Our strengths include an ethical and responsible corporate culture, management through clear objectives, fair allocation of responsibilities and fast decision making.

All our production units are in countries with high standards of employee well-being. Almost 90% of our personnel work in Finland and Sweden, where the law defines, among other things, reasonable working hours, annual leave and parental leave as well as the opportunity to belong to a trade union. In these countries, our employees are entitled to free occupational healthcare and new employees participate in a health check at the beginning of their employment. The benefits for well-being at work are equal for permanent and fixed-term employees. As an employer, we are guided by company-wide policies which we expect every employee to know and comply with. 

Motivated people

We constantly invest in developing both the competence of our personnel and a fair leadership culture. Through biannual performance and development appraisals, we ensure that each person’s goals are clear and aligned with our strategy, and that they have a clear personal development plan. 

Metsä Board is an international and continuously developing company, and we offer diverse opportunities for job rotation, personal competence development and career advancement.

We encourage our staff to acquire new skills through on-the-job learning, training and job rotation. Metsä Board also has a remuneration system in place that supports the implementation of our strategy and motivates our personnel to achieve the goals set. Our personnel survey and the Ethics barometer, which are carried out in alternate years, are also important tools for the continuous improvement of working conditions.

Our goal is to identify work-related risks at an early stage. We support the well-being of our employees at different stages of their lives and enable a long career by offering various solutions such as part-time work and job rotation. Whenever a job function allows it we offer flexible working hours and remote working. We also promote employee well-being by supporting sports and cultural activities.

We ensure sufficient availability of expertise in the future through training, development programmes and succession planning. We also recruit new experts through apprenticeship training, the content of which is tailored to the skills needed.