Quality of work life: documentation of statistics
The documentation of the statistics describes how the statistics were compiled and what methods were used in the compilation. The data help interpret the figures of the statistics and evaluate their reliability and comparability. The quality report is based on the EU's SIMS model. The documentation also contains change releases describing changes in the statistics and possible specifying methodological descriptions.
If you are looking for statistical figures for these statistics, go to the statistics page: Quality of work life
Quality report
Data description (SIMS 3.1)
Statistics on quality of work life describe the change in working conditions of wage and salary earners. They cover physical, psychological and social work environment factors. Data are collected with face-to-face interviews and published around every five years including data from one examined year.
Sector coverage (SIMS 3.3)
The Quality of Work Life Survey covers employed wage and salary earners living in Finland and working at least 10 hours per week including all groups in the Classification of Occupations and the Standard Industrial Classification.
Statistical unit (SIMS 3.5)
The statistical unit is a person (employed wage and salary earner).
Statistical population (SIMS 3.6)
The population of the Quality of Work Life Survey consists of employed wage and salary earners working at least 10 hours per week. Starting from 2023, the sample includes persons aged 18 to 67. Until 2013, the age definition for the sample was those aged 15 to 64, and in 2018 and 2021 those aged 15 to 67.
Reference area (SIMS 3.7)
The results of the Quality of Work Life Survey are published on the level of Finland as a whole.
Time coverage (SIMS 3.8)
The Quality of Work Life Survey represents cross-sectional statistics, which cover the years 1977, 1984, 1990, 1997, 2003, 2008, 2013, 2018 and 2023.
The web inquiry on the effects of the corona crisis on working life carried out in 2021 can also be counted as a Quality of Work Life Survey. Its methods and content were mainly in line with the Quality of Work Life Survey.
Unit of measure (SIMS 4)
The unit of measure used is mainly the percentage of each of the groups under examination. In some variables, the unit of measure is years and months (such as the duration of absence due to childcare). The unit of measure in the working capacity index and workplace wellbeing index is the score on a scale of one to ten.
Reference period (SIMS 5)
The reference period is a calendar year.
Concepts and definitions (SIMS 3.4)
Absence from working life due to child care
In the Quality of Work Life Survey the respondents are inquired whether they have been absent from working life due to child care during their life. This means generally a longer absence from work caused only by family leave, child home care leave or other child care - occasional, short absences are not included, such as a child falling ill. If the person has had several maternity leaves, the periods are added up. Absence is also the time when in addition to child care the person has worked only occasionally or little (under 5 hours per week). If the respondent has been on maternity or paternal leave or taken care of children direct after school/studies before starting paid employment, this time is also counted as absence from working life.
Day work
The working time starts and ends between 6 am and 6 pm.
Distance work
Distance work refers to paid work that is done outside the actual workplace - such as at home, summer cottage or when travelling on the train - so that it has been agreed upon with the employer. Distance work generally involves use of information technology. Distance work is in its nature such that it could also be performed at place of work. For example, the work of a telephone installer or messenger is not considered distance work. Work arrangements independent of time and place are essential for distance work. Partial distance working is also counted as distance work.
Employee
An employee is a person who works and receives pay or compensation for it. Employees are classified into workers and salaried employees.
Employer sector
Employed persons are classified by employer into public and private sectors. The public sector is further divided into central government and local government. The employer sector is determined on the basis of the data on the job or enterprise in the Business Register. The classification of the employer sector is based on the official Classification of Sectors 2012.
Fixed-term job
Employees with an employment contract for a fixed term or for carrying out certain tasks are considered as being in temporary employment.
Full-time work
Employees or self-employed persons who report they work full-time in their main job are classified as full-time workers. The definition is not based on any hour limits, but on the respondent's own idea of the work being full-time.
Inappropriate treatment
According to Section 28 of the Occupation Safety and Health Act that entered into force in January 2003, if harassment or other inappropriate treatment of an employee occurs at work and causes hazards or risks to the employee's health, the employer, after becoming aware of the matter, shall by available means take measures for remedying this situation.
