Living and working conditions: Finland

Public employment services

Job Market Finland is the website of Finland’s public employment services that includes information on jobs, business and employment services (‘TE services’), and work opportunities in Finland. Look for jobs in the Job Market database at: https://tyomarkkinatori.fi/en/personal-customers/vacancies

There is a labour shortage in many sectors in Finland, so a website called ‘Work in Finland’ was created to attract people with knowledge and skills from outside Finland: https://www.workinfinland.com/en/open-jobs This website has job advertisements specifically aimed at workers who know English.

EURES

In addition to this section providing information on working in Finland and the Finnish job market situation, EURES, or the European Job Mobility Portal, has information on job vacancies in Finland. Jobseekers can log in to EURES and create a profile there. The AI suggests suitable jobs based on the jobseeker’s information. Jobseekers can also publish their profile; this makes it visible to logged-in employers and they can contact the jobseeker directly when looking for candidates. The portal also provides help with writing a CV, as well as tips and links for searching for a job.

The portal also has a link to the European Online Job Days (EOJD) portal. EURES Suomi usually organises three to four job fairs every year.

Other websites

There is a list of private personnel placement services at, for example, the Private Employment Agencies Association website at: https://hpl.fi/jasenpalvelut/lista-jasenyrityksista Academic jobseekers should register in the Aarresaari portal at: https://www.aarresaari.net

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Curriculum vitae, or CV

Keep your CV up-to-date and suited to the needs of the Finnish job market. Your CV should mention your most recent job and education first, with the oldest details last, and should be no more than two sheets of A4. You may add a photograph, but it is not required. Nevertheless, it is quite common these days to include a photograph in a CV. The CV should include the name of two people who can provide a reference, or at least a note to say that references are available if requested. A CV is not signed.

The Europass CV is a harmonised European CV format and can be used in Finland as well. Create your Europass CV https://europa.eu/eures/eures-apps/cvo/page/cv/create-or-update?lang=fi… in the EURES-portal or on the Europass homepage.

Application letter

In addition to a CV, when applying for a job, you also need to write an application letter detailing why you are applying for the job and why you would be the best choice. The application letter should not be more than one page long. The letter should only be accompanied by copies of your certificates if they are required in the job advertisement. Instead, you should bring your certificates to interviews. The application letter should be signed.

Electronic application

More and more employers are using fixed-format electronic job application forms for recruitment. It is also possible to upload an open application to the websites of many employers.

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Definition

Traineeships

In Finland, traineeships are mainly related to learning, and only very few vacancies can be found in job vacancy notices. Those interested in internships should contact employers directly about internship opportunities, but at this stage it is good to remember that in Finland, the default assumption when talking about internships is often unpaid internships, and if you want to find a paid position, it is a good idea to mention it. More information on traineeships can also be obtained through educational institutions.

Eligibility

no information available

Implementation

no information available

Living and working conditions

no information available

Where to find opportunities 

no information available

Funding and support

no information available

Where to advertise opportunities

no information available

Funding and support

no information available

Legislation

Initial and further vocational education can be provided as an apprenticeship. The organisation of apprenticeships is based on Acts and Decrees on vocational education and vocational adult education. During an apprenticeship, education is primarily provided at the workplace. A written fixed-term employment contract is concluded on the apprenticeship between the employee, who must be at least 15 years old, and the employer. The employment contract serves as the apprenticeship contract. The apprenticeship details are agreed on between the employer and the education provider, which must be approved to organise apprenticeship training.

A personal curriculum is always drafted for the apprentice. The apprentice’s prior education and work experience must be taken into account and recognised for the benefit of the apprentice. The personal curriculum is drafted in cooperation between the apprentice, the employer and the education provider in a format that enables appending it to the apprenticeship contract.

The government and municipalities grant funding for apprenticeships.

Description of schemes

Apprenticeship training is primarily provided at the workplace through practical work tasks (around 80%) that are supplemented with theoretical studies. Apprenticeships are based on fixed-term employment contracts. The apprentice is paid during the apprenticeship and the pay is determined according to the applicable collective agreement. The employer is remunerated for organising the apprenticeship at the workplace. The amount is determined based on the assessed costs incurred by the employer from the apprenticeship.

Any qualifications falling under the scope of vocational education and training can be acquired through an apprenticeship. Initial, further and specialist vocational qualifications can all be acquired through an apprenticeship, and the certificates acquired through an apprenticeship are as valid as certificates from vocational colleges, and open the same opportunities for further studies as qualifications from any Finnish upper secondary education school. Apprenticeship can also be used to gain a part of a qualification that can be used to supplement prior education.

