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overview
Finland
CurrencyEuro (EUR)
CapitalHelsinki
Official languageFinnish
Time zoneGMT +2
Working hours40 hours
Public holidays13 Days (2026)
Payroll frequencyMonthly
Minimum monthly salaryN/A
Date formatdd/mm/yyyy
Paid time off in Finland
Employees in Finland are entitled to paid time off work for various reasons. For example, every employee has the right to at least a certain amount of annual leave for holidays each year, according to Finnish labour law. Employees are also entitled to sick leave, maternity, paternity, and parental leave.
These entitlements are primarily defined by Finnish labour legislation. However, collective bargaining agreements provide employees with additional rights in many cases. Some employers also choose to provide other types of leave as a means of attracting and retaining employees.
As an employer in Finland, you’ll need to understand the various types of leave that your employees are entitled to, plus additional entitlements granted by any relevant collective bargaining agreements that apply. You’ll also need to decide whether you’ll include additional leave in your individual employment contracts, which can be a valuable part of your employer value proposition. Read on to learn everything you need to know about paid time off in Finland.
Leave in Finland
Employees in Finland have the right to paid annual leave under the Annual Holidays Act, which entered into force in April 2005. Collective bargaining agreements can provide employees with additional leave, but not less than the amount stipulated by the Annual Holidays Act.
Similarly, employers can choose to offer more generous leave allowances to their employees but must provide at least as much leave as guaranteed by the Annual Holidays Act and the relevant collective agreements.
How does annual leave work in Finland?
The holiday year in Finland runs from 1 April to 31 March each year. During the first year of employment, employees accrue holiday at the rate of two days per month. After the first year, they have an annual entitlement of 30 days. However, leave includes Saturdays as working days even if the employee doesn’t normally work on Saturdays. That means that the standard annual leave entitlement in Finland is five weeks.
Employees must take at least two weeks of their leave as an uninterrupted period. Employees typically take their main holiday between 2 May and 30 September, though it’s possible to take leave outside of the usual holiday season with the employer’s agreement. Employees can also choose to convert part of their leave into shorter working hours.
Holiday pay and bonuses in Finland
Employees receive holiday pay while they’re on annual leave in Finland. For holidays lasting more than six days, they must receive their pay before the holiday begins. For shorter holidays, they can be paid on their normal payday.
It’s also customary for employees to receive a holiday bonus in addition to their usual pay, depending on the collective agreement that applies. For example, they may be entitled to an additional 50% of their holiday pay as a bonus. This is usually paid in connection with the employee’s summer holiday.
Sick leave in Finland
Employees in Finland are entitled to paid sick leave if they are too unwell to work. The first ten days of sick leave are paid for by the employer as long as the employee has been engaged for at least one month. After the first ten days, employees are entitled to a benefit amounting to half of their usual wages through the social security system, Kela. Collective bargaining agreements may provide different obligations for employers.
Maternity, paternity, and parental leave in Finland
Among other things, Finland is known for its robust protections for parents and families. This means that employees in Finland are entitled to time off work when they or their partner have a baby. Employers in Finland need to be aware of their employees’ entitlements to ensure compliance with the law.
Maternity leave in Finland
Birthing parents in Finland are entitled to 105 working days of maternity leave. Leave usually begins 30 working days before the birth. It’s possible to start maternity leave as early as 50 days before the birth, but the total allowance is still 105 working days.
Employees are allowed to work during maternity leave if this can be done without endangering the mother or the child. However, they must take leave from at least two weeks before their due date until at least two weeks after the birth.
Paternity leave in Finland
Fathers or secondary parents in Finland are entitled to a total of 54 days of paternity leave when their partner gives birth. They can take between one and 18 of these days at the same time as the mother while receiving the paternity allowance. The remaining days must be taken when the mother is not receiving a maternity or parental allowance. Fathers can also choose to take all 54 days of paternity leave after the mother’s maternity leave is over. In any case, they must take all of their leave before their child’s second birthday.
