Holidays

In this section, we will go through the accumulation of annual holidays and taking holidays, which you as an employer should know.

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  • ANNUAL HOLIDAY

    The annual holiday is governed by the Annual Holidays Act and collective agreements. For example, the trade sector, tourism and restaurant sector, leisure services and property service sector are subject to their own annual holiday regulations.

    If the collective agreement provides no regulations on the annual holiday, the Annual Holidays Act is complied with.

    Earning holidays The main rule is that an employee earns annual holiday for each calendar month with at least 14 working days. If the employee only works temporarily, so that the 14-working days per month rule is not fulfilled, the employee earns annual holiday for those months when the employee has worked at least 35 hours.

    A calendar month accumulating the holiday is called a full holiday credit month.

    Annual holiday is accumulated during a period from 1 April to 31 March, and this period is called a holiday credit year.

  • ACCUMULATION OF HOLIDAY

    If the employment relationship has lasted less than a year by 31 March, two weekdays of holiday for each full holiday credit month is accumulated. If the employment relationship has lasted at least a year by 31 March, the holiday accumulation is 2.5 weekdays. A holiday accumulation better than what is required by the legislation is agreed on in some collective agreements.

    An example:

    The employment relationship has started on 1 January 2015. The employee receives six holiday days in summer 2015, in other words, one week. In summer 2016, the employee gets 24 holiday days, i.e. a four-week holiday, and in winter 2016–2017 six holiday days.

    According to the Annual Holidays Act, Saturdays are calculated as weekdays. A full holiday week consists of six holiday days, although the employee would normally work five days a week.

    The annual holiday should be given as an uninterrupted period of holiday, if it is possible in terms of work arrangements. In other words, the holiday should not be divided, for example, into single days during the summer. However, the employer may divide the portion of the holiday exceeding 12 days to be taken in parts, if it is necessary for keeping the operations running.