Employment, called työsuhde in Finnish, exists when a person performs work for an employer under the employer’s direction in return for pay. This differs from independent business activity. An employment contract is called työsopimus. It can sometimes be made orally, but a written contract provides much clearer evidence of the agreed conditions. Employment may be open-ended or fixed-term. Open-ended employment continues until it is lawfully ended, while fixed-term employment ends according to an agreed date or event. Work may be full-time, part-time, temporary, seasonal, or arranged through an agency. The label alone does not remove basic employment protections. The contract commonly covers the parties, duties, starting date, workplace, pay, working time, trial period, notice conditions, and applicable collective agreement. Changes should also be confirmed in writing. A probationary period, called koeaika, may be agreed at the beginning. It allows both sides to assess the employment, but it does not permit discriminatory or otherwise improper decisions. Ending employment follows rules that differ according to the contract and the reason for ending it. Resignation, dismissal, mutual agreement, and the end of a fixed term are distinct situations. Employees should receive payslips and keep records of contracts, hours, leave, and important messages. These documents help resolve misunderstandings about the employment relationship.
Employment in Finland
Employment in Finland usually begins with an agreement between an employee and an employer. The contract, legislation, and any applicable collective agreement together define the main conditions of the job.
Tip
Treat the employment contract as a practical map of your job in Finland. Do not rely only on promises made during an interview, especially about pay, hours, remote work, or the length of employment.