Balancing work and life at Merus Power

People at Merus Power build the future of energy, while much is happening in their lives outside of work. We sat down with our HR Director, Annika Männistö, to discuss what flexibility and family-friendly practices entail in everyday work, and why they are so important. Here are our questions and what Annika answered.

Why is family-friendliness an important part of modern and good working life, Annika?

“First of all, for equality. Everyone should be treated fairly, regardless of their life situation and whether they have children or not. What happens in personal life will always affect working life in some way.

We have people at many different stages of life: students starting their careers, parents of small children, and colleagues who continue working even after retirement age. A great share of our people are balancing career development with family life, which can be a demanding combination. When people feel supported, it’s a win-win. It matters to the individual, and at the same time, the company benefits from engaged and committed employees.”

How do different life situations show up in everyday life at Merus Power?

“In many ways. Right now we’re recruiting summer trainees and some candidates are applying for their very first job. On the other end, we have experienced professionals who want to continue working even after their retirement age.

These different life and career stages bring different strengths to the team. Younger colleagues often bring fresh ideas, new ways of thinking, or research results from school. And those with long experience bring valuable perspective and proven practices. It’s a great mix for the work community.”


Beyond family life, what other life situations do employees commonly face?

“One major transition is moving from studies into full-time work. Many people have big plans at that stage: starting their careers, buying a home, building a future. They need support as they grow professionally.

Life can also bring challenging periods such as health-related situations, sudden changes, or loss. In those moments, support and flexibility matter. And later in their career, people may want to gradually reduce working hours before retirement or continue working after retirement age. There are many transitions, and our aim is to support people through them whenever necessary.”

What does Merus Power do to support these different situations in practice?

“We encourage flexibility. If someone shares family news, we respond positively and support them in taking parental leave to the extent they want and can. Part-time work is also possible when life calls for it, whether it’s related to children or something else entirely. Hybrid work is available in many roles, while some roles like production are naturally on-site. Flexible working hours are available for everyone. This saves time and makes everyday life easier with daycare pick-ups, supporting aging parents, coordinating schedules with a partner, or simply getting through a demanding season.

We also try to build culture through small, concrete actions. For example, we created our own “Merus baby gift” for the little one and new parents. We also organize Children’s Day at Work, where employees can bring children and other important people to see what Merus is like. And thanks to these days, already a couple of children – including one of mine – are planning to join Merus as adults.”

You mentioned Children’s Day at Work. Why do theme days like this matter?

“Work is a big part of life because we spend a lot of time here, and often we talk about work at home. For children, it’s completely different to actually see what a workplace looks like and who their parents work with.
These kinds of events allow you to show your workplace to your closest ones. These days also remind us how much is going on in our lives outside our jobs. It’s a simple way to connect both worlds in a positive way.”

Where did the idea for “Merus baby gift” come from? What does it communicate to the employee?

“We used to send flowers and a gift card for several years when a baby was born. However, we wanted something more personal that feels like Merus and becomes a concrete memory for the family.

It started with the idea of a baby bodysuit with our logo in a shape of a heart. From there, we built a small package inspired by Finland’s maternity package tradition. The gift includes quality products, Finnish design, and a bit of energy for new parents in the form of chocolate. As an employer, it’s our way of saying we want to support this major moment in life.”

You returned from your own parental leave earlier this year. What was your experience like? 

“This was my fourth child, but my first parental leave while working at Merus Power. What stood out was how positively everyone responded from the very beginning and how smoothly we arranged things. During my leave, I was kept reasonably informed about bigger updates that would affect my return. I was also invited to company events, which helped me feel connected to the community even while away.

On my first day back, I found a lovely welcome waiting on my desk – flowers, chocolate and the baby bodysuit mentioned. Of course, returning to work is also an exciting transition. You shift from home routines back into an expert role, and at the same time, a new everyday rhythm often starts at home too. This refreshed my own memories of how important it is to find balance again and receive support from your supervisor and colleagues.” 

What helps to make the return to work as smooth as possible?

“I’d say being compassionate toward yourself and others. Returning to work is a significant change, so people need time to adjust and rebuild routines. Work changes quickly, so even ten months away can mean new systems and new ways of working. You can’t be at full speed instantly.”


Has becoming a parent changed your relationship with work or leadership?

“A lot, especially after my first child. Work has always been important to me, but parenthood changed my priorities. Family became number one. You learn to set healthier boundaries, not to take things too seriously, and to protect your energy, because you need it more for your leisure time too.

Having my own children has also increased my awareness and empathy – both as an employee and then as a supervisor and manager – of what people may have going on in their lives. Acknowledging how demanding phases naturally affect work and well-being is important.”

How do you see family-friendliness developing in the coming years?

“The parental leave reform has already made a difference. It’s more common now for both parents to take leave, which supports equality in families and in working life. I believe we’ll see even more balanced sharing in the coming years.”

Anything you’d like to add?

“It’s worth saying out loud that not every workplace is supportive even today. That’s one reason this topic matters so much. It’s something we should genuinely value and protect: the feeling that you can always share news about your life openly and feel safe and supported.”