Yes - all occupational health duties apply even to a one-person business. Risk assessment is mandatory from the very first employee, a service contract with an occupational health provider must be in place, and the initial health check must be arranged within four months. The law makes no exception for small businesses. Fines for non-compliance can reach up to 32,000 euros for a legal person (TTOS § 27-1 - § 27-5 paragraph 2).
Why do the duties apply even to a single employee?
TTOS (the Occupational Health and Safety Act) establishes that every employer - regardless of the size of the business - is responsible for the health and safety of employees in the working environment. There is not a single provision in the Act that exempts a small business from its core duties.
A common misconception is that occupational health requirements are designed for large companies and manufacturing businesses. This is not the case. The purpose of the Act is to protect every worker - including the sole employee of a small office.
Another widespread misconception is that the Labour Inspectorate does not inspect small businesses. In practice, inspections take place regardless of company size - and small businesses that have not prepared to meet their obligations are precisely where violations are most often found.
Overview of duties by company size
The table below shows which duties apply depending on the number of employees.
| Duty | 1-9 employees | 10+ employees | Legal basis |
|---|---|---|---|
| Risk assessment | Mandatory | Mandatory | TTOS § 13 lg 1 |
| Occupational health service contract | Mandatory | Mandatory | TTOS § 12 |
| Health check (within 4 months) | Mandatory | Mandatory | TTOS § 13¹ lg 6 |
| Informing employees of risks | Mandatory | Mandatory | TTOS § 12 lg 4 |
| Safety representative | Not required | Mandatory | TTOS § 17 lg 1 |
| Occupational health committee | Not required | 50+ employees | TTOS § 25 |
Minimum requirements for businesses with 1-9 employees
Three duties from which no small business is exempt - regardless of the number of employees, the sector, or the level of risk.
First: risk assessment. Every employer must identify the hazards present in the working environment and produce a written record of them (TTOS § 13 lg 1). The risk assessment must be completed before work begins - not after the first inspection. In a small office, it is often a brief document. In a more complex working environment - a craft workshop, a construction site, a food business - the scope will be greater.
Second: organising occupational health services. Every employer must ensure that occupational health services are provided (TTOS § 12). In practice, this means entering into a contract with a licensed occupational health service provider, even in cases where no health check is needed in the first year. The provider must hold a licence from the Health Board (Terviseamet).
Third: initial health surveillance. The employer must arrange an initial health check within four months of the employee starting work (TTOS § 13¹ lg 6). Health surveillance is mandatory for employees whose work involves harmful factors. Your occupational health provider can help clarify which of your employees need it.
Health surveillance deadlines - when must it take place?
The general rule is the four-month rule. The initial health check must be arranged within four months of the date on which the employee started work (TTOS § 13¹ lg 6).
There are, however, important exceptions that require health surveillance before the first working day.
Night workers must undergo a health check before commencing night work. Employees exposed to biological hazards, carcinogens, mutagens, lead and its compounds, or asbestos dust must undergo health surveillance before exposure begins (TTOS § 13¹ lg 7). For a minor - an employee under 18 years of age - a health check must be carried out at least once a year (TTOS § 13¹ lg 8); risks are assessed before the young person starts work.
After the initial health check, the occupational health physician sets the frequency of repeat checks based on the risk level in the employee's working environment. The interval between checks must not exceed 3 years (TTOS § 13¹ lg 8).
Practical note: The four-month deadline applies to employees whose work involves harmful factors listed in the Act. For an office worker whose role involves none of those factors, a routine health check may not be mandatory - ask your service provider for a precise assessment based on that employee's specific duties.
Safety representative - when is one required?
In a business with fewer than 10 employees, there is no requirement to elect a safety representative. This is a clear statutory threshold.
A safety representative is mandatory in all businesses with at least 10 employees (TTOS § 17 lg 1). The representative acts on behalf of employees in matters of occupational health and safety and serves as their intermediary in dealings with the employer and the Labour Inspectorate.
In a business with fewer than 10 employees, staff may elect a representative if they wish to do so - but this is their choice, not an employer obligation. You must not obstruct the election of a representative, but you are not required to initiate one either.
When a business grows beyond the 10-employee threshold, the obligation to elect a representative arises immediately. You will need to convene a meeting of employees at which the representative is elected and their mandate recorded in writing.
Costs for a small business - what to expect
The cost of meeting your occupational health obligations depends primarily on the risk level of your working environment and the number of employees. The main cost elements are the service contract with an occupational health provider, the initial risk assessment, and any health checks required. For a precise estimate specific to your business, use the TT24 calculator.
