Employment contract 2026: what to check before signing

Written statement of terms of employment

If no written employment contract is made, the employer must give a written account of the key terms of employment. According to the Occupational Safety and Health Administration, the most important terms must be given within seven days of starting work and the others within a month. The obligation does not apply to work performed on average no more than three hours a week over a four-week period.

If the employer does not provide a statement despite your request, you can contact the occupational safety and health authority. Failure to comply may result in a fine.

The collective agreement sets minimum terms

An employer belonging to an employers' association must comply with its association's collective agreement, and other employers with the generally binding collective agreement of their field. Contract terms that conflict with a generally binding collective agreement are void, and the provision of the collective agreement applies in their place.

Check from the contract which collective agreement applies. It determines, for example, the minimum wage, supplements, holiday bonus and sick pay. Generally binding collective agreements can be found on Finlex.

Probation period

The probation period must be agreed separately. During it, either party can cancel the contract without a notice period, provided the reason is not discriminatory or improper in view of the purpose of the probation period. The probation period can be at most six months. In a fixed-term contract it can be at most half of the contract's duration, but no more than six months.

If you are absent during the probationary period because of illness or family leave, the employer may extend the probationary period by one month for each 30 calendar days of absence. The extension must be notified before the probationary period ends.

The fixed-term agreement changed in June 2026

Previously, a fixed-term contract made on the employer's initiative always required a justified reason. After the amendment that entered into force on 1.6.2026, a fixed-term contract can be made without a justified reason for up to one year if it is the first employment relationship between the parties or at least five years have passed since the previous one.

When a fixed-term contract has lasted at least six months, either party can terminate it without a justified reason. Under certain conditions, the employer has an obligation to offer work to a former fixed-term employee if it hires more staff. At the same time the notice period for a temporary layoff was shortened to seven days, and the obligation to re-employ applies only to employers with at least 50 employees.

Notice periods and grounds for termination

If the contract or collective agreement does not provide otherwise, the notice periods under the Employment Contracts Act are determined by the length of the employment relationship. By agreement, the notice period may be at most six months.

Employer gives notice: 14 days (up to 1 year), 1 month (over 1–4 years), 2 months (over 4–8 years), 4 months (over 8–12 years), 6 months (over 12 years)
Employee resigns: 14 days (up to 5 years), 1 month (over 5 years)

Pay, working time and annual leave

Check whether the pay is monthly or hourly, which supplements are paid and when payday is. Compare the offered pay with the minimum pay in the applicable collective agreement. The government has proposed a pay transparency act to enter into force on 1 January 2027, under which the employer would have to tell the applicant the starting salary or salary range in good time.

Annual leave accrues at two working days a month, and two and a half days once the employment relationship has lasted at least a year by the end of the leave-earning year. Leave accrues for months with at least 14 working days or 35 working hours. Holiday bonus is based on a collective agreement, not the law.

Before you sign

From the beginning of 2026, a proper reason is enough for dismissal on personal grounds, whereas previously a proper and weighty reason was required. Minor neglect still does not justify dismissal, and usually a warning must be given first.

In the contract, read at least the start date of the work, the duration and the grounds for a fixed term, the probationary period, the duties and place of work, the working hours, the pay and its payment date, and the applicable collective agreement. If anything is unclear, ask before signing. You can get help from a trade union and from the occupational safety authority's advice service. You will find open vacancies and the state of the labour market in Jobs Radar.

Keep the signed contract, any amendments and payslips for the whole employment relationship and afterwards as well. If a disagreement over the terms arises later, a written contract is the best evidence of what was agreed. Also agree on any changes, such as changes to duties, working hours or pay, in writing.

Frequently asked questions

How long can a probationary period be?

At most six months. In a fixed-term employment relationship at most half of the contract's duration, but at most six months.

Can a fixed-term contract be made without a reason?

From 1.6.2026, it is possible, for up to one year, if it concerns the parties' first employment relationship or at least five years have passed since the previous one.

What is the notice period if I resign myself?

By law, 14 days when the employment has lasted at most five years, and one month when longer, unless otherwise agreed in the contract or collective agreement.

Is an oral employment contract enough?

An employment contract can be oral, but then the employer must give a written statement of the main terms. The most important terms must be provided within seven days of starting work.

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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.