Frequently Asked Questions

Yes, always. TTOS § 12 obliges all employers to arrange the provision of occupational health services, regardless of the number of employees. In practice, this is done by concluding a contract with an occupational health service provider. Even a company with a single employee must arrange occupational health services.

This is one of the most common misconceptions - many small companies believe occupational health services are not required, but the law is clear. Failure to comply is subject to a fine: for a legal entity up to 32,000 euros (TTOS § 27-1 - § 27-5 lg 2).

The workplace environment representative is an employee representative elected by the employees themselves. Mandatory in companies with 10 or more employees (TTOS § 17).

The workplace environment council is a joint committee comprising representatives of both the employer and the employees. Mandatory in companies with 50 or more employees. The council meets at least once per quarter.

No, never. These are entirely different things.

• Sports benefit - a voluntary employee perk whose tax exemption is governed by the Income Tax Act. The employee may choose how to use it.
• Occupational health contract - a statutory obligation (TTOS § 13) that a sports benefit does not replace. Even if all employees use a gym, the employer must still have an occupational health contract.

Yes. Remote work does not exempt the employer from occupational health obligations (TTOS § 13). If a home-office employee uses a computer for 5 or more hours a day, the display screen equipment health check requirement applies; the frequency is determined by the occupational health physician, but the interval between checks may not exceed 3 years (TTOS § 13¹ lg 8).

The risk assessment must also cover home-office working conditions - sedentary work, monitor height, lighting, and sitting time.

The employer is required to arrange a company occupational health status analysis in the manner and at the frequency prescribed by the TTOS. The occupational health physician carries this out, providing an overview of the company's occupational health situation and presenting proposals for improvement.

The analysis is based on the results of health checks, the risk assessment, and an overall assessment of the working environment, helping the employer to plan preventive measures. (Source: TTOS, tooelu.ee)

All occupational health service providers with a valid operating licence are listed in the Health Board (Terviseamet) register at medre.tehik.ee. Select "Occupational health services" from the Services field - you will then see all providers with a currently valid licence.

Always confirm that the service provider holds a valid operating licence before signing a contract. (Source: tooelu.ee)

Not for all, but for many. A health check is mandatory for employees who are exposed at work to health-damaging factors: noise, vibration, chemical agents, biological agents, high physical load, display screen work, and similar (TTOS § 13¹).

Always mandatory for: employees under 18, pregnant employees, and employees in transport, food service, and healthcare.

For purely office-based employees who are not exposed to physical risks, a check is required only for display screen work (5 or more hours per day); the frequency is determined by the occupational health physician, but the interval may not exceed 3 years (TTOS § 13¹ lg 8).

The employer arranges the initial health check within four months of the employee starting work (TTOS § 13¹ lg 6). Night-shift workers and employees exposed to biological hazards, carcinogens, mutagens, lead or asbestos dust must undergo a health check before starting work (or night work) or before exposure to the hazard begins (TTOS § 13¹ lg 7). For employees under 18, a health check must be carried out at least once a year (TTOS § 13¹ lg 8).

The frequency is determined by the occupational health physician on the basis of the risk assessment, but the interval between checks may not exceed 3 years (TTOS § 13¹ lg 8). In practice, depending on the level of risk:

• High-risk sectors (chemicals, mining, healthcare, food service): more frequently, for example annually
• Medium risk (manufacturing, transport, services): more frequently than low-risk
• Low risk (office, display screen work): up to once every 3 years

Construction: The statutory maximum interval is 3 years (TTOS § 13¹ lg 8), but for high-risk construction work (noise, vibration, dust, working at height) the occupational health physician sets a more frequent schedule - typically every 1-2 years.

The employer covers all costs of the health check (TTOS § 13). The employee must not pay for the health check or arrange it themselves - this is the employer's obligation and expense.

The employer must also pay the employee's regular wages during the health check - it takes place during working hours.

If the health check is mandatory and the employee refuses, the employer must not permit the employee to take up that post. This applies especially to high-risk positions (construction, transport, healthcare).

The employer should document the refusal and warn the employee in writing of the consequences.

