Different employment relationships

When applying for a job, you can often see the following information in the job advertisement:

• Is the employment relationship continuous (i.e. indefinite or permanent) or fixed-term?
• Is the job offered by a temporary employment agency, i.e., a company that hires out workers to other companies, or a staffing agency? In that case, your employer will be the employment agency.
• Is the employment relationship an internship or an apprenticeship?

Job advertisements usually also state whether the work is full-time, part-time or only for on-call work on an as-needed basis, in which case it may be what’s referred to as a ‘zero-hour contract’. You can find more information about different working hours under Employment basics > Working hours.

Permanent employment relationship

A permanent/open-ended/indefinite employment relationship means that the employment contract remains valid until either the employee or employer decides to end it. If an employer terminates an employment relationship, i.e., fires an employee, there must be a valid reason. An employee does not need a reason to resign. However, you can’t stop working immediately, but only after a notice period.

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Termination of employment

Fixed-term employment relationship

Fixed-term employment means that you are only promised work until a specific date or until the completion of the agreed work. The employment contract states the end date of the fixed-term employment contract or its estimated end date.

Employers may only initiate fixed-term employment contracts for justified reasons. Justified reasons may include the following:

• You are a substitute for a permanent employee.
• You are a seasonal worker, for example, at a ski resort or as a berry picker.
• You are a summer employee or a seasonal worker during the Christmas period.
• You are working as an intern.
• You have asked for a fixed-term job.
• The job is a project to be carried out within a specific period of time.
• You are studying under an apprenticeship contract.

However, a long-term unemployed person, that is, a person who has been unemployed for at least a year may be hired for a fixed-term employment relationship without a justified reason.

If your employer needs you on an ongoing basis, they must offer you a permanent employment contract. No fixed-term employment contract may be concluded without a justified reason. If there has been no justified reason for using a fixed-term employment contract, the employment contract must be considered permanent under the law.

If you feel that your job is fixed-term without a valid reason, consult your shop steward, union representative or trade union.

The Finnish Government is preparing a proposal that would allow employment contracts of up to one year without a justified reason. It could come into effect as early as 2026.

A fixed-term employment relationship ends on the date stated in your employment contract. A fixed-term employment contract cannot be terminated unless agreed in the employment contract. This means that you can’t quit your job while your employment contract is still valid, but your employer can’t dismiss you, either, while the employment contract is valid. However, you can try to negotiate with your employer about terminating your employment before the end of the contract, if necessary.

Temporary agency work

When you’re a temporary agency worker, you have entered into an employment contract with the temporary employment agency. Companies that need temporary employees hire you through the temp agency, which pays your wages. It also pays compensation for overtime, holidays and other benefits included in your employment, as well as pension and other statutory social insurance contributions.

You enter into an employment contract with the temporary employment agency, meaning that your employment relationship is with the agency, which is your employer. The work is carried out elsewhere, and your workplace may vary.

The company you work in assigns your tasks and supervises your work.

The pay for agency work must not be lower than what is specified in the collective agreement for the sector. Agency work is governed by the same provisions as any other employment relationship.

The company where you work as a temporary employee is also obliged to inform you of any job vacancies.

Apprenticeship contract

An apprenticeship is one way to learn a new profession or complement your skills. In this type of contract, you work at a workplace and study at a vocational school at the same time. The bulk of your studies is carried out at the workplace and a part at school.

As an apprentice, you sign an employment contract and receive a salary for your work. However, you’re also a student, and you can potentially receive various subsidies.

Internship

An internship is work that allows you to learn more and gain professional skills as you work. If you are an intern, you’re usually a student or someone just starting out in their career. The focus of the training is on teaching the intern and helping them learn new skills.

Unpaid internships are only legal when the placement is offered through an official educational institution or the local employment authorities. Internships are an important part of degree programmes, especially in vocational education and at universities of applied sciences.

If an employer wants to assess the suitability of an intern, a probationary period can be agreed upon in the employment contract. The probationary period is paid.