The education provider is responsible for the administration and supervision of the apprenticeship. The Ministry of Education and Culture grants the approval for organising apprenticeships. The approval can be granted to municipalities, joint municipal boards, registered organisations, foundations and state-owned enterprises.

Organisers of apprenticeships can be found online at Oppisopimus.fi

Eligibility

Finnish apprenticeships are available for all EEA citizens provided that the apprentice meets the language skill requirements of the employer and the language skill requirement of the qualification (Finnish, Swedish, and in some cases, English).

Living and working conditions

no information available

Where to find opportunities 

In general, the apprentice finds the employer independently or keeps working for their current employer. Apprenticeships can also be found through Job Market Finland (jobmarketfinland.fi).

Funding and support

Apprenticeships are based on employment contracts and the apprentices are paid during the apprenticeship. Apprentices are eligible for student allowance during their theoretical studies, the duration of which is confirmed by the training provider in the apprenticeship contract.

Where to advertise opportunities

Apprenticeship places can be announced on the Job Market Finland website, (https://jobmarketfinland.fi). On the same website, employers can also search for CVs of people applying for an apprenticeship.

Funding and support

Education providers and CIMO provide more information.

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

Nearly two-thirds (63%) of Finns live in privately-owned housing. The availability of rented accommodation varies according to location. It may be difficult to find a suitable home at a reasonable price in the Helsinki Metropolitan Area and in other large towns. The level of rent in Helsinki is considerably higher than in the rest of Finland, particularly in the city centre. If you already have a job when you move to Finland, or if you have been offered a job, you can ask your employer to help you find somewhere to live. You can obtain further information about the various types of housing support from the Social Insurance Institution (Kela).

Private landlords advertise rental accommodation online and in newspapers. Rental accommodation can also be found through estate agents, on the internet, or in the ‘property to rent wanted’ classified advertisements placed in newspapers. Newspapers also publish estate agent addresses.

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In Finland, each municipality is responsible for organising basic education for all children living within its jurisdiction. The municipalities’ websites contain information about early childhood education and the organisation of pre-school and basic education. National educational targets are also applied to day care education. You can apply for municipal day care for your child all-year-round, according to your childcare needs. Children are entitled to free pre-school education for one year before compulsory comprehensive education begins.

Basic education covers grades 1 to 9, and is intended for those aged from 7 to 17. The minimum school-leaving age has been raised to 18 years in Finland. Everyone must continue their studies after basic education. Young people can choose to attend a general upper secondary school or a vocational college, for example, to receive their upper secondary qualification. After this, young people have completed their compulsory education. Information on applications for post-compulsory education studies can be found on the Opintopolku.fi website. On the website you will find information on applying to upper secondary schools, universities and universities of applied sciences, and for vocational training courses and apprenticeships. The website is maintained by Finnish National Board of Education. In addition to instructions for application, the website also provides comprehensive information on the Finnish education system.

Additional information about education and training opportunities is also available from the Ploteus portal. The TE Offices also provide information about education-related issues. Information about financial aid for students is available from Kela’s Centre for Student Financial Aid. Higher education leading to a degree is free of charge for citizens of EU/EEA Member States. Tuition fees have been charged from all students from outside the EU/EEA since 1 August 2017.

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Nationals of EU Member States, Liechtenstein and Switzerland do not need a residence permit to stay in Finland. They must, however, register their right of residence in Finland, if they are staying for more than three months. Registration is done at the Finnish Immigration Service. Nordic nationals (Iceland, Norway, Sweden, Denmark, Faroe Islands, and Greenland) must register their right of residence for stays exceeding 6 months, i.e. they must report their move within one week of the change to the local registration authority (Digital and Population Data Services Agency) and prove their identity with a valid document (passport, an identity card issued by the Finnish police, or similar).

For your right of residence of an EU citizen to be registered, they must have a good reason for residing in the country and/or adequate funds. A good reason might be work, study or family ties in Finland. Permanent right of residence may be granted if an EU citizen has lived in Finland for five years consecutively. The family member of an EU citizen has the right to permanent residence if they have resided in Finland with the EU citizen legally and consecutively for five years after the registration.