Local kind of activity unit (Establishment)
An establishment, or local kind-of-activity unit, is a production unit owned by one enterprise or quasicorporate unit, located on one site, and producing goods or services of mainly one particular type. Establishments include, e.g., factories, shops, market stalls and kiosks. Establishments within public administration include, e.g., tax offices, municipal libraries and health care centres. The establishment is a key unit in the application of the Standard Industrial Classification because - data by establishment gives the best picture of the structure of the economy, - establishments can be used for collecting data and producing statistics on the activities of enterprises by geographical and administrative area, - it is fastest and most economical to collect many basic data related to production, such as numbers of items produced and hours worked, directly from establishments, - establishments make it possible to obtain data by industry on enterprises operating within several industries, - all statistics on persons describe the distribution of the population by industry or economic activity through establishments. As an enterprise always operates at some location, it has at least one establishment. Most enterprises have a single establishment while the largest enterprises may have numerous establishments in different parts of the country. Furthermore, these may operate in different economic sectors.
Mental violence
Mental violence or bullying at work refers to isolation, invalidating of work, threats, talking behind one's back and other pressurising directed to a member of the work community. Mental violence may be perpetrated by the supervisor or colleagues, but also by customers or students.
Number of occupations during life
The number of those occupations the respondent has engaged in when gainful employment has been the main activity. Occupations of those employed with subsidised measures are included, but not such as occasional summer work.
Occupation
Data on occupations are based on the interviewees' own reporting in the Labour Force Survey. The occupation of an employed person is defined according to the occupation in the main job. The occupation of an unemployed person is determined according to the situation before unemployment. In the Labour Force Survey the occupation is classified according to the classifications of occupations used at Statistics Finland.
Occupational accident
Occupational accidents are such employment accidents for which insurance companies have paid compensation. An occupational accident is defined in Section 4 of the Employment Accidents Act. An employment accident means any accident causing injury or illness sustained by the employee in the course of his/her employment or in circumstances arising from employment. According to the act, employment accidents are divided according to the place of accident as follows: - an employment accident has occurred at work or in work-related circumstances. Then traffic accidents while at work are also defined as employment accidents. - commuting accident has occurred outside the actual working time while commuting from his/her residence to work or vice versa.
Part-time work
Employees or self-employed persons who report they work part-time in their main job are classified as part-time workers. The definition is not based on any hour limits, but on the respondent's own idea of the work being part-time.
Performance-related pay
Performance-related pay is a general designation for various items paid on top of pay based on results and profits. They can be divided into main types, which are called performance bonus, profit bonus and profit distribution item. Performance payment does not here include various share and incentive stock option arrangements.
Period work
Period work is a working time balancing system where daily or weekly working hours may exceed the maximum number of hours prescribed in law (8 h per day or 40 h per week), but the number of working hours is balanced off within a certain longer time period.
Regular evening work
Part of the working time is regularly after 6 pm but mostly before 9 pm.
Regular night work
Most of the working time is regularly between 9 pm and 6 am.
Rehabilitation
Rehabilitation is here defined fairly broadly; it also includes activities arranged at workplaces for maintaining working capacity or increasing welfare at work. It is essential whether the person regards the activity as rehabilitation.
Successive employment relationships
Successive employment relationships refer to so-called chained employment relationships for the same employer, which follow each other almost immediately - after a break of at most one week. In the field of education employment relationships with a break of the whole summer can be taken into account. It is quite common in the branch that a fixed-term employment relationship ends at the beginning of the summer when the term ends, and a new employment relationship is started in the autumn at the beginning of the term.
Team work
Team work refers to working in a permanent group or team, which has a common task and has the opportunity to plan its work. A group is often defined as a continuously interacting community or set formed by two or more people with common goals. In working life groups and teams can be founded to look after a continuing task or production or on the other hand, for some restricted task only. It is a question of the respondent doing his or her normal work in a group or in several groups. Included are not some separate representative tasks demanding only little working time in different work groups. On the other hand, group working is difficult to distinguish from a small work unit that works according to a certain division of work. The respondent's personal opinion is here decisive: whether he or she calls his or her work team or group work. In some branches, such as the metal industry, the corresponding units are called cells.
Three-shift work
Work takes place in three shifts around the day (morning, evening and night shift). Can be interrupted (e.g. production is interrupted for the weekend at workplace) or uninterrupted. Four-shift, five-shift and six-shift work are forms of uninterrupted three-shift work and they thus belong here.
