According to Varma’s work ability surveys, nearly 40 percent of employees experience significant cognitive strain at work. A little over one-fifth report considerable physical strain. While employees’ work ability is generally at a good level, about one in four rate their work ability as no more than moderate. These results are based on Varma’s surveys conducted among its client organizations between 2023 and 2025, which collected nearly 32,000 responses.
Cognitive strain is the most common challenge
Among workload factors, cognitive strain stood out the most. It is particularly prevalent in care and social work, professional roles, and customer service and office work. Typical causes include information overload and frequent interruptions. According to Varma’s Research Manager, Auli Airila, this strain can be reduced by improving work organization and establishing clear rules for work practices, time management, and managing interruptions.
Work ability remains at a good overall level
Varma’s analysis shows that job resources – the factors that motivate employees and support smooth workflows – are generally at a good level. These resources include meaningful work, clear goals, and opportunities for influence. In fact, they have even slightly improved over the past three years. Most respondents felt that their work is meaningful, appropriately challenging, and interesting. Overall work ability remains good, though about a quarter of employees rated it only moderate.
Workplaces should focus on managing and reducing different workload factors while at the same time strengthening job resources. It is also important to respond to challenges in work ability at an early stage.
By age group, employees over 55 gave the weakest assessments of their work ability, while those under 25 gave the strongest. By occupation, managers rated their work ability higher than average, while physical laborers, such as those in construction and care work, rated theirs lower.
Poor work ability is often a predictor of sickness absences and, in some cases, permanent disability. This makes it critical for employers to understand employees’ work ability and workload factors, so that challenges can be addressed as early as possible.
Employers can make a difference
According to Varma, working conditions have a significant impact on work ability. This means that employers’ actions can directly affect outcomes. Investing in the management and reduction of workload factors, while at the same time strengthening job resources, is worthwhile.
For example, workplaces can:
-
Adjust job demands to a reasonable level
-
Strengthen opportunities for influence, clear goals, and better work organization
-
Emphasize meaningfulness and engagement in work
-
Ensure adequate support from supervisors and colleagues
Why workload factors must be taken seriously
Reducing workload factors promotes work ability and supports performance. Stronger work ability, in turn, has positive effects on employee commitment, quality of work, and innovation. Prolonged strain may lead to sickness absences, reduced productivity, or, at worst, disability pensions. Harmful workload also increases the risk of employee turnover.
Physical workload factors
Physical workload refers to strain placed on the musculoskeletal system, as well as the respiratory and cardiovascular systems. Such strain arises from manual lifting or transfers, awkward working postures, repetitive movements, as well as prolonged standing and walking. Noise, vibration, and insufficient breaks also increase physical workload.
Excessive physical workload and accidents can be prevented through thorough orientation. During onboarding, potential workload risks can be identified, and employees can be trained in the correct use of tools and equipment. These practices should also be reinforced periodically.
Good ergonomics further reduce strain and prevent injuries. Workspaces and tools should be designed to fit employees’ needs, and working methods should minimize physical strain. In desk jobs, ergonomically designed workstations reduce strain on the neck, shoulders, and limbs. Adjustable desks and chairs, as well as appropriate lighting, also help prevent harmful strain.
The key is variation in working postures. The best working position is always the next one.
Breaks and recovery time are equally important. In physically demanding jobs, task rotation is often used so that employees change assignments at regular intervals. This prevents repetitive strain. Adequate breaks during the day also support recovery. Stretching or light movement during breaks can counteract strain caused by work.
According to the Finnish Institute of Occupational Health, a good workstation has features such as:
-
A balanced posture that can be changed freely
-
Adaptability to the worker’s individual measurements
-
Easy-to-use tools that do not require excessive force
-
A layout that allows communication with colleagues
-
Appropriate lighting, temperature, and other environmental conditions
-
Ease of cleaning and maintaining the workstation
-
An environment free of accident hazards
Psychosocial workload factors
Psychosocial strain may arise from leadership practices, work arrangements, job content, or dynamics within the work community. Pressure from workload, excessive responsibility, interruptions, challenging interactions, or difficulties balancing work and personal life can all contribute. The specific factors vary depending on the job. The key is to identify harmful stressors and address them effectively.
Psychosocial and physical workload factors are often interconnected. Irregular working hours and high time pressure, for example, increase both. Physical pain caused by demanding tasks can affect mental wellbeing, while prolonged stress can weaken the immune system, making employees more vulnerable to illness.
Early intervention helps reduce work stress. Workload factors can be identified through employee feedback, workplace discussions, or assessments conducted by occupational health services. Above all, it is essential to listen to employees.
According to the Finnish Institute of Occupational Health, workplaces can support wellbeing in ways such as:
-
Allowing flexibility in working hours
-
Establishing effective meeting practices
-
Providing safe working conditions and tools
-
Monitoring and developing professional skills
-
Conducting regular development discussions
Workload factors in a changing work environment
Work life is undergoing major changes, and so are workload factors. According to Varma, uncertainty in working life is not decreasing. Artificial intelligence, digitalization, climate change, and other large-scale shifts are transforming industries and companies’ operating environments. Old jobs disappear, and new ones are created.
These changes require employees to develop new skills and continuously learn. This in itself can be a source of strain. Routine tasks have largely disappeared, which can reduce workload, but what remains is often complex problem-solving and cognitively demanding tasks – leading to increased psychosocial strain.
Remote work can also blur the boundaries between work and personal life, further increasing psychosocial stress. Sometimes employees may find it difficult to determine when the workday begins and ends, leading to longer working hours. At the same time, remote work can also support wellbeing by making it easier to balance work with personal life.