Finland Leave Laws and Holidays

Parents are entitled to take childcare leave until the child reaches the age of three. This leave is often unpaid unless otherwise specified by the employer.

Employers must be notified about the intention to take childcare leave at least 2 months in advance.

Childcare leave generally requires approval from the employer, as it can significantly impact staffing and operations.

Childcare leave is already extended until the child's third birthday, and no additional quota is typically available.

There is no accrual of childcare leave; it is available as a right per child until the age of three.

There is no carry over for childcare leave; it must be used by the time the child turns three.

There is no financial payout for unused childcare leave upon termination, as the leave is specific to child care purposes.

No end of year payout exists for childcare leave as it is not accrued and is specific to the duration until the child's third birthday.

While on childcare leave, employees are typically ensured job protection, meaning they can return to their job or a similar position upon completion of the leave.

Employees are entitled to sick leave as required by their health condition, typically supported by a medical certificate after a certain period.

Employees must inform their employer about their absence due to illness as soon as possible, usually on the first day of absence.

Sick leave does not require prior approval, but a medical certificate is often necessary if the sickness lasts longer than a few days.

Sick leave is granted based on medical necessity rather than a fixed quota. The duration depends on the medical condition and recovery rate.

Sick leave does not accrue and is taken as needed based on medical advice and health status.

Since sick leave is granted based on actual illness and medical advice, it does not carry over annually.

Sick leave is not paid out on termination, as it is only applicable when an employee is medically unfit to work.

There is no payout for unused sick leave at the end of the year as it does not accrue or carry over.

Extended sick leave usually requires a detailed medical certificate, and employers may require a medical examination by a company-approved doctor.

Employees are entitled to 2.5 days of annual leave for each full month of employment, equating to 30 days (or five weeks) of annual leave per year.

The notice period for taking annual leave can vary, typically agreed upon by collective agreements or employer's internal policies. Often, notice should be given well in advance, especially for longer leaves.

Taking annual leave requires the approval of the employer, and the timing of leave must be suitable for both the employer and employee, often negotiated to accommodate work schedules.

Additional leave may be granted under special circumstances or through collective bargaining agreements. Some employers offer more leave based on seniority or company policy.

Annual leave accrues at a rate of 2.5 days for each full month worked. New employees start accruing leave immediately but may have restrictions on usage during the initial employment period.

Unused annual leave can be carried over to the next year. Typically, the carryover period is governed by collective agreements or employer policies, and excess leave might need to be used within a certain timeframe.

Upon termination of employment, any accrued but unused annual leave is paid out to the employee. The calculation is based on the employee's current salary.

There is usually no payout for unused annual leave at the end of the year unless specified by the employment contract or collective agreement.

Additional rules for annual leave can vary significantly depending on collective bargaining agreements, sector-specific standards, and employer policies.

Pregnant employees are entitled to 105 working days of maternity leave, usually starting 50 days before the expected delivery date.

The employer must be notified of the pregnancy and the intended start date of the maternity leave at least 2 months in advance.

Maternity leave is a statutory right and does not require employer approval.

The maternity leave duration is fixed by law and additional leave beyond this period is not typically provided.

Maternity leave entitlement does not accrue over time but is available per pregnancy.

Maternity leave cannot be carried over as it is tied to the specific event of childbirth.

Maternity leave does not have a payout provision as it must be used in relation to the childbirth period.

There is no end of year payout for maternity leave as it cannot be deferred or compensated financially unless used.

During maternity leave, employees are entitled to use their normal health benefits and protections under employment law.

Parental leave includes maternity leave, paternity leave, and parental leave, which can be shared between parents. Maternity leave typically starts 50 working days before the expected delivery date, and parental leave can be taken until the child is about 3 years old.

Employees are required to notify their employers about their intention to take parental leave at least 2 months before the planned start of the leave or as soon as possible in unforeseen circumstances.

While the right to parental leave is protected by law, the exact timing and duration of leave should be agreed upon with the employer to accommodate business operations.

Additional leave or adjustments can be negotiated depending on individual circumstances and employer policies, often influenced by collective bargaining agreements.

Parental leave is a legal entitlement once a child is born or adopted, not based on accrual. Eligibility is generally tied to prior employment duration.

While maternity and paternity leaves are typically taken around the time of childbirth, the broader parental leave can often be segmented and used at different times until the child reaches a certain age.

Parental leave benefits, typically provided by social security, are not paid out by the employer at termination.

There is no end of year payout for parental leave as it is not an accrued benefit but a statutory right.

The rules and duration of leave may vary slightly between maternity, paternity, and general parental leave, with specific provisions for each type.

Fathers are entitled to up to 54 working days of paternity leave, which can be taken in periods till the child reaches two years of age.

Fathers must inform their employer about their intention to take paternity leave at least 2 months in advance.

Paternity leave is a statutory right and thus does not require explicit approval from the employer.

There are no legal provisions for additional paternity leave beyond the stipulated 54 days.

Paternity leave does not accrue and is granted per childbirth incident.

Unused paternity leave can be used at any time until the child reaches the age of two.

There is no provision for payout of unused paternity leave upon termination, as it is intended to be used for child care.

Paternity leave does not have an end of year payout as it must be used before the child's second birthday.

Paternity leave can be taken in parts and is not required to be used continuously.