Written Information on the Principal Terms of Work

The employer must provide the employee with written information on the principal terms and conditions of work without a separate request unless they are laid down in a written employment contract. The written information is not an employment contract itself. In the event of consecutive employment contracts, the statement does not have to be provided again unless there have been changes to the terms and conditions of employment.

No written information is required if the employee’s working hours are, on average, not more than three hours per week over a period of four consecutive weeks. The employee's work for another employer in the same group as the employer is also taken into account when calculating working hours.

The employer can fulfil its obligation to present the information by giving the employee one or more documents that set out the terms and conditions of the employment relationship.

The statement must at least include:

1) the domicile or business location of the employer and the employee

2) the start date of work

3) the date or estimated date of termination of a fixed-term employment contract, as well as the justification for specifying a fixed term, or notification that the contract is a fixed-term employment contract with a long-term unemployed person

4) the trial period

5) the place of work or, if the employee has no primary fixed workplace, an explanation of the principles according to which the employee works in various work locations or is free to determine their workplace

6) the employee's principal duties

7) the grounds for the determination of pay and other remuneration, and the pay period

8) the working hours to be observed

9) for an employee observing variable working hours:

a) in which circumstances and to what extent the employer requires labour

b) days and times of the week during which the employer may, in accordance with Section 30a of the Finnish Working Time Act, commission work without the employee’s consent for each occasion

10) for temporary agency work:

a) the name and place of business of the user company, if known

b) the details on the reason for and duration or estimated duration of the user company’s order, based on the customer contract forming the basis for the fixed-term employment contract

c) an estimate of the other work tasks corresponding to those agreed on in the fixed-term agency worker’s employment contract that are on offer in the company employing the agency worker

11) any right to training provided by the employer based on the law, agreement or practice

12) the manner of determining annual holiday

13) the period of notice or the grounds for determining it

14) the collective agreement applicable to the work

15) the insurance institution where the employer has arranged the employee’s pension cover or insured the employee for occupational accidents and occupational diseases

16) in the case of work performed abroad for a minimum period of one month:

a) the country or countries where the work will be performed, the duration of the work, the currency in which the monetary pay will be paid, the monetary remunerations and fringe benefits applicable abroad, as well as the terms and conditions for the repatriation of the employee

b) details of the formation of the pay in the host Member State, and a link to an official website of the host Member State providing information on the terms and conditions of employment applied to a worker posted to the territory of the Member State in question

The information referred to in paragraphs 1 to 8 above must be provided within seven days and the information referred to in paragraphs 9 to 15 within one month of the start date of the work. The information referred to in paragraph 16 must be provided before the employee travels abroad. The information referred to in paragraphs 4, 7, 8 and 11 to 15 may be given by reference to the legislation or a collective agreement applicable to the employment relationship.

The employer must also provide the employee with written information of a change in the terms and conditions of employment as soon as possible, but no later than when the changes enter into force, unless the changes are due to changes in legislation or collective agreement.