financial and operating targets of Okmetic Group, which are adopted annually for a year at a time by the group’s board of directors.

Flexible work

Okmetic is a flexible employer, aiming to make it easier for its employees to plan their own time and to maintain a balance between work and family life. Personnel have flexible working hours and can work remotely some of the time when work permits. Employees with children can also take advantage of the company’s paid short-term leave for caring for a sick child when necessary.

Occupational wellbeing and employee benefits

Okmetic can grow and thrive only if its employees remain motivated and content at work. According to occupational welfare studies, our employees are satisfied with their jobs and also stay with the company for a long time, over 10 years on average. We are also one of the few industrial companies in Finland that has not temporarily laid off or terminated the contracts of employees for production-related reasons in the 2010's. We do not use agency-hired labour.   

Okmetic’s employees have access to extensive occupational health services, and in recent years the company has invested in the further development of work ergonomics in particular. We also promote staff wellbeing by initiatives such as recreational activities and vouchers for cultural and sporting events and services. The company also has its own gym for employees and their family members.


Every new employee is given a thorough induction to the workplace and their tasks. New employees are introduced to their work duties, colleagues and Okmetic as a whole through an induction program tailored to their particular job description. The induction then progresses to matters concerning every member of Okmetic personnel, such as strategy, operating policy and the company’s operations. The induction for each new employee focuses on what is most relevant to that person’s job description.

Skills development

We systematically develop our employees’ know-how and range of skills through internal and external training events. Each employee’s professional development is supported by annual development discussions and subsequent task-specific training courses. Continuous training strengthens personal professional qualifications, while also ensuring that Okmetic can retain and develop expertise in process development.