Probation period (koeaika) in Finland
Understand the rules, rights, and expectations during the probation period in Finnish employment.
Probation period overview
The probation period (koeaika) is a standard part of most Finnish employment contracts. It gives both the employer and the employee a chance to assess fit. During koeaika, either party can terminate the employment with immediate effect, but there are important legal protections.
- Maximum probation period is 6 months under Finnish law
- Either party can terminate during probation without notice period
- Termination must not be based on discriminatory or improper grounds
Legal framework
The Employment Contracts Act (työsopimuslaki) governs probation periods in Finland.
- The maximum probation period is 6 months for permanent contracts
- For fixed-term contracts, probation cannot exceed half the contract duration
- The probation period must be agreed upon in the employment contract
- Collective agreements (TES) may specify shorter maximum probation periods
Employee rights during probation
Employees retain significant rights during the probation period in Finland.
- All statutory employment rights apply, including occupational safety
- Sick leave, holiday accrual, and benefits apply from day one
- Termination during probation cannot be based on discriminatory reasons
- If terminated during probation, you receive pay for all days worked
What employers expect
Employers use the probation period to assess your skills, work habits, and team fit.
- Demonstrate initiative and willingness to learn during the first months
- Ask questions proactively: employers appreciate engagement
- Arriving on time and meeting deadlines is closely observed
- Cultural fit and communication style are evaluated alongside technical skills
Ending employment during probation
Both parties have simplified termination rights during koeaika, but limitations exist.
- Either party can end the contract immediately without a notice period
- The employer must provide a reason if asked, but it can be general
- Termination cannot be based on illness, pregnancy, union membership, or other protected grounds
- If you wish to leave during probation, you may do so without penalty
Key considerations
Navigating your probation period successfully in Finland.
- Read your employment contract carefully to confirm the probation period terms
- Seek feedback actively during probation, do not wait for the formal review
- Understand that probation works both ways, use it to evaluate the employer too
- If terminated during probation, consult your union or a legal advisor about your rights
Articles
Termination of employment contract in FinlandSince 1 January 2026 a Finnish employer needs only a proper reason to dismiss on personal grounds, while an employee can resign with notice and no reason.Employment contract in FinlandAn employment contract in Finland can be verbal, written or electronic; without one, the employer owes a written statement of terms within seven days.Statutory notice periods in FinlandThe statutory notice period in Finland runs from 14 days to six months for employers and 14 days to one month for employees, by length of service.
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