- 1st January – New Year’s Day
- 6th January – Epiphany (13th Day of Christmas)
- 2nd April – Good Friday
- 5th April – Second Easter Day
- 1st May – May Day
- 13th May – Ascension Day (30 days after Easter Sunday)
- 25th June – Midsummer Eve
- 26th June – Midsummer Day
- 6th November – All Saint’s Day (Saturday between 31st October and 6th November)
- 6th December – Independence Day
- 24th December – Christmas Eve
- 25th December – Christmas Day
- 26th December – Second Day of Christmas
Paid Time Off
PTO (Paid Time Off)
- Vacation/Annual Paid Leave
Employees are entitled to four weeks of summer holiday and one week of winter holiday. Employees earn days of holiday by working during the holiday credit year (1 April – 31 March). Employees are entitled to holiday pay for the duration of the holiday. As a rule, the holiday pay is equivalent to the regular pay.
Annual holiday is accrued on the basis of the 14-day or 35-hour rule.
Employees working for less than 35 hours each month are entitled to a leave equivalent to annual holiday. Under this rule, employees are entitled to two working days of leave for each month in which the employment relationship has been in force. In employment relationships that have lasted for more than a year, the employee is entitled to four weeks’ leave.
At least two weeks of the annual holiday must be taken as an uninterrupted period.
- Rollovers and payout of unused hours
- Use-it-or-lose-it policy
The summer holiday (24 working days) must be taken in the holiday season (2 May – 30 September). The remainder of the holiday (winter holiday) must be granted no later than by the beginning of the following holiday season.
- PTO payout at the termination
The holiday pay must be paid before the start of the holiday. However, for a holiday not exceeding six days, the holiday pay may be paid on the employee’s normal pay day.
The holiday compensation paid to the employee at the end of the employment relationship for any holiday earned but not yet granted is calculated in accordance with the same rules as holiday pay.
Maternity Leave, Child Raising Leave, Parental Leave
Pregnant employees are entitled to up to 105 weeks of maternity leave.
The paternity leave can last up to 54 week days. Fathers can choose to stay at home up to 18 weekdays at the same time as the child’s mother and the rest of the paternity leave must be taken after the parental leave. Alternatively, fathers can use their paternity leave (1-54 week days) after maternity and parental leave. In both cases the paternity leave must be taken before the child turns two years. Parental leave is 158 week days.
Both parents can take full-time parental leave for a maximum of two leave periods. The minimum length of a period of leave is 12 working days. Parental leave may be taken part-time, with each of the parents agreeing with their employer to shorten their working hours and reduce their pay accordingly for at least two months.
Employees are entitled to take childcare leave for the full-time care of a child under the age of 3 or for the care of an adoptive child for two years after adoption. The leave must be taken before the child enters the school.
Employers are required to pay their employees for the first 10 days of leave. After those 10 days, employees can receive sickness allowance from KELA. If the employment has lasted less than one month, the employee is entitled to one-half of his wages for the disability period.
Partial Childcare Leave
Employees are entitled to take the leave up until the end of the second school year, or if the child must start school one year earlier than normal, until the end of the third school year, and in the case of a disabled or chronically ill child until the age of 18.
Temporary Childcare Leave
Employees are entitled to up to 1-4 workdays to care for or arrange care for a child under the age of 10, who has unexpectedly become ill.
Family Care Leave
Employees are entitled to leave in order to care for a family member or other close relative due to their illness or accident.
Jury Duty Leave, and Voting Leave
Not specified by law.
Not specified by law.