Parental leave in Finland
Parents in Finland have the right to 158 days of full-time or part-time parental leave, to be shared between the two parents. Parents can choose to take leave in turns, with each parent taking up to two blocks of at least 12 working days.
Pay for maternity, paternity, and parental leave in Finland
Maternity and paternity leave in Finland are usually not paid unless a collective agreement says otherwise. Parents are entitled to a parental allowance through the social security system, which they can receive for a total of 320 days. Mothers are also entitled to claim the pregnancy allowance for up to 40 days. The amount an employee receives is based on their income.
Part-time parental leave in Finland
Employees in Finland can choose to use their parental leave to work a part-time shift pattern with their employer’s agreement. For example, employees could agree to work three days per week, taking the other two days as leave. The terms of such an agreement must be agreed between the employer and the employee.
Adoption leave in Finland
Adoptive parents are entitled to more or less the same parental leave in Finland as birth parents. They must meet the same conditions in order to be granted this leave, and it must be taken within two years of the adoption.
Other leave in Finland
There are also various other reasons why employees may be entitled to take unpaid or paid leave in Finland. Here are some other leave types you might come across.
Education leave in Finland
Employees who have worked for their employer for at least a year are entitled to up to two years of unpaid education leave. This can be taken in instalments over a period of up to five years. Employees who have worked for their employer for more than three months but less than a year can take up to five days of unpaid leave for study purposes.
Compassionate leave in Finland
Although there is no legal requirement for compassionate leave in Finland, it’s common for employers to provide a few days of leave in the case of a bereavement. This is usually unpaid.
Childcare leave in Finland
Employees can take unpaid leave to take care of a child under the age of three, or an adoptive child for up to two years after their adoption (regardless of their age).
Job alternation leave in Finland
Job alternation leave is unpaid leave given without a specific reason for an extended period. It involves drawing up a job alternation agreement between the employer and the employee. Employers must also report their employees’ leave to the Employment and Economic Development Office before the leave begins.
Public holidays in Finland
There are 13 public holidays per year in Finland. These include a mix of religious holidays and nationally significant days such as Independence Day. Public holidays are usually treated as days off, but this is not strictly defined by law. Instead, collective bargaining agreements often determine whether employees are entitled to a day off. Independence Day is the only public holiday that is a mandatory day off by law.
Are public holidays paid in Finland?
For salaried employees, public holidays are generally paid even if the employee does not work. If an employee works on a public holiday, they are typically entitled to double pay (200% of normal wages) in accordance with Sunday pay rules and applicable collective agreements. Hourly-paid employees usually receive a paid day off on Independence Day but may not receive paid time off on other public holidays unless required by a collective agreement.
Public holidays in Finland
- New Year’s Day.
- Epiphany.
- Good Friday.
- Easter Sunday.
- Easter Monday.
- May Day.
- Ascension Day.
- Whit Sunday (Pentecost).
- Midsummer Day.
- All Saints’ Day.
- Independence Day.
- Christmas Day..
- Second Day of Christmas (Boxing Day)
Note: Midsummer’s Eve and Christmas Eve are widely observed as non-working days in many sectors but are not official public holidays under Finnish law.
Protect your employees and your business
As an employer in Finland, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.
FAQ's
What types of paid leave are employees entitled to in Finland?
Employers pay employees during annual leave and qualifying sick leave in Finland. Collective agreements can also require pay during other absences. Employees may receive a separate holiday bonus under their collective agreement or contract, in addition to their pay for annual leave.
Pregnancy and parental leave follow different payment rules. Eligible employees receive allowances from Kela, the social insurance institution. Employers pay salary during these periods when the employment terms require it. If the employer continues paying salary, Kela normally pays the allowance to the employer instead of the employee.
