In the Åland Islands, an autonomous region of Finland, the primary types of employment agreements are governed by Finnish labor laws, including the Employment Contracts Act (Työsopimuslaki).

Permanent Employment Agreement (Indefinite-Term)

This is the most common type of employment agreement where there's no fixed end date. It provides employees with the most stability and security. The legal basis for this type of agreement is the Employment Contracts Act (Työsopimuslaki).

Fixed-Term Employment Agreement

This type of agreement is used when employment is for a specified period or the completion of a specific project. The Employment Contracts Act (Työsopimuslaki) serves as its legal basis. Fixed-term agreements must generally be based on justifiable grounds, such as seasonal work, replacement of an absent employee, or a specific project or task. These agreements can be renewed, but there are often limitations on how many renewals are allowed.

Part-Time Employment Agreement

In a part-time employment agreement, the employee works fewer hours than a full-time employee. The Employment Contracts Act (Työsopimuslaki) is the legal basis for this agreement. Part-time employees generally have the same rights as full-time employees on a pro-rata basis.

Apprenticeship Agreement

An apprenticeship agreement is a combination of on-the-job training and classroom instruction, designed to prepare individuals for skilled trades. The Apprenticeship Training Act (Oppi­sopimus­koulutus­laki) serves as its legal basis.

Zero-Hours Contract

A zero-hours contract is a type of employment contract where the employer does not guarantee any minimum hours of work to the employee. The employee is only paid for the hours they actually work. While the concept exists, zero-hours contracts are less common in the Åland Islands/Finland, as labor laws generally favor greater stability for employees.

While verbal employment agreements are technically allowed, it's strongly recommended to have all employment agreements in writing to avoid disputes. Some sectors or industries within the Åland Islands may be governed by collective bargaining agreements (Työehtosopimukset). These agreements can set terms and conditions that differ from the standard employment laws.

The employment contract should clearly identify the parties involved, including the full and accurate names and addresses of the employer and the employee.

The contract should also include a detailed description of the employee's duties and responsibilities, along with the official starting date of the employment. The specific location where the employee is expected to perform their duties should be mentioned, along with any clarification on whether any remote or flexible work arrangements apply.

The duration of the employment should be specified, whether it's fixed-term, permanent, or project-based.

The compensation details should be outlined, including the gross salary amount and payment frequency, conditions for overtime eligibility and pay rates, and any bonuses, commissions, or incentives. The contract should also outline benefits like pension schemes, health insurance, etc.

The contract should specify the regular working hours per day and per week, along with provisions for rest breaks and meal breaks, in accordance with labor laws.

Details about annual leave, public holidays, sick leave, and other types of leave should be included, along with their eligibility and duration.

The contract should also specify the required notice periods for termination by either the employer or the employee, circumstances under which summary dismissal may occur, and any severance pay entitlements.

The contract should also include clauses for the protection of the employer's trade secrets, confidential information, and intellectual property, and whether these obligations extend beyond the employment period.

If relevant, the contract should include restrictions on the employee working for a competitor for a defined period and within a specific geographic area after termination.

Finally, the contract should specify the laws governing the employment agreement and the methods of dispute resolution.

Probationary periods are a common feature in employment contracts within the Åland Islands. This is a trial period at the beginning of an employment relationship that allows both the employer and employee to assess their suitability for the role and working relationship. During this period, either party can terminate the employment with a shorter notice period than would normally apply.

Regulations in the Åland Islands

The Employment Contracts Act (Åland) provides the legal framework for probationary periods. There are some key points to remember:

• Probationary periods are only permissible in open-ended/permanent contracts.
• The maximum length of a probationary period is typically limited by law or collective agreements.

Including Probationary Periods in Employment Contracts

When specifying a probationary period in the employment agreement, include the following:

• Duration: State the specific length of the probationary period (e.g., three months, six months).
• Notice Period: Stipulate the shorter notice period applicable during the probation.
• Performance Evaluation: Outline the process, if any, for performance evaluations during the probationary period.

Importance of Probationary Periods

Probationary periods offer advantages to both employers and employees:

• Employer's Perspective: Assess the employee's skills, suitability, and overall fit within the organization.
• Employee's Perspective: Gain a realistic understanding of the job duties, company culture, and whether the role aligns with their expectations.

In the Åland Islands, employers often incorporate confidentiality and non-compete clauses in employment agreements to safeguard their business interests.

Confidentiality Clauses

Confidentiality clauses aim to protect the employer's sensitive and proprietary information, which may include trade secrets, client lists, business strategies, and financial data. Employees are obligated to maintain confidentiality of this information during their employment and often for a defined period after termination. The Employment Contracts Act (Åland) supports the inclusion of confidentiality clauses to uphold the employer's legitimate business interests.

Non-Compete Clauses

Non-compete clauses are designed to prevent an employee from immediately working for a competitor or starting a competing business after leaving the company. These clauses typically include limitations on the type of work the employee can engage in, the geographic area where the restriction applies, and the duration of the restriction. Courts in the Åland Islands carefully scrutinize non-compete clauses. The restrictions must be reasonable and necessary to protect the employer's legitimate business interests. Excessively broad or lengthy restrictions might be deemed unenforceable.

Key Considerations for Employers

Confidentiality and non-compete clauses must be carefully tailored to the specific role and industry. Overly restrictive clauses risk being unenforceable. It's important to ensure the restrictions are reasonable in terms of scope, duration, and geographic area to increase the likelihood of enforceability. Employers should periodically review these clauses to ensure continued relevance and alignment with current business needs.

It is crucial to consult with a legal expert in the Åland Islands to draft and implement effective confidentiality and non-compete clauses that protect your business interests while remaining legally compliant.