Finland has one of Europe's most comprehensive leave entitlement systems. For HR teams managing Finnish employees, understanding these rules isn't just about compliance—it's about creating workplaces where people can balance professional responsibilities with personal wellbeing.
This guide covers everything HR professionals need to know about leave management in Finland: statutory entitlements, calculation methods, and practical strategies for keeping operations running smoothly when team members are away.
Finnish Leave Legislation Overview
Finnish leave entitlements are governed primarily by the Annual Holidays Act (Vuosilomalaki) and the Employment Contracts Act (Työsopimuslaki). These laws establish minimum standards that employers must meet, though collective agreements often provide more generous terms.
The leave year in Finland runs from April 1 to March 31, which differs from the calendar year used in many other countries. This holiday credit year determines how much annual leave employees earn. The actual holidays are then typically taken during the following summer (May-September) or winter periods.
Types of Statutory Leave
Annual leave (Vuosiloma) is the primary vacation entitlement. Employees earn 2 days per month during their first year of employment, increasing to 2.5 days per month after one year with the same employer. This translates to 24-30 days annually.
Sick leave (Sairausloma) allows employees to recover from illness while receiving pay. The Employment Contracts Act entitles employees to full pay for the day they fall ill plus the following nine working days. After this period, Kela (Social Insurance Institution) typically provides sickness allowance.
Parental leave in Finland is among the most generous in the world. The system includes pregnancy leave, parental allowance days that can be shared between parents, and additional child care leave options. Total paid parental leave can extend to over 14 months combined.