Notice periods 2026: notice periods for employees and employers

Employer's notice periods

According to chapter 6, section 3 of the Employment Contracts Act (55/2001), the employer must observe the notice periods listed below unless otherwise agreed in a collective agreement, civil service agreement or the employment contract.

Example: if the employment has lasted three years and the employer dismisses the employee, the statutory notice period is one month. If the same employee resigns, their notice period is 14 days. During the notice period the employment continues as normal, and the employee receives their pay as usual.

14 days if the employment has lasted no more than a year
1 month if the employment has lasted over one year but no more than 4 years
2 months if the employment has lasted over 4 but no more than 8 years
4 months if the employment has lasted over 8 but no more than 12 years
6 months if the employment has lasted over 12 years

Employee's notice period

The employee's notice period is shorter than the employer's. By law it is 14 days if the employment has lasted at most five years, and one month if the employment has lasted more than five years.

The employee does not have to tell the employer the reason for resigning. During the notice period the employee has the normal obligation to work. If a resigning employee does not work their notice period, according to Suomi.fi guidance the employer can offset against the final pay an amount equal to the gross pay for the notice period. It is worth giving notice in writing so that there is no ambiguity about the date.

When the employment ends, the employee receives their final pay, which includes, among other things, holiday compensation for untaken holidays. The employee is also entitled to a written certificate of employment on request, and according to suomi.fi it is worth issuing without delay, preferably within a week of the request.

Can the notice period be agreed otherwise?

The employer and the employee can agree on notice periods in the employment contract. According to the occupational safety and health administration, the notice period may be at most six months, and the employee's notice period may not be longer than the employer's.

A collective agreement can set notice periods that differ from the law. If the employment relationship is covered by a collective agreement that defines notice periods, they must be followed. So always check your own employment contract and your sector's collective agreement first.

Probation period and cancellation during probation

The probation period must be agreed in the employment contract, even if the collective agreement contains a provision on probation. The probation period can be at most six months. In a fixed-term employment relationship, the probation period may be at most half of the duration of the employment contract.

The employer can extend the probationary period if the employee has been unable to work or on family leave for at least 30 calendar days during the probationary period.

During the probation period either party can cancel the employment contract, and no notice period is observed. However, the contract may not be cancelled on improper or discriminatory grounds, such as short-term illness or pregnancy.

Summary termination and notice: what is the difference?

In termination, the employment ends after the notice period. In cancellation, the employment ends immediately without a notice period. An employer may cancel an employment contract only if the employee breaches or neglects their obligations so seriously that continuing the employment cannot reasonably be required. An employee may also cancel the contract because of a serious breach by the employer.

The right to terminate summarily must be exercised within 14 days of learning of the grounds for termination. If an employee has been absent for at least seven days without notifying a valid reason, the employer may, under certain conditions, consider the employment contract to have been terminated from the start of the absence.

The grounds for termination changed at the start of 2026

In December 2025 Parliament approved an act to make dismissal on personal grounds easier, and it is intended to enter into force at the beginning of 2026. According to the government proposal, to terminate a permanent employment contract an employer will in future need a proper reason instead of the previous proper and weighty reason.

The change does not concern notice periods. Arbitrary and trivial grounds are still prohibited, and a warning and an opportunity to correct the behaviour are still required before dismissal, unless it is a serious breach. Advice is available from the occupational safety and health authority's phone service, a trade union or an employers' association.

Frequently asked questions

What is an employee's notice period?

By law, 14 days if the employment has lasted at most five years, and one month if it has lasted longer. A collective agreement or employment contract may provide otherwise.

Is there a notice period during the trial period?

No. During the probationary period either party can terminate the employment contract without a notice period, provided the grounds are not discriminatory or improper.

Can the notice period be longer than six months?

By agreement the notice period may be at most six months, and the employee's notice period may not be longer than the employer's notice period.

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Sources

The article is general information and does not replace the guidance of an authority, a lawyer or an adviser. Check up-to-date information from the sources.