Finnish Employment Contracts: Probation, Notice, Pay

You've found a job in Finland where the work itself is in English. Then the offer or the ad lists the terms in Finnish: toistaiseksi voimassa oleva, koeaika 6 kk, palkka TES:n mukaan. None of it is complicated once you know what each phrase means, but it's exactly the part people skim, and it's the part that decides how secure the job is. Here's what each term means, what the law says about it in 2026, and what to check before you sign.

What do the Finnish words in a job ad or contract mean?

These are the phrases you'll see most often. Save the table; it covers most contracts and ads.

Is a permanent contract the normal case in Finland?

Yes. According to the Occupational Safety and Health Administration (Työsuojelu), an employment contract is valid indefinitely by default, unless there's a justified reason to make it fixed-term. Typical justified reasons are a substitution, a project, a one-off task, seasonal work, a study-related internship or an apprenticeship.

One thing changed in 2026, and older guides won't mention it. Since 1 June 2026, an employer can offer you a fixed-term contract of up to one year without any special reason, as long as it's your first contract with that employer, or at least five years have passed since you last worked there. After six months, either side can end that kind of contract. The employer also has to tell you in writing whether the job continues as permanent or on a new fixed-term contract. All of this comes from the same Työsuojelu page, updated in June 2026.

In practice: a one-year fixed-term offer for a first job isn't a red flag. It's now a normal, legal way for a company to hire someone new. Just know the end date, and ask early what happens after it.

How long can a probation period (koeaika) be?

Six months at most, counted from the day you start. In a fixed-term job it also can't be longer than half of the contract. A 6-month contract can have at most a 3-month trial period. That's how Suomi.fi, the public-services portal, puts it. The rule itself is in section 4 of chapter 1 of the Employment Contracts Act (55/2001).

A trial period only exists if it's agreed. If your contract doesn't mention koeaika, you don't have one.

Can I be let go during the trial period?

Yes, and you can leave too. During the trial period both sides can end the contract with immediate effect, with no notice period. There's one important limit: the employer can't do it on discriminatory or otherwise improper grounds, per Suomi.fi. "We don't think the role fits" is allowed. Ending it because you're pregnant, or because of where you come from, isn't.

For you, the upside is real: if the job turns out to be something else than promised, you can walk away the same day. The flip side is that the first months are the least secure part of any new job, so I'd keep a small buffer and not cancel other promising applications on day one.

What are the notice periods in Finland?

After the trial period, a permanent contract ends with notice. The statutory notice periods, as Työsuojelu lists them, depend on who gives notice and how long you've worked there:

• If you resign: 14 days if you've worked there up to 5 years, one month after that.
• If the employer gives notice: 14 days up to 1 year, one month for 1 to 4 years, two months for 4 to 8 years, four months for 8 to 12 years, six months for 12 years or more.

Your contract or your sector's TES can set different periods, but the one you must give can't be longer than the employer's. You keep your normal pay through the notice period, even if the employer tells you not to come in. Before you sign, look for the word irtisanomisaika: if it's longer than the numbers above, ask why.

Is there a minimum wage in Finland?

Not in law. As InfoFinland explains, employers' organisations and trade unions agree on minimum wages sector by sector in collective agreements, and in most sectors the employer has to follow one. That's what "palkka TES:n mukaan" in an ad means: the pay is at least the agreed minimum for that kind of work.

It doesn't mean the pay is fixed. In many roles, especially in tech and expert work, the actual salary is negotiated on top of the TES minimum. If you want to know what's realistic for your role before that conversation, our guide to salary negotiation in Finland walks through it.

Does the contract have to be in writing?

No, an oral contract is valid too. But if the key terms aren't in a written contract, the employer has to give you a written account of them within one month, according to Suomi.fi. Always ask for it in writing anyway. It's the document you'll need if there's ever a disagreement about pay, hours or the end date.

What should I check before I sign?

• Toistaiseksi or määräaikainen? If fixed-term, note the end date and ask what happens after it.
• Koeaika: how long, and is it within 6 months (or half the contract)?
• Which TES applies? Ask the name of the collective agreement. It tells you the minimum pay and other minimum terms for your sector.
• Hours: kokoaikainen or osa-aikainen, and how many hours a week.
• Irtisanomisaika: does it match the statutory periods, or does the contract set longer ones?

If the work itself is in English, it's completely fine to ask the employer for an English copy or summary of the contract. And if the language question is still open for you, our guide to Finnish language requirements by industry covers which jobs really need it.

Reading contracts comes after finding the right job. TyöHunt reads job ads from Finland's main job boards every day, scores each one against your CV and flags the ones where English is the working language, so you spend your time on the offers worth reading closely. Try it free at tyohunt.com.