Finnish law provides a structure for standard working hours, aiming to foster a healthy balance between work and personal life for employees. The key regulations are as follows:

The Working Hours Act (Act No. 870/2004) sets the maximum allowable standard working hours. According to Section 1 of the Act, regular working hours should not exceed 8 hours per day and 40 hours per week. This is the standard, and employers cannot impose longer working hours without specific agreements.

The Act also permits the averaging of working hours over a longer period, facilitating flexible work arrangements. However, there are restrictions:

• The averaging period should not be excessively long.
• The total working hours, including overtime, should not exceed an average of 48 hours per week over a four-month period.

National collective agreements can extend the averaging period to six months or, in certain situations, up to twelve months.

The Act recognizes exceptions to the standard working hour limitations:

• Period-based work: In some sectors or as specified by a national collective agreement, working hours can be averaged over a two-week period (maximum 80 hours) or three-week period.

It's important to remember that any deviation from the standard working hours must be explicitly stated in the employment contract.

Collective agreements play a crucial role in determining working hours in Finland. These agreements, negotiated between labor unions and employer organizations, can set industry-specific working hour standards that may slightly differ from the general provisions of the Working Hours Act.

In Finland, employee consent is required for both overtime and additional work. This consent can be given verbally, in writing, on a case-by-case basis, for a fixed period, or until further notice. There's a limit on total working hours, including overtime. The average working hours must not exceed 48 hours per week over a four-month period. This ensures sufficient rest for employees and prevents burnout.

Overtime is compensated at a higher rate than regular working hours. The first two hours of daily overtime receive a 50% increase on the employee's regular wage. Subsequent hours are compensated with a 100% increase (double pay). Daily overtime on Saturdays and public holiday eves also receive a 100% increase for all hours worked. A 50% increase on the employee's regular wage is payable for all weekly overtime hours.

Collective agreements in certain sectors may have different overtime compensation rules. It's recommended to check the applicable collective agreement for specific details in your industry. Employers and employees can agree on time off in lieu of overtime pay. However, this requires mutual consent and adheres to regulations outlined in the Working Hours Act.

In Finland, workers are guaranteed minimum entitlements to breaks and rest periods to ensure their well-being and prevent fatigue. These entitlements are outlined by the Finnish Occupational Safety and Health Administration.

Daily Rest Period

• Statutory Standard: A minimum of 11 uninterrupted hours off during the 24 hours following the beginning of each shift. This ensures sufficient recovery time between workdays.

• Temporary Arrangements:

  • 7 Hours: With the employee's consent, the daily rest period can be shortened to 7 hours for practical reasons. However, this is not the norm and should only be used occasionally.
  • 5 Hours (Exceptional Cases): In rare situations, the daily rest period can be temporarily shortened to 5 hours for up to three consecutive days for practical reasons, again requiring employee consent. Compensation for shortened rest periods must be provided in the form of extended rest periods later.

Weekly Free Time

• Statutory Standard: Workers are entitled to a minimum of 35 uninterrupted hours of free time per week, preferably around Sunday. This extended break allows for proper rest and recuperation.

• Special Arrangements: Deviations from the 35-hour minimum may occur in specific sectors with collective agreements outlining alternative arrangements. However, these alternative arrangements must still ensure sufficient weekly rest for employees.

Breaks During the Workday

• Meal Break: Employees working for more than six hours a day are entitled to a minimum break of at least 30 minutes (half an hour). This break is typically unpaid and allows workers to eat and rest.

• Shorter Breaks: Employers and employees can agree on shorter breaks if the working day is less than six hours. However, there's no minimum mandated break time for shorter workdays.

Finnish labor laws prioritize worker well-being by mandating sufficient rest periods and breaks. Understanding these entitlements empowers employees to ensure they receive the breaks they deserve. If you have any questions or concerns regarding rest periods or breaks, consulting with a trade union or labor expert is recommended.

Finnish labor laws establish regulations for both night shifts and weekend work, with a focus on protecting employee health and well-being.

Night Work

Night work is defined by the Working Time Act (872/2019) as any work performed between 11:00 PM and 6:00 AM. Temporary night work can be arranged in any sector. However, regular night work is only permitted in specific industries where continuous operations are necessary.

Young workers under 18 years old generally cannot perform night work due to health concerns. Night work can disrupt sleep patterns and increase health risks. Employers must include potential health risks associated with night work in their occupational health service reports. Night workers are entitled to regular medical examinations to monitor their health.

During extended night shifts, employers have a duty to provide meal breaks if they can be arranged without significant disruption. The Working Time Act guarantees a one-hour break for employees working more than six hours within a 24-hour period.

Weekend Work

Weekend work refers to work performed on Sundays and other designated holidays, including Finnish Independence Day and May Day. Sunday work requires a 100% pay increase, also known as double time. Collective agreements may offer alternative compensation arrangements.