Irtisanomisaika: notice period

Detailed explanation

Finnish employment law establishes minimum notice periods to protect both parties in an employment relationship. The employee gets time to find new work while still receiving salary, and the employer gets time to find a replacement and arrange for knowledge transfer. During the notice period, employment continues normally — you work, receive your salary, and maintain all your rights and obligations.

The Employment Contracts Act sets minimum notice periods based on how long you've been employed. These minimums apply unless your employment contract or collective agreement specifies longer periods (but never shorter). Notably, when an employer terminates employment, longer notice periods apply compared to when an employee resigns.

Employers need a valid legal reason to terminate permanent employment, such as: — Production and financial reasons: Business downturn, reorganization — Individual reasons: Serious or repeated misconduct, inability to perform duties

During the trial period (koeaika), either party can end employment with shorter or no notice.

How it affects expats

• •Residence permit implications: Losing employment affects residence permits tied to work

• •Plan transitions carefully: Factor notice periods into job change timing

• •Financial planning: You continue receiving salary during notice, providing a buffer

• •Reference timing: Good behavior during notice period maintains positive references

• •Garden leave possible: Sometimes employers pay you through notice without requiring work

• •Vacation usage: Unused vacation may be taken or paid out during the notice period

Minimum notice periods by law

• •Either party can end with 14 days notice (or less if agreed)

• •No reason required during trial period

Your contract May differ

Your employment contract or collective agreement may specify: — Longer notice periods for both parties (common for senior roles) — Specific procedures for giving notice — Garden leave provisions — Post-employment restrictions (non-compete clauses)

Always check your contract, but remember: notice periods cannot be shorter than the legal minimums.

How to resign properly

• Check your contract: Verify your notice period and any specific requirements

• Submit in writing: Email or letter to your manager and HR

• Keep a copy: Save confirmation of when notice was given

• Clarify last day: Calculate your last working day based on notice period

• Professional handover: Document your work and train your replacement

• Settle logistics: Return equipment, claim expenses, get certificates

During the notice period

• •You continue working normally unless agreed otherwise

• •Full salary and benefits continue

• •Vacation may be taken or paid out at the end

• •You may have time off for job interviews (by agreement)

• •Maintain professional standards for good references

Related terms

• •Employment Contract (Työsopimus) — Legal agreement between employee and employer in Finland defining job duties, salary, working hours, and terms

• •Probation Period (Koeaika) — An initial period in an employment relationship with special termination rules

• •Collective Agreement (TES) — Industry-wide minimum employment conditions in Finland, set by collective bargaining

• •Unemployment Benefit (Työttömyysturva) — Finland's unemployment protection system providing financial support during job searches through various benefit types