Collective agreements may also give employees paid time off when their child is ill, for family events or to attend medical appointments. Whether the employer pays depends on the agreement covering the employee. Carer’s leave and study leave are generally unpaid, although employment terms can provide paid leave.
How many annual leave days do employees get in Finland?
Employees normally earn 24 or 30 statutory vacation days in Finland for a full qualifying year, equivalent to four or five weeks of paid time off.
The holiday year runs from 1 April to 31 March. Employees earn two days per qualifying month if their continuous service is under one year on 31 March. Those with at least one year’s service earn 2.5 days per month for that holiday year. Fractions in the final total round up.
A qualifying month normally requires 14 days of work or equivalent absence. Employees whose agreed working pattern falls outside that method use the 35-hour rule instead. These are not methods to switch between freely each month.
Saturdays normally count as annual leave days, even for employees who work Monday to Friday. Sundays and designated holidays do not count. Some collective agreements use a five-day count instead, so 30 statutory days should not be recorded as 30 days off from Monday-to-Friday work. Working shorter hours each day does not, on its own, reduce the number of leave days an employee earns.
What are the minimum leave entitlements under Finnish law?
A leave policy in Finland must give employees the annual leave, sick pay and family and care leave required by law. A company’s global policy cannot reduce those rights. Employees normally earn four or five weeks of annual leave over a full qualifying year, depending on their length of service. Eligible employees also receive employer-paid sick leave, and collective agreements can require employers to pay salary for longer.
Family leave includes pregnancy and parental leave, childcare leave until the child turns three, short periods off to care for a sick child and qualifying carer’s leave. The right to take leave does not always include employer-paid salary. Employees may receive social insurance benefits, while their employment terms may require the employer to pay.
Employers normally need to let employees take earned annual leave rather than pay them instead. They pay for unused leave when employment ends. Extra personal or wellbeing days can supplement these entitlements but cannot replace them.
Is sick leave paid in Finland?
Yes, sick leave in Finland is paid when illness or an accident prevents an employee from working. The minimum payment depends on how long they have worked for the employer. Employees with at least one month’s service receive full pay for work missed on the first day of illness and the next nine weekdays. Those with shorter service receive half pay. Saturdays count towards this period, but Sundays and public holidays do not. The period covers calendar weekdays, rather than nine further shifts.
Employees must report the absence promptly and provide reliable evidence if asked. A doctor’s certificate is not always necessary if the employer accepts other evidence. Employees on variable hours can receive sick pay for agreed shifts or work they would otherwise clearly have performed.
Collective agreements may require employers to pay for longer. Kela, the social insurance institution, can pay sickness allowance after its waiting period. If the employer continues paying salary, it may receive the allowance instead.
Is maternity leave paid in Finland?
Eligible employees taking maternity leave in Finland receive pregnancy allowance from Kela, the social insurance institution. Whether the employer also pays salary depends on the collective agreement or employment contract.
The period commonly called maternity leave consists of pregnancy leave followed by parental leave for the parent who gives birth. Pregnancy allowance covers 40 consecutive working days, counting Monday to Saturday but excluding public holidays.
Pregnancy leave normally starts 30 working days before the expected birth. The employer and employee can agree to a later start, but the leave must begin at least 14 working days before the due date. Employees normally need to give two months’ notice.
Kela calculates the allowance from income, so it does not guarantee full salary. If the employer pays salary, Kela normally pays the allowance to the employer, although the employee still applies. After pregnancy leave, the employee can take parental leave, which has separate allowance rules.
How does parental leave work in Finland after the 2022 reform?
The 2022 reform changed leave policies in Finland by introducing 320 parental allowance days, normally shared equally between two eligible parents. Each parent receives 160 days and can transfer up to 63 to another eligible carer.
Kela, the social insurance institution, counts Monday to Saturday, excluding public holidays. Parents can normally use the days until the child turns two, or within two years of adoptive placement. Pregnancy allowance is provided separately.
