This thesis was carried out in two Prismas, Limingantulli and Linnanmaa which are part of Osuuskauppa Arina cooperative. The aim was to find out the employees’ awareness of the possibility to have alternative duties and the employees’ experiences of this system, as well as possible suggestions they could make.

The research was conducted as a case study and the research sought answers to the problems in the theme interviews. The themes of the interviews were the definition of the phenomenon, the employees’ experiences and the development of this kind of model. The research included interviews with five (n = 5) employees’ who have had alternative duties during the time the model has been used in the case company.

The theoretical framework of thesis consisted of the company's presentation, i.e. the Osuuskauppa Arina cooperative and Prisma chain. In addition it discussed alternative duties and workplace well-being. The theoretical framework has been collected from the literature and the Internet. The background information dealt with information about the model of alternative duties and its implementation in the case company. This information was received from the representatives of HRM and occupational health care.

The results showed that employees understand what the model of alternative duties is. When alternative duties were suggested to the interviewees in health care, they did not necessarily remember that there is a model that makes it possible to stay at work, even though the person has reduced working capacity. This model has been used a little but the experiences were seen as a positive operations model. Informing about the alternative duties was found to be challenging. Development proposals which were obtained through interviews were related to informing about the model. Employees also expressed support for arranging a brainstorming session for the employees who have experience of this model.

The results suggest that the alternative duties should be present in meetings so the approach would be familiar to the employees. Employees’ own experiences of the alternative duties affected their opinions on the model. Development suggestions aim at bringing up the model to the employees and having appropriate alternative duties. The model was found good for those employees who have disease or injury which easily become overstrained so that person cannot necessarily be at work.