In Finland, employees are entitled to 30 calendar days of paid annual leave per year under the Annual Leave Act (Vuosilomalaki). For employees with less than one year of service, the entitlement is 25 calendar days. The leave is typically taken during the summer season.

Statutory entitlement

30 calendar days of annual leave for employees with at least one year of service. 25 calendar days for employees with less than one year of service.

Eligibility

All employees are entitled to annual leave. Leave accrues at the rate of 2.5 days per month (for the first year) and 2 days per month thereafter.

Employer obligations

  • Grant 30 calendar days of paid annual leave per year (25 days for new employees).
  • Pay the employee's normal remuneration during annual leave.
  • Pay holiday bonus (lomarahaa) of approximately 50% of normal holiday pay.
  • Allow the employee to take annual leave during the holiday season (May–September).
  • Pay for unused annual leave on termination of employment.

Employee rights

  • Right to 25–30 days of annual leave based on service.
  • Right to holiday bonus (lomarahaa).
  • Right to take annual leave during the holiday season.
  • Right to paid leave payout on termination.

Common pitfalls

  • Not paying the holiday bonus — this is a mandatory entitlement.
  • Not allowing leave during the holiday season — employees have the right to take at least two weeks during May–September.

How annual leave accrues

Annual leave accrues at the rate of 2.5 days per month for the first year (totaling 25 days for a full year) and 2 days per month thereafter (totaling 30 days for a full year).

Holiday bonus (lomarahaa)

In addition to normal holiday pay, employees receive a holiday bonus of approximately 50% of their normal holiday pay. This is typically paid before the summer holiday season.

Frequently asked questions

Can annual leave be carried forward?

Unused annual leave can be carried forward to the next year by agreement. Up to 5 days can be carried forward without agreement.

Sources

This page is provided for general guidance and does not constitute legal advice. Always check the cited primary source for current law before making employment decisions.