By law, non-Finnish nationals must be entered in the population register by giving the same details that are required for Finnish nationals, if they are staying in Finland for at least one year. Registration is carried out at the Digital and Population Data Services Agency, which also determines a home municipality for the person to be registered. EU nationals should have their passport or official photographic ID card with them, as well as a certificate issued by the Finnish Immigration Service to show that their right of residence as an EU national has been registered. Other documents that are required include your marriage or civil partnership certificate, and your children’s birth certificates (legalised). Non-Finnish nationals who are living in Finland temporarily may send a voluntary registration notification to either the Social Insurance Institute (Kela) or the tax office, in addition to the Digital and Population Data Services Agency. Your stay is temporary if it lasts for less than one year.

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Before moving to Finland

• It is a good idea to familiarise yourself with the Finnish working life, jobs and work practices before your arrival.
• You should start to learn Finnish in your home country.
• You can find information about how Finnish society functions and various opportunities in Finland on the internet, for example (see relevant topics).
• You can obtain information about living in Finland from municipalities, newspapers and numerous websites, for example.
• When you move to Finland, you should bring a valid passport or national ID card with you.
• It is a good idea to take your most recent work and study certificates with you, as well as your European health insurance card.
• Unemployed jobseekers from the EU or EEA countries should check whether they can receive unemployment allowance for three months when they move to Finland (U2 or previously E303 form).
• You will need a U1 or (previously E301) certificate to prove the periods covered by your insurance and work. You can obtain the form from the authorities responsible for social security in your own country.

You can also obtain further information from Finnish diplomatic representatives and from EURES advisers at the TE Offices.

After moving to Finland

• Nationals of EU/EEA Member States and Switzerland may live and work in Finland for three months without requiring a residence permit, but after that time they should register their right to live in Finland with the Finnish Immigration Service. Registration procedures; please see the section on registration procedures and residence permits.
• Unemployed jobseekers or job applicants can register with the local TE office. You should bring your identity card and, work and study certificates.
• Your right to Finnish social security and Kela benefits will be determined when you apply for benefits from Kela the first time after your move to Finland. If the decision is positive, you will be sent a Kela card, the bearer of which is entitled to social security in Finland.
• Tax cards can be ordered from the tax authorities.
• Salaries and other payments are handled electronically in Finland, so you will need a bank account. When you open an account, take your passport or ID card with you, as well as your Finnish personal identification number, which will be issued to you by the Finnish Digital Agency. Banks can require other documents as well, such as a copy of your employment contract.

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Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

Young people over the age of 15 who have finished compulsory education may obtain a permanent job. Young people who reach the age of 14 during the same calendar year may also be hired for short-term temporary work during the school holidays or with a guardian’s permission.

The majority of employment relationships are permanent, although fixed-term contracts have become more common. Part-time work, however, is not as common in Finland as it is elsewhere in Europe. Thanks to family leave and the day-care system, women participate actively in working life and commonly work on a full-time basis.

There are plenty of businesses in Finland that offer private employment services. Businesses in the personnel services sector and other private recruitment agencies may not charge any fees to workers; rather, charges are paid by the business that uses their services.

In addition to the more conventional types of employment, the past decade has also witnessed the emergence of ‘light entrepreneurship’. In practice, this means that a person works as an entrepreneur, although they do not have a company as such: the financial management is based on a billing service. This effectively means that the person might receive payment for the work they do as a ‘salary’, but is considered an entrepreneur under the Finnish legislation on employment and social insurance. More information is available on the Finnish Tax Authority’s website.

Finnish legislation does not have a separate definition for seasonal work, or work depending on the passing of seasons. The definition of the Seasonal Workers Directive is used in the Finnish Seasonal Workers Act. According to Article 3(1)(c) of the Directive: ‘activity dependent on the passing of the seasons means an activity that is tied to a certain time of the year by a recurring event or pattern of events linked to seasonal conditions during which required labour levels are significantly above those necessary for usually ongoing operations.’

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An employment contract is signed at the start of the employment relationship. With it, the employee agrees to do a specified amount of work for the employer in return for the agreed salary and other benefits. According to the Employment Contracts Act, an employment contract may be concluded in verbal, written or electronic form. However, it is recommended that employment contracts are agreed in writing; a written contract ensures that both parties know what has been agreed, and they can prove it if needed, for example. Even if an employment contract is not agreed in writing, the employer is still required to provide the conditions of the employment relationship to the employee in writing.