Yes. The employee has full access to their health check results and health record. The employer may only see whether the employee is fit for work, partially fit for work, or unfit for work - not specific diagnoses.

The occupational health physician shares results directly with the employee (diagnoses, recommendations) and with the employer (occupational health assessment, recommendations for adjustments to work arrangements).

The employer must arrange the new employee's health check within four months of the employee starting work. If the employee has undergone the same type of health check with another employer within the last six months, the next check may be arranged at the time indicated in the previous health decision - a new check need not be ordered immediately. (Source: TTOS, tooelu.ee)

A health check is mandatory when an employee is exposed to the following hazards at work (TTOS § 13¹, tooelu.ee):

• Physical factors: noise, vibration, electromagnetic fields, ionising radiation
• Chemical and biological factors: hazardous chemicals, biological hazards
• Ergonomic factors: manual handling of loads, repetitive movements, constrained postures
• Display screen work: computer use for 5 or more hours per day
• Night work: all night-shift workers, regardless of sector

(Source: TTOS § 13¹, tooelu.ee)

The employer bears all costs associated with the health check - the employee must not be charged anything. The health check takes place during working hours and the employee is paid their average daily wage for that time. (Source: TTOS, tooelu.ee)

Yes. The employer is required to comply with the occupational health physician's decision. For example, if the physician decides that an employee is not suited to working in a noisy environment, the employer must resolve this - either by modifying working conditions or by offering suitable alternative work.

The physician's recommendations (as distinct from decisions) afford a degree of flexibility - the employer has some discretion and disproportionately large expenditure is not required. However, decisions are binding. (Source: tooelu.ee)

A risk assessment is a mandatory written evaluation in which all workplaces and tasks are reviewed and health and safety risks are identified (TTOS § 13).

It answers the questions: What could harm our employees' health? How likely is that? What are we doing to prevent harm?

It is also the basis for the health check schedule - without a risk assessment you do not know who to send for a check or when.

A risk assessment does not need to be a lengthy academic document. For a small company, a clear written document is sufficient, covering:

1. Hazard identification: Walk through the workplaces and consider what could cause harm to an employee
2. Risk evaluation: How serious is the hazard and how likely is an accident?
3. Preventive measures: What are you doing to reduce the risks?
4. Persons responsible and deadlines: Who does what and by when?

The Labour Inspectorate (Tööinspektsioon) provides a template document at ti.ee.

No, the risk assessment does not have to be submitted automatically. However, it must be available at the workplace and ready to be shown to the Labour Inspectorate (Tööinspektsioon). During an inspection, it is one of the first documents checked.

The risk assessment is retained for 55 years (TTOS § 13⁴ lg 9; in the working environment database TTOS § 24¹ lg 4 p 5). Separate deadlines apply to data on exposure to carcinogens or mutagens - the employer retains such data for 40 years (TTOS § 13¹ lg 17).

A workplace accident is a sudden event at the workplace or during the performance of work duties that results in injury to or the death of an employee (TTOS § 23).

Examples of workplace accidents: a fall in a warehouse, a burn in a kitchen, a road accident during a work trip, a hand injury on machinery.

Not a workplace accident: A disease that develops over time (which may be an occupational disease); events occurring outside working hours; an employee's own culpable conduct that clearly violates safety requirements.

First steps after a workplace accident:

1. Immediately: Provide first aid. Call emergency services (112) if necessary.
2. Preserve the scene: Do not change anything until the situation has been documented (take photographs!).
3. Within 24 hours: Notify the Labour Inspectorate (Tööinspektsioon) if the accident is serious (the employee requires hospital treatment or has sustained a bodily injury).
4. Register: Add an entry to the workplace accident register.
5. Investigate: Establish the causes in order to prevent recurrence.

Reporting a serious workplace accident: via the Labour Inspectorate (Tööinspektsioon) e-service at ti.ee.

A workplace accident is a sudden event (a fall, a burn, a cut).
An occupational disease is a disease that develops as a result of prolonged exposure to a health-damaging factor (hearing loss from noise, asthma from chemicals, back pain from lifting).

If an occupational disease is suspected, the occupational health physician refers the employee to an occupational disease clinic for investigation. The employer must cooperate with the investigation and provide information about the employee's exposure to harmful factors.

