Due to the situation caused by coronavirus, the content of this page may not be up to date. Up-to-date information is available at Federation of Finnish Enterprises’s website Kaikki koronasta yrittäjälle (only in Finnish).
Different working-time arrangements help you to better respond to changes in the operating environment, to increase the effectiveness and wellbeing of the work community and to improve customer service. Working-time arrangements include the beginning and end of shifts, flexitime and reduced working hours.
Working hours include all the time your employees use for working. Note that the collective agreement applied to your sector often has more specific regulations about working hours.
Working hours also include the time during which your employees are available at the workplace even if no work tasks can be offered to them. Breaks during which your employees are free to leave the workplace on the other hand are not usually included in working hours.
According to the Working Hours Act, regular working hours are eight hours per day and 40 hours per week at the most. Regular weekly working hours may also be an average of 40 hours over 52 weeks.
You can apply period-based working hours to work in sectors that allow period-based work. According to the Working Hours Act, period-based working hours are 120 hours at the most over a period of three weeks or 80 hours at the most over two weeks.
Shift work is work in which the shifts change on a regular basis and in periods that have been agreed in advance. As a rule, the work is similar in all shifts and all employees do different shifts. However, take into account the different life situations and health of individual employees when planning the shifts.
Night work is work carried out between 23.00 and 6.00. Night work is permitted only in the types of work and situations mentioned in the Working Hours Act. Night work is carried out in the healthcare sector, transport, factories and in the public cleansing sector. You do not usually have to ask for your employee’s specific consent for night work. However, take into account that if your employees work at night you are required to pay attention to the harmful effects of night work and organise regular health examinations for the employees who work at night.
You can have your employees perform Sunday work only if the nature of the work requires it to be performed regularly on Sundays and this has been agreed on in the employment contract or the employee has given consent for it. Sunday work is common for example in restaurant and retail business. Remember that as a rule you always have to pay double pay for Sunday work.
Your company may adopt flexitime, which means that your employees have the right to decide when they start and leave work within agreed limits. You can also offer your employees the opportunity to work remotely, which means that they work in their chosen place within the agreed times.
All working hours exceeding the regular working hours can be seen in the accumulated working hours. You can agree with your employees how these are compensated for. If your company uses a working time bank, your employees may, if they wish, save completed working hours in the time bank and use them later as paid leave.
If an employee would like to work reduced working hours for social or health reasons, try to make it possible. Remember that you cannot deny your employee partial child care leave if the employee is entitled to it according to the Employment Contracts Act.
You may have an employee perform additional work or work overtime only if the employee agrees to it. Pay your employees for the completed additional work and overtime.
According to the law, you have to draw up a shift roster for your employees. The applied collective agreement may have more specific regulations about the roster.
The roster must show the beginning and end of your employees’ working hours and the rest periods such as days off. Draw up the shift roster for a period that is as long as possible. Make the roster available to your employees in writing at least a week before the period starts.
Note that you can make changes to the roster only with the employee’s permission or if there is a compelling reason related to the arrangement of work.
Record all working hours completed by your employees and the remunerations for them for each employee in the working hours register. Good working hours registration practices are helpful if any disagreements arise about the working hours completed by your employees and the remunerations paid for them.
Take into account that your employees have the right to get a written account of the information registered on them in the shift roster and the working hours register.