The conditions of the employment relationship are based on the needs of the employer and of the employee, and also on the Employment Contracts Act, the Working Hours Act, the Annual Holidays Act and the collective agreement in force for the relevant sector. The collective agreements negotiated by trade unions and employer unions play an important part in defining the minimum conditions for employees, and they cover nearly all wage earners. The collective agreements contain provisions relating to wages, working hours and annual leave, among other things. It is recommended to check the working conditions set out in the employment contract carefully. The employment contract is in force until further notice, unless there are justified reasons for a fixed term.

A probationary period at the start of the employment may be agreed. During the probationary period, either party can terminate the employment contract without notice. According to current law, the probationary period may be at most six months. However, in some sectors, the collective agreement may stipulate that the probationary period may not exceed four months.

The employer may only terminate the employment contract for appropriate, compelling reasons. These reasons include financial difficulties that the business might be experiencing, or serious failure of the employee to fulfil their obligations. Fixed-term employment contracts will end without termination once the fixed term has come to an end.

A written employment contract or other document should contain at least the following information:

• The domicile or place of business of the employer and the employee
• The job start date
• The duration in the case of a fixed-term contract, and the grounds for having a fixed-term contract
• The duration of the probationary period (if any such period is agreed)
• The place where the work is to be done; if there is no main place of work, an explanation of the principles according to which the employee will work in different places
• The employee’s main work duties
• The collective agreement to be applied to the work
• Grounds for determining the salary, and when the salary will be paid
• Regular working hours
• Determining annual leave
• Notice period, or determining the notice period
• If the job involves working outside Finland for at least one month, the currency in which the salary is paid, any remuneration to be paid outside Finland, benefits in kind, and the terms of the employee’s repatriation to Finland.

Further information can be obtained from the Occupational Safety and Health Administration; its website contains information in many different languages.

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Equality and equal opportunities in working life is ensured by measures that promote equality, and regulations that prohibit discrimination. As for all other equality-related legislation, the aim of the Non-Discrimination Act is to ensure that people are treated equally.

The equality rules that must be followed at work are laid down in the Non-Discrimination Act and in employment legislation. Equality between genders is provided for in the Act on Equality between Women and Men (otherwise known as the Equality Act). Discrimination when announcing a job, selecting employees and during employment is punishable as work-related discrimination. The Non-Discrimination Act prohibits discrimination on the basis of age, ethnic or national origin, nationality, language, faith, belief, opinion, health, disability, sexual orientation or other personal reasons.

Young workers under the age of 18 may not engage in the exact same work as adults or work under the same conditions. The Young Workers’ Act contains provisions concerning health and safety at work and working hours for young people. Young workers are also subject to the Government Decree on Work Particularly Harmful and Dangerous for Young Workers, the Ministry of Social Affairs and Health Decree on an Example List of Dangerous Work for Young Workers, and the Ministry of Economic Affairs and Employment Decision on Light Work Appropriate for Young People.

Further information can be obtained from the Occupational Safety and Health Administration; its website contains information in many different languages.

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EU/EEA nationals may pursue a trade under the same conditions as Finnish nationals. The Restrictive Trade Practices Act includes detailed provisions on the licences and training required in various sectors. Immigrants should make sure that they understand the licensing requirements and other factors to do with starting a business before they actually establish a business or start to work as self-employed persons. Anyone who wishes to start a business must register their business in the register kept by the Finnish Patent and Registration Office.

If you are planning to establish your own business, you can contact your municipal business services department, the Centres for Economic Development, Transport and the Environment (ELY Centres) and Enterprise Agencies. Your local chambers of commerce and business development officers will also be useful sources of information. The Suomi.fi service portal administered by the Digital and Population Data Services Agency provides a comprehensive information package on entrepreneurship.

TE Offices provide advice to those wishing to set up companies about training and award start-up grants. A start-up grant is a form of support for entrepreneurs who are starting a business. More information on start-up grants from the webpages of TE Offices.

The Finnish Tax Administration website contains information about taxation for entrepreneurs in Finnish, English and Swedish, and customer service numbers also for calling from outside Finland.

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There is no separate law concerning minimum wages in Finland. In most sectors, collective agreements determine the minimum level for wages and other working conditions. Many collective agreements are also ‘generally binding’, which means that they are adhered to in the sector covered by the agreement, irrespective of whether or not the employer is bound by the collective agreement. Employers may not agree poorer conditions with employees than the level set out in a generally binding collective agreement. The wage levels set out in the agreements must be agreed in the same way for both Finnish and non-Finnish employees. Even if a given sector does not have a collective agreement that the employer must abide by, a normal, proportionate wage must be paid for the work nonetheless.