Employees can take parental leave in up to four blocks per calendar year, normally of at least 12 working days each, unless they agree more flexibility with their employer. Although Kela can pay individual allowance days, employers do not have to accept unlimited single-day absences.
Employees normally give two months’ notice, reduced to one month for leave lasting no more than 12 weekdays. Part-time leave needs agreement. Whether the employer pays salary depends on the employment terms; receiving an allowance does not automatically mean full employer-paid salary.
What other types of leave are employees entitled to in Finland?
A leave policy in Finland also needs to cover sick-child care, carer’s leave, childcare leave and study leave. Employees can have a right to this time off even when it is unpaid.
When a child under ten suddenly becomes ill, an employee can take up to four working days to care for them or arrange care. The law does not require pay, but collective agreements often do.
Employees can take up to five working days of carer’s leave each calendar year to provide substantial, immediate care for a close relative or household member who is seriously ill, injured or needs end-of-life care. This is generally unpaid. An unexpected family illness or accident can also justify a separate temporary absence if the employee needs to be there immediately.
Unpaid childcare leave normally ends by the child’s third birthday. After at least one year of full-time service with the same employer, accumulated in one or more periods, eligible employees can take up to two years’ study leave over five years for education supervised by public authorities. Eligible employees with at least three months’ service can receive up to five days of study leave. Application deadlines and permitted employer postponements must also be checked.
How do public holidays affect paid leave in Finland?
Public holidays excluded from annual leave calculations do not use up an employee’s vacation days in Finland. However, that does not automatically mean every employee receives a paid day off.
The statutory count excludes Sundays, church holidays, Independence Day and May Day, as well as Christmas Eve, Midsummer Eve and Easter Saturday. Ordinary Saturdays count, even for employees who normally work Monday to Friday.
For example, a full holiday week containing one excluded weekday uses five statutory leave days instead of six. The employee keeps the remaining day to take later. Their total entitlement stays the same; they have simply used fewer days for that week off. Collective agreements that count leave over five days can have different rules.
Pay for the public holiday depends on the employment terms and rules covering the employee. Monthly salary normally continues. Hourly employees may need an entitlement under their collective agreement or other employment terms to receive payment for the day.
What are the key employer obligations for leave management in Finland?
Employers need a leave policy in Finland that follows the law and the relevant collective agreement. Leave balances, absence records and employee pay need to stay consistent. Annual leave calculations must use the correct holiday year, earning method and rate for the employee’s length of service. Qualifying family leave also earns holiday, up to 160 combined pregnancy and parental leave days for the parent who gives birth and 160 parental leave days for the other parent, per birth or adoption.
Employers must listen to employees’ holiday wishes and treat staff equally when setting dates. Normally, 24 statutory weekdays fall between 2 May and 30 September. Employers generally give one month’s notice, or at least two weeks if that is not possible. They cannot simply cancel leave already confirmed.
Records must show leave dates, balances and holiday pay calculations. Employers also need to process family-leave notices and requests to postpone holiday because of illness, then update payroll to reflect any agreed or required changes.
What are the benefits of partnering with CXC to manage employee leave in Finland?
Partnering with CXC to manage employee leave in Finland helps international businesses reduce administrative work, access local employment expertise and manage leave entitlements accurately without building a dedicated HR team in the country.
Finland’s leave requirements can be challenging for overseas employers, particularly when collective agreements provide additional benefits beyond statutory minimums. CXC helps businesses account for these requirements, reducing the risk of incorrect holiday pay, missed entitlements and payroll errors.
Businesses also benefit from better visibility of employee absences, making it easier to plan workloads and maintain staffing during annual holidays, sickness and family leave. Employees have access to local support for questions about their leave and pay, reducing the burden on internal HR teams.
For companies managing employees across several countries, CXC’s wider workforce services also offer a consistent point of contact while accommodating Finland’s specific employment requirements. Speak to our team today.
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