Unpaid overtime
In the Quality of Work Life Survey, overtime without compensation is dependent on the respondent's own opinion. Some may consider overtime staying at work without compensation for five minutes over working time, some do not count a short time over working time as working overtime. If the respondent works overtime, for which he or she gets compensation as time off but in practice never has time to take all that time off, this can be regarded as overtime without compensation. The maximum working time prescribed in the working hours legislation also concerns upper salaried employees even if they said that they had signed an employment contract where overtime is regarded as being included in their pay. Only the very top management remains outside the Working Hours Act. Contract or project workers do not have agreed working time but they are paid on completed work. Then they cannot in principle work overtime either. If the respondent thinks he or she works much more than normal working time (e.g. over 40 hours per week), this can be counted as overtime without compensation.
Institutional mandate (SIMS 6)
The compilation of statistics is guided by the Statistics Act. The Statistics Act contains provisions on collection of data, processing of data and the obligation to provide data. Besides the Statistics Act, the General Data Protection Regulation, the Data Protection Act and the Act on the Openness of Government Activities are applied to processing of data when producing statistics.
Statistics Finland compiles statistics in line with the EU’s regulations applicable to statistics, which steer the statistical agencies of all EU Member States.
Further information: Statistical legislation
Legal acts and other agreements (SIMS 6.1)
Compilation of the statistics is guided by the Statistics Act (280/2004, as amended 361/2013), the general act of the national statistical service. Only the necessary data that cannot be obtained from administrative data sources are requested from data suppliers. Index series are published so that no individual enterprise’s data or development can be deduced from them.
Further information: Statistical legislation
Data sharing (SIMS 6.2)
Unit-level ready-made data (i.e. microdata) are formed from the data of the Quality of Work Life Survey, which the Research Services release for scientific studies and statistical surveys based on a separate licence decision and pseudonymised through the FIONA remote access system. In addition, less detailed and pseudonymised service data may be released to the funding parties of the data collection.
The questionnaire form of the Quality of Work Life Survey has been published in connection with the thematic publication containing basic results. The questions on the form may be used in studies outside Statistics Finland, but permission for their use must be requested from Statistics Finland.
Source data (SIMS 18.1)
The statistics are based on sample data collected at approximately five-year intervals. Until 2018, the data were collected with face-to-face interviews and from 2023 onwards with a web questionnaire. In 2023, the sample size of the survey was around 8,000 persons.
Frequency of data collection (SIMS 18.2)
The statistics are based on sample data collected at approximately five-year intervals.
Data collection (SIMS 18.3)
The data collection for 2023 was carried out as a web inquiry. In addition to Finnish, the form was available in Swedish and English.
The form of the Quality of Work Life Survey is designed on the basis of the form used in the previous survey round. While the aim of the design is to retain key themes, the form is updated in accordance with the need for new data. The form is subject to cognitive testing and a small-scale pilot survey.
At the end of the Labour Force Survey those drawn to the sample of the Quality of Work Life Survey were informed about the coming Quality of Work Life Survey and they were sent a text message containing a link to the questionnaire. The progress of the data collection was monitored and reminder messages were sent to those target persons who had not responded to the inquiry within a certain time period. After this, the target persons were approached again if necessary with a telephone call from a statistical interviewer, which was used to motivate the target persons to respond to the inquiry. Thanks to the motivation calls, the response rate was raised from 50 to around 70 per cent.
In the Quality of Work Life Survey 2023, an incentive for responding, a code of EUR 10 to R kiosks, was also used for the first time. The codes were sent by text message to those respondents who returned the questionnaire. Around 45 per cent of the respondents who received the gift code used it.
Data validation (SIMS 18.4)
The response data and also the final data are checked in connection with the compilation and reporting. Most of the checks in the response data are programmed on the questionnaire form. Logic checks are carried out after this, during the data processing phase.
Data compilation (SIMS 18.5)
Starting from 2018, weighting coefficients have been calculated for the persons having responded to the Quality of Work Life Survey, which correct the bias in the data structure and inflate the results obtained from the survey to the level of the population so that they correspond to the estimates of the Labour Force Survey by sex, 10-year age group, region, level of education and socio-economic group. In 2023, the population of the Quality of Work Life Survey comprised employed wage and salary earners aged 18 to 67 whose regular weekly working time was at least ten hours.