You can obtain detailed information about generally binding collective agreements from your employer union or trade union, or from the Occupational Safety and Health Administration.

When employers pay wages, they must give the employee a statement showing the amount to be paid and the grounds on which the amount has been determined. The payslip is a crucial instrument for clarifying any possible calculation errors or other mistakes that may have occurred when calculating wages.

The Finnish Tax Administration website contains guidelines for paying taxes and social security charges also in Swedish and English. As a general rule, employers pay these charges out of the employee’s wages.

Further information can be obtained from the occupational safety and health authority; its website contains information in many different languages.

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According to the Working Hours Act, regular working hours in Finland are no more than eight hours a day and 40 hours a week. The regular working hours may be derogated from as established by law, either by means of a collective agreement or by agreement between the employer and the employee. In such cases, however, the regular working hours must be spread out so that they come to no more than eight hours a day and 40 hours a week on average.

Overtime may only be worked if the employee consents to it each time. An employee’s overall working time, including overtime, may not exceed an average of 48 hours a week over a period of four months. Wages at an increased rate of remuneration added must be paid to the employee for overtime.

The employer must keep records of the hours worked, showing clearly how many hours have been worked and how much has been paid for them.

Further information can be obtained from the occupational safety and health authority; its website contains information in many different languages.

Amendments to the Employment Contracts Act and Working Hours Act applicable from 1 August 2022: After the amendments, employers must provide more extensive information on the employment in writing to employees. The information must be provided if they are not included in a written employment contract.

After the amendments, employers that conclude employment contracts with variable working hours must review the actual hours worked every 12 months. The new obligations laid down are more detailed than previously and also apply to work shift planning and cancelling shifts included in an employee’s work shift schedule.

After the amendments, employers must provide a response with grounds for other part-time and fixed-term employees as well, if the employee requests that their employment contract is amended to specify more hours or that the term of employment contract is extended.

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Annual leave

Rules concerning annual leave may be found in the Annual Holidays Act and in collective agreements. The Annual Holidays Act applies both to employees and to public servants, with certain restrictions. The Act regulates annual leave: the amount of annual leave, holiday pay, days off in lieu, and granting annual leave. The Annual Holidays Act is mainly based on the earning principle: leave is earned by working according to the 14-day or 35-hour rule during the leave accrual period that starts on 1 April and ends on 31 March. The employee accrues either two or two and a half days paid days off for each month that count towards annual leave, depending on the employment relationship.

Sick leave

When an employee falls ill, they must notify the workplace immediately. A physician’s note is usually required to be delivered for sick leave lasting more than three days, but in some sectors, it is required starting from the very first day.

The Employment Contracts Act requires employers to pay a wage for the sickness allowance waiting period (the day on which the illness commenced and nine subsequent days) if the employment relationship has lasted at least a month. The sector-specific collective agreements may contain an obligation to pay wages for longer than this. It may also contain various rules about the duration for which such wages must be paid and the amount of the wages. When an employer’s obligation to pay sick leave wages ends, the employee starts to receive a sickness allowance under the sickness insurance policy managed by the Social Insurance Institute (Kela).

Family leave

Working parents in Finland have many opportunities to take leave to care for young children. There are many different kinds of family leave. These include maternity leave, special maternity leave, paternity leave and parental leave, childcare leave, and partial and temporary childcare leave. After family leave ends, the employee has the right to return to the same duties they worked in prior to the leave or, as a secondary option, to an equivalent position that fits their employment contract.

The total duration of the maternity and paternity leave is 263 working days. The duration of the leave granted for mothers only is 105 days. After this, the mother and father are free to decide how they spend the remaining days. Paternity leave is a maximum of 54 working days or around 9 weeks. The father can choose to take 1–18 working days of his paternity leave in the same period for which the mother receives maternity or parental allowance. The father use the rest of the paternity leave after the entitlement to parental allowance ends. The Social Insurance Institute (Kela) pays an allowance for family leave, which is linked to the employee’s income. Some collective agreements stipulate that part of the maternity leave must be on full pay.

Kela can give you additional information about the opportunities for family leave and other social benefits.

Study leave

The aim of the study-leave system is to improve the education and training opportunities for the working population. The education or training in question does not need to be related to the employer’s activities; instead, employees are free to choose their subject of study. Employees, public servants and holders of public office are all entitled to study leave. Employees are entitled to study leave if they have been employed by the same employer continuously or in several periods for at least one year.