Yes. In the event of a workplace accident the employee is entitled to:

• Temporary incapacity benefit (sick pay) - from the Estonian Health Insurance Fund (Haigekassa) from the 4th day; the employer covers days 1-3
• Compensation for damages from the employer - if the accident occurred due to the employer's negligence
• Incapacity benefit - if capacity for work is permanently reduced

It is sensible for employers to take out workplace accident insurance - this protects both employees and the employer.

A good occupational health service contract should include:

• Organisation of health checks - who, when, how frequently
• Risk assessment - assistance in conducting the assessment or preparation in full
• Occupational health physician consultations - advice for employees and the employer
• Documentation - retention of health check results
• Incident response procedure - what the service provider does in the event of a workplace accident
• Pricing and billing arrangements

The employer must retain, among other things, the following documents (under TTOS and other legislation):

• Risk assessment
• Health check data
• Workplace accident register
• Employee notification records
• Occupational health service contract

Retention periods are set by law: the risk assessment is retained for 55 years (TTOS § 13⁴ lg 9); the occupational health service provider retains health check data for 30 years and the employer retains service organisation records for 10 years (TTOS § 13¹ lg 16). Health check data constitutes personal data and is subject to GDPR.

Retention periods fall into two categories (TTOS § 13¹ lg 16-17):

• The occupational health service provider (physician, clinic) retains health check data for 30 years from the date of service provision.
• The employer retains occupational health service organisation documentation (contracts, schedules, confirmations of completed health checks) for 10 years from the date of service provision.

Data on exposure to a carcinogen or mutagen is retained by the employer for 40 years, and for a reproductive toxicant for 5 years from the employee's last exposure (TTOS § 13¹ lg 17). (Source: TTOS, tooelu.ee)

Violations of occupational health requirements are subject to misdemeanour proceedings (TTOS § 27-1 - § 27-5 lg 2):

• For a legal entity (OÜ, AS): up to 32,000 euros
• For a natural person (employer or their representative): up to 300 fine units

In practice, the maximum fine is rarely imposed immediately. Proceedings usually begin with a precept, followed by a deadline to remedy the violation. A repeated violation results in a fine.

However, in the context of the Labour Inspectorate's major 2026 enforcement campaign, they have announced a stricter approach - particularly towards companies with multiple simultaneous violations.

The Labour Inspectorate (Tööinspektsioon) typically checks the following:

1. Occupational health service contract - is a valid contract in place?
2. Risk assessment - present, up to date, documented?
3. Health checks - have obligated employees completed checks and on time?
4. Employee notification - signatures present?
5. Workplace environment representative (10+ employees) - elected?
6. Workplace accident register - maintained?
7. Personal protective equipment - available and in use?
8. First-aid supplies - properly stocked and accessible?

Usually no, without advance notice (except for planned enforcement campaigns). The exception is a planned inspection, for which advance notice is given - that is a more favourable situation.

A Labour Inspectorate (Tööinspektsioon) inspector has the right to enter any workplace during working hours without prior notice, check documents, and interview employees.

Yes, under certain conditions:

• Voluntary remedy: If you remedy the violation before the decision is made, this is taken into account as a mitigating circumstance
• Co-operation with the inspector: Openness and a cooperative attitude have a positive effect
• First offence: First-time violations are treated more leniently
• Smaller company: The company's financial situation is taken into account when setting the fine

A fine decision may be challenged in court, but this is a costly and time-consuming process.

A precept is an order from the Labour Inspectorate (Tööinspektsioon) to remedy a violation. It is issued with a deadline. Compliance with a precept is mandatory - failure to comply results in a fine.

A fine is a monetary penalty applied when a precept is not complied with, the violation is repeated, or the violation is particularly serious (a threat to employees' lives).

Yes, without exception. An employee on probation is a person working under an employment contract and the employer's obligations apply from the first working day (TTOS § 13). The occupational health contract must cover all employees, including those on probation.

