The hot work certificate is a key indicator of occupational safety in many sectors of industry and construction. Although the certificate is based on a common approach to safety, its recognition varies between the Nordic countries. Recent changes, particularly the reform in Sweden in 2023, have presented new practical challenges for international workers and companies.
The purpose of the hot work card and the content of the training
A hot work permit is required for people carrying out work that generates sparks, involves the use of open flames or other sources of heat, and poses a significant fire risk. Typical examples of hot work include welding, flame and arc cutting, and metal grinding.
A hot work certificate demonstrates that an employee is aware of the risks associated with hot work, understands the principles of safety and knows how to act correctly in the event of an accident. It reinforces skills that are also useful in jobs where the certificate is not necessarily compulsory. On many construction sites, particularly on international projects, the certificate is seen as a mark of professional competence and responsibility – and is sometimes even a prerequisite for employment.
Hot work training comprises a one-day course consisting of theory lessons, safety and initial fire-fighting drills, and a written test. The certificate is valid for five years.
Nordic recognition and cooperation
The Finnish hot work certificate is officially recognised in Norway and Denmark. You can therefore work in these countries with a Finnish certificate of competence without the need for further training. Similarly, Norwegian and Danish hot work certificates are recognised in Finland, provided they have been issued in accordance with current national standards.
This reciprocity supports labour mobility and facilitates business operations across national borders. The recognition arrangements between the three countries are a testament to their long-standing security cooperation.
Sweden’s system reform and its implications
In July 2023, Sweden introduced its own national hot work training system, which marked a significant change from previous practice. As a result of this reform, hot work certificates obtained in other Nordic countries are no longer recognised in Sweden, unless the certificate was obtained before 30 June 2023.
Finnish cards issued previously will be accepted in Sweden until the end of their validity period, but no later than June 2028. Swedish qualifications under the new system will be registered in the ID06 database via the Heta Arbeten app.
This change is particularly important for those professionals and companies that operate in both Finland and Sweden. In practice, this means that hot-work operators working in the Swedish internal market will need to obtain a new certificate.
Documentation and verification in different countries
Proof of holding a hot work card must be provided in various ways in different countries. In Finland, the qualification can also be presented via a mobile card. In Denmark, the DBI Certifikater app is used, whilst in Sweden, certification is registered digitally via the Heta Arbeten system.
Alongside physical cards, digital solutions are becoming increasingly common, and it is important for mobile workers to be familiar with them. Proper documentation speeds up the start of work and improves efficiency on construction sites.
What should an employee bear in mind?
A hot-work professional must ensure that their qualifications are up to date. This means renewing their certificate every five years and, particularly for those working in Sweden, obtaining the new Heta Arbeten certificate if their employment continues beyond 1 July 2023.
Although the certificate is not officially required for some roles, obtaining it can improve your chances of finding work and demonstrate to an employer your commitment to health and safety at work. The certificate can also be an asset in situations where the job description changes rapidly or your responsibilities expand.
Furthermore, each country may have specific safety procedures and legal requirements concerning, for example, the issuing of hot work permits, protective measures or supervision. Country-specific induction training is always important.
Corporate social responsibility for employers
It is the company’s responsibility to ensure that its employees hold valid hot-work certificates recognised by the host country. In particular, for employees posted to Sweden, this means, in practice, obtaining a new national certificate.
It is also advisable to consider providing hot work training for employees even when it is not strictly necessary. This improves staff preparedness, strengthens the safety culture and reduces risks.
There may also be a need to organise training in different languages if the company employs multilingual staff. Furthermore, it must be ensured that employees are briefed on the specific requirements of the host country before travelling to the site.
Future prospects and ongoing monitoring
Although Sweden has moved to its own separate system, Nordic cooperation on improving hot work safety continues. SPEK is currently in discussions with Swedish stakeholders regarding possible future agreements that could facilitate the compatibility of qualifications.
The hot work certificate remains an important indicator of safety competence. Its significance is not limited to situations where it is mandatory – the certificate also brings added value even when it is not specifically required. Both employees and employers would be well advised to keep a close eye on developments in legislation and agreements to ensure that work can be carried out smoothly and safely.
Hot Work Certificate Hot Work Certificate Renewal