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A fixed-term employment contract is terminated at the end of the agreed term, or when the agreed work ends, without any separate notice or notice period.

A permanent contract is terminated by giving notice, in compliance with the Employment Contracts Act and the notice period set out in the collective agreement or the employment contract. The employee does not need to provide any particular reason for terminating their employment. The employee must, however, abide by the notice period; otherwise, they will have to pay the employer an amount equivalent to the salary they would have earned during that part of the notice period that they did not work.

A collective agreement may agree upon a probationary period of no more than six months in normal cases, during which the contract may be terminated immediately by either party. During the probationary period, however, the employment contract may not be cancelled on discriminatory grounds or on any other grounds that are inappropriate to the purpose of the probationary period.

The employer may terminate the employment relationship if there are appropriate, compelling reasons for doing so. This requirement applies to termination owing to either reasons attributable to the employee or reasons resulting from changes in the employer’s operating conditions. When an employer terminates an employee’s employment, the notice period varies according to the length of the employment, ranging from 14 days to six months. When an employee terminates their employment, the notice period is 14 days if the employment has lasted for under five years, and one month if it has lasted for more than five years.

An employment contract may only be cancelled if there are extremely compelling reasons for doing so. Such reasons include a breach of obligations or an act of negligence by one party that is serious enough that the other party cannot be expected to continue the employment, even for the length of the notice period. In the event of such cancellation, the employment ends immediately, without any notice period.

The employee has the right to obtain a certificate of employment once their employment has ended. The certificate of employment indicates the duration of the employment and the nature of the work duties. If the employee so desires, the certificate can also be annotated with the reason for ending the employment and an assessment of the work skills and practices demonstrated by the employee.

Further information can be obtained from the Occupational Safety and Health Administration; its website contains information in many different languages.

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There is a fairly high level of employee unionisation in Finland compared to many European countries; approximately 70% of workers are members of a trade union. There have only been slight changes to this situation in the 2000s, but it is worth noting that the number of those who have solely joined the unemployment fund but are not a member of a trade union in other respects has increased in recent years. There is legislation to protect the right of both employers and employees to join an organisation and participate in its activities. The freedom of association may not be restricted by any kind of agreement.

There are many trade unions for wage earners in Finland, and these unions belong to three different central employee federations. These are the Central Organisation of Finnish Trade Unions SAK (21 member unions), whose members work in blue-collar jobs such as in sales and as carpenters; the Finnish Confederation of Salaried Employees STTK (17 member unions), whose members work in white-collar jobs such as nursing and supervisory positions; and the Confederation of Unions for Professional and Managerial Staff in Finland AKAVA (36 member unions), whose members work in graduate professions such as teaching and medicine.

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Individual disputes

The occupational health and safety authorities monitor compliance with labour legislation. The authorities must provide guidance, advice and opinions on the enforcement of occupational health and safety legislation. The monitoring tasks of the occupational health and safety authorities mainly involve prevention and following up on court rulings. The opportunities for agreeing on an individual employment-related dispute must be clarified with the relevant trade union, which will be able to help and possibly also arrange legal representation. You can also contact your employee representative.

Strikes

The Act on Mediation in Labour Disputes lays down the rules relating to holding negotiations on employees’ and civil servants’ collective agreements

Legislation relating to labour disputes distinguishes between ‘interest-related disputes’ and ‘legal disputes’. Disputes concerning the drafting or amendment of a collective are classified as ‘interest-related disputes’ according to this system. The parties to an interest-related dispute may commence industrial action (a strike) after negotiations and mandatory mediation.

During the period covered by the agreement (the period during which the agreement between the parties is in force), however, there is a no-strike obligation; in other words, the parties must refrain from work stoppages. Any labour disputes arising during the period covered by the agreement are legal disputes, which may only be resolved through negotiations or by a labour court. Such disputes may affect the validity or interpretation of the collective agreement.

Individual trade unions may go on strike, but central employee organisations may also demand an improvement in their rights and contracts by going on strike. The employer and the national conciliator must be notified of the strike by no later than two weeks before the start of the strike. The notification must mention the reasons for the strike, its duration, and start time. During any periods when there is no agreement in force, the employer may put pressure on employees by means of a lockout, i.e. by preventing employees from working by closing the workplace. Individual employees who have participated in lawful industrial action may not be discriminated against or punished. If a labour court regards the industrial action as unlawful, the trade unions may be ordered to pay fines.

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The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.