1-3 employees, low-risk office. In a business of this type, the costs consist of the service contract, the initial risk assessment, and any health checks that arise. A specific provider will give you a firm price.
4-9 employees, mixed work. As the number of employees grows, so do the costs associated with health checks and the scope of the service. Request a quote from a provider for a more detailed cost estimate.
Higher-risk environments - construction, chemicals, manufacturing - require additional measurements and more frequent health checks. Costs are significantly higher and depend on the specific requirements.
For a more precise estimate, enter your details into the TT24 cost calculator.
Common misconceptions among small business owners
"We are too small - this does not apply to us."
TTOS contains no minimum-size exemption. A one-person business is in exactly the same position as a 100-person business - the duties are the same; their scope depends on the working environment.
"We only have an office - there is no hazard, so a risk assessment is unnecessary."
Even an office environment has risk factors: screen-based work, inadequate lighting, ergonomically unsuitable furniture, psychosocial stress. Risk assessment is mandatory regardless of whether the hazards appear significant.
"The Labour Inspectorate only inspects large businesses."
The Labour Inspectorate carries out inspections in all businesses - including micro and small enterprises. Where documentation is incomplete, an inspection can result in an enforcement notice.
"A health check replaces the need for a contract with an occupational health provider."
These are two separate obligations. A one-off health check does not substitute for a long-term service contract. The contract must be in place independently - and before any health check takes place.
"The employee has not complained, so a risk assessment is not needed."
The purpose of a risk assessment is to prevent future harm - not to respond to existing complaints. An employee who raises no concern today may develop an occupational disease years later that goes undetected for a long time.
The reality of fines: The Labour Inspectorate can issue an enforcement notice with a deadline for compliance. Where a notice is not complied with, a fine follows - up to 32,000 euros for a legal person (TTOS § 27-1 - § 27-5 paragraph 2), and up to 300 fine units for a natural person (the employer or their representative). In addition, the employer is liable for any harm to an employee's health caused by a failure to provide adequate occupational health arrangements - and that liability is not covered by a standard business liability insurance policy.
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Frequently asked questions
Do occupational health duties apply to a business with just one employee?
Yes, all core duties apply from the very first employee. Risk assessment (TTOS § 13 lg 1), organising occupational health services (TTOS § 12), and informing employees of risks (TTOS § 12 lg 4) are mandatory regardless of the size of the business. The law makes no exception for small businesses.
When must a small business arrange the first health check?
The initial health check must be arranged within four months of the employee starting work (TTOS § 13¹ lg 6). Exceptions subject to a "before exposure begins" requirement: night workers and employees exposed to biological hazards, carcinogens, lead, or asbestos dust (TTOS § 13¹ lg 7). Minors must have a health check at least once a year (TTOS § 13¹ lg 8). After the initial check, the occupational health physician sets the frequency of repeat checks, but the interval must not exceed 3 years (TTOS § 13¹ lg 8).
When is a safety representative required?
A safety representative is mandatory in businesses with at least 10 employees (TTOS § 17 lg 1). In a business with fewer than 10 employees, there is no obligation to elect one. When a business grows beyond the 10-employee threshold, the obligation to elect a representative arises immediately - not from the start of the following year.
How much does occupational health services cost for a one-person business?
For a low-risk, one-person office business, the costs consist mainly of the service contract, the initial risk assessment, and any health checks required. For a precise estimate specific to your business, use the TT24 calculator or request a quote from a service provider.
Does a sole trader have occupational health duties?
A sole trader who works alone with no employees has no employer duties - TTOS obligations arise only when a person has employees. The moment a sole trader hires their first employee, all employer obligations arise immediately - risk assessment, service contract, and health surveillance. There is no grace period.
What happens to health check records when an employee leaves - do the documents go with them?
Health check records and the physician's decision are the employee's personal health data - accessible to the occupational health physician and to the employee themselves. The employer receives only the fitness conclusion (the employee is fit for this work / fit with restrictions / not fit). When employment ends, the employee's personal health documents do not belong to the employer.
Next step: self-assessment and costs
Use the TT24 tools to get a concrete picture of your business's current position and the steps you need to take next.
Related topics
What to do from the very first working day Cost of occupational health services
Price ranges for small businesses Do I need a service contract (in Estonian)
Quick check - is a contract mandatory TTOS 2026 amendments (in Estonian)
What changed in the Occupational Health and Safety Act
Sources: the State Gazette (Riigi Teataja), the Labour Inspectorate (ti.ee), Health Board (Terviseamet).