The following data were used in the calibration of the weights of the data for 2018, 2021 and 2023:
• 10-year age group
• sex
• area (division of regions, in which the Greater Helsinki area separately)
• education (at most basic level, secondary level, lowest tertiary level, university degree)
• socio-economic group (manual workers, lower-level salaried employees, upper-level salaried employees)
Weighting coefficients have been calculated retrospectively for the data of the 2008 and 2013 Quality of Work Life Surveys. The variables in question, excluding socio-economic group, were also used in the weight calibration of the 2008 and 2013 data.
Overall accuracy (SIMS 13.1)
The data of the Quality of Work Life Survey are based on the information provided by the respondents in the interviews or web inquiry. The questionnaire was designed so that the questions would be as clear and easy as possible to answer. Special attention was also paid to the training of the interviewers during the interview data collections. However, differences in respondents’ ways of interpreting and understanding the questions presented and the response alternatives to them cannot be avoided altogether in an inquiry.
The accuracy of the survey results is impacted by non-response. The distribution of non-response in the Quality of Work Life Survey is very similar to that in interview surveys in general: the response rate is higher for women than men, and for those with tertiary level qualifications it is better than for those with basic level or upper secondary level qualifications. The response rate among younger age groups is the lowest, and the best response rates are achieved among the oldest wage and salary earners. The response rate of the Quality of Work Life Survey 2023 was 71 per cent.
Starting from 2018, weighting coefficients have been calculated for the data that correct the bias of the data structure according to sex, 10-year age group, region, level of education and socio-economic group in such a way that the data correspond with the target population estimated on the basis of the Labour Force Survey. Weighting coefficients have also been calculated retroactively for the data of the 2008 and 2013 Quality of Work Life Surveys based on sex, 10-year age group, region and level of education.
Quality assurance (SIMS 11.1)
Quality management requires comprehensive guidance of activities. The European Statistics Code of Practice forms the basis for the common quality system of the European Statistical System.
The Code of Practice is based on 16 principles that concern statistical authorities' independence, accountability and the quality of the processes and data to be published.
The principles are in line with the Fundamental Principles of Official Statistics approved by the United Nations Statistics Commission and are supplementary to them. The quality criteria of Official Statistics of Finland are compatible with the European Statistics Code of Practice.
Further information: European Statistics Code of Practice | Statistics Finland and Recommendations of the Advisory Board of Official Statistics of Finland | Statistics Finland
Quality assessment (SIMS 11.2)
The quality of the Quality of Work Life Survey is assessed at several different stages of the statistical process.
Data revision - policy (SIMS 17.1)
Revisions – i.e. improvements in the accuracy of statistical data already published – are a
normal feature of statistical production and result in improved quality of statistics. The principle is that statistical data are based on the best available data and information concerning the statistical phenomenon. On the other hand, the revisions are communicated as transparently as possible in advance. Advance communication ensures that the users can prepare for the data revisions.
The reason why data in statistical releases become revised is often caused by the data
becoming supplemented. Then the new, revised statistical figure is based on a wider information basis and describes the phenomenon more accurately than before.
Revisions of statistical data may also be caused by the calculation method used, such as
annual benchmarking or updating of weight structures. Changes of base years and
used classifications may also cause revisions to data.
Timeliness (SIMS 14.1)
The Quality of Work Life Survey is conducted at approximately five-year intervals and the data describe the responses of wage and salary earners during the period of the data collection, which has conventionally taken place in the autumn of the survey year, with the exception of 2008, when the data collection took place in the spring. The thematic publication made from the collected data is released in the year following the survey year.
Comparability - geographical (SIMS 15.1)
The data content of the Quality of Work Life Survey is not based on national or international regulations, so the results of the survey are not directly comparable internationally.
Comparability - over time (SIMS 15.2)
Most of the questions of the Quality of Work Life Survey have been repeated identically from one survey round to the next so that the surveys for 1977 to 2018 form a comprehensive, mainly comparable time series. In 1977 to 2018, the survey data were collected as face-to-face interviews.
Starting from 2021, the data collection method changed from face-to-face interviews to web data collection, which caused a break in the time series. The new comparable time series starts from 2023 (to some extent from 2021). New topics have also been added in each survey round for which the time series begins from the year in question.