If the employee is exposed to hazardous factors (noise, chemicals, display screen work for 5+ hours per day), the health check must be arranged within four months of starting work (TTOS § 13¹ lg 6), not after the probationary period ends. Night-shift workers and employees exposed to biological hazards, carcinogens, mutagens, lead or asbestos dust must undergo a health check before starting work (or night work) or before exposure to the hazard begins (TTOS § 13¹ lg 7).

Yes. The occupational health contract must cover all persons working under an employment contract, regardless of working hours. Part-time, fixed-term contract, and agency workers all fall under the contract (TTOS § 13).

The need for a health check depends on hazardous factors, not on the volume of work. If a part-time employee is exposed to the same hazards as a full-time colleague, the same health check requirement applies.

The occupational health physician's decision card contains specific recommendations for the employer. These may include adapting working conditions, limiting working hours, providing additional personal protective equipment, or transferring the employee to different work (TTOS § 13¹).

The employer is required to follow the physician's recommendations. Ignoring recommendations is a breach of the law and may result in a fine of up to €32,000. If the employee's health deteriorates, the employer bears liability.

Yes, under certain conditions. If a workplace accident occurs during the performance of work duties in a home office and is causally connected to work, it qualifies as a workplace accident (TTOS § 22). The employer is responsible for ensuring a safe working environment even for remote work.

In practice, it is important that the remote work arrangement is in writing and includes working environment requirements. The risk assessment must also cover remote working conditions - ergonomics, lighting, and electrical safety.

In a company with multiple locations, each location must be covered by a risk assessment and occupational health services. The risk assessment is carried out on a per-location basis, as hazards may differ (TTOS § 13⁴).

The contract with the occupational health service provider may be a single one, but must clearly cover all locations. In larger companies it is sensible to designate a workplace environment specialist at each location to coordinate health checks and safety activities on site.

Yes, TTOS obligations apply regardless of where work is performed. The employer must also assess the risks of remote work, such as ergonomics, mental health, and the organisation of work and rest periods. A remote worker's health check is carried out on the same basis as that of an office-based employee.

The employer must document the refusal. The employee cannot be compelled, but the employer must explain the consequences. Since the employee has a statutory obligation to participate in health checks (TTOS § 14 lg 1 p 4), refusal gives the employer grounds to restrict the employee's duties at a hazardous workplace and to apply disciplinary measures.

The law does not set a fixed update interval for the risk assessment. It must be updated when working conditions or the working environment change significantly (new equipment, chemicals, or work processes), after a workplace accident, or when the occupational health physician identifies a work-related illness (TTOS § 13⁴ lg 4). The three-year interval relates instead to employees' health checks (TTOS § 13¹ lg 8).

A sole trader (FIE) is required to arrange occupational health only if they have employees. A sole trader operating alone without employees has no obligations under the TTOS.

Check the Health Board (Terviseamet) register to confirm that the provider holds a valid operating licence. Compare the scope of services, digital reporting capabilities, and the frequency of workplace visits. Also ask for feedback from existing clients.

The cost of occupational health services depends on the size of the company, the sector, and the level of risk. Prices vary between providers for both individual health checks and annual packages.

Low-risk office work requires a simpler and more affordable check. High-risk workplaces (construction, manufacturing, chemicals) require more comprehensive examinations.

Yes. Occupational health services arranged and paid for by the employer (including health checks) are exempt from income tax (Income Tax Act § 48 lg 4 p 7). Health check costs are fully deductible for the company. This applies to both individual health checks and annual packages.

A good service provider's price list is transparent and clearly describes what you get for each price level. Always ask:

- Does the price include the health check report and feedback to the employer?
- Is risk assessment assistance included or charged separately?
- What are the prices for additional services (specialist referrals, measurements, vaccinations)?
- Is there a minimum contract period or minimum number of employees?
- Is a workplace visit included in the price?

The Labour Inspectorate (Tööinspektsioon) may impose fines for occupational health violations in accordance with the rates set out in law. However, direct fines are only part of the picture. The absence of occupational health arrangements leads to:

- Longer periods of sick leave
- Higher staff turnover (recruiting and training a replacement is costly)
- In the event of a workplace accident: full liability (medical costs, compensation payments, litigation)

Investing in occupational health helps reduce costs in the long run.