Coherence – cross domain (SIMS 15.3)
In addition to the Quality of Work Life Survey, Statistics Finland’s statistics related to the labour market include the Labour Force Survey, the Job Vacancy Survey, statistics on labour disputes, statistics on occupational accidents and employment statistics. Of these, the data content and interests of the Labour Force Survey, in particular, partially overlap with the Quality of Work Life Survey.
Whereas the target population of the Labour Force Survey consists of the entire working-age population, however, the target population of the Quality of Work Life Survey consists only of wage and salary earners who work at least ten hours a week. In addition, the Quality of Work Life Survey aims to examine aspects related to wage and salary earners’ employment history, as well as the physical, mental and social quality of work life from a much broader and in-depth perspective than what is possible within the framework of the Labour Force Survey.
The Quality of Work Life Survey has conventionally been conducted in the autumn, with the exception of 2008, when the data were collected in the spring. The Labour Force Survey is a monthly recurring data collection.
Because the Quality of Work Life Survey is conducted in connection with Statistics Finland's monthly data collection for the Labour Force Survey, the data collected in connection with the Labour Force Survey can easily be integrated with the data of the Quality of Work Life Survey. Data integrated from the Labour Force Survey include the respondent’s occupation, the industry of the workplace, the length of the employment and regular working hours.
Release calendar (SIMS 8.1)
Statistics Finland publishes new statistical data at 8 am on weekdays in its web service. The release times of statistics are given in advance in the release calendar available in the web service. The data become public after they have been updated in the web service.
Further information: Publication principles for statistics at Statistics Finland
Release calendar access (SIMS 8.2)
Statistics Finland's release calendar Future publications
Future publications of the statistics can be found on the page of the statistics at: Future publications of the statistics
User access (SIMS 8.3)
The data are released to all users at the same time. Statistical data may be processed at Statistics Finland and information on them may be given before release only by persons involved in the production of the statistics concerned or who need the data of the statistics concerned in their own work before the data are published.
Further information: Publication principles for statistics
Unless otherwise specifically stated in connection with the product, data or service concerned, Statistics Finland is the producer and copyright owner of the data. The terms of use for statistical data.
Frequency of dissemination (SIMS 9)
The Quality of Work Life Survey is conducted approximately every five years and the results are published during the year following the survey year. More detailed results are published in the thematic publication in connection to the release, after which the results will continue to be published in the form of articles, blogs and presentations, for example.
News release (SIMS 10.1)
Releases are published on the home page of the statistics.
Online database (SIMS 10.3)
The database tables of the statistics can be found in the StatFin database.
Confidentiality - policy (SIMS 7.1)
The data protection of data collected for statistical purposes is guaranteed. The compilation of statistics is guided by the Statistics Act. Alongside the Statistics Act, the EU’s General Data Protection Regulation and the Finnish Data Protection Act are applied to the processing of personal data. Provisions on the confidentiality of data collected for statistical purposes are laid down in the Act on the Openness of Government Activities.
The data are processed only by persons who need the data in their work. The use of data is restricted by usage rights. All persons employed by Statistics Finland have signed a pledge of secrecy, where they have obliged to keep secret the data prescribed as confidential by virtue of the Statistics Act or the Act on the Openness of Government Activities.
Further information: Data protection | Statistics Finland (stat.fi)
Confidentiality - data treatment (SIMS 7.2)
The data materials are protected at all stages of processing with the necessary physical and technical solutions.
The data are handled only by persons who need the data in their work. The use of data is restricted by usage rights.
The aggregation of data in the process and the compilation time evaluation related to data quality produce an end result that does not enable identification of individual data producers.
All employees involved in the compilation of statistics have signed a pledge of secrecy, where they have obliged to keep secret the data prescribed as confidential by virtue of the Statistics Act or the Act on the Openness of Government Activities.
The data of the Quality of Work Life Survey are not released outside Statistics Finland in identifiable form (Statistics Act 280/2004, Personal Data Act 523/1999). Data can only be released for scientific research and statistical surveys on the basis of a separate licence and without identifiers (pseudonymised).
The data protection description is available in Finnish at: http://www.stat.fi/meta/tietosuojaselosteet/tietosuojaseloste_tyoolotutkimus.html