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Recruiting in Rovaniemi


A growing population Rovaniemi ensures a steady stream of highly-qualified employees graduating from the several educational establishments, including two universities. It is also worth noting that wage costs and personnel turnover are somewhat than in southern Finland thus.

In the sub-sections you find helpful links when considering recruiting in Rovaniemi.


The following text is from Business Guide 2008, produced by Invest in Finland:

Employment and the labour market

Trade Unions in Finland

In Finland an important function of trade unions is to run unemployment funds and to provide earnings-related unemployment benefits. These are typically much higher than the basic unemployment allowance provided by KELA (see Social Security).

How to employ

In employment contracts and employment relationships, employers must comply with the minimum requirements on employment terms and conditions stated in a nationwide collective labour agreement considered to be representative in the sector. An employee posted to Finland is entitled to the salary determined by a universally valid Finnish collective labour agreement for the sector. According to the Employment Contracts Act, the employer must provide the employee with a description of the most essential terms and conditions of employment if they are not indicated on a written employment contract.

The employer has a statutory obligation to take out accident and pension insurance for the employees; the employees are also provided with group life assurance and unemployment insurance in connection with the statutory accident insurance. The employer must arrange for statutory occupational health care. The employer is responsible for paying any withheld taxes and social security contributions to the tax authorities, and for submitting annual notifications to the tax authorities, and the pension and accident insurance companies, with information on the wages and salaries paid to employees.

Employment contracts

An employment contract can be made for a specified period or until further notice. In an employment contract the employee personally commits to working for the employer under its management and supervision against wages or other compensation. An employment contract can be made for a specified period or until further notice. An employment contract for a specified period requires a justified reason. An employment contract can be made in writing, orally or electronically. There are no requirements regarding the form of an employment contract. However, it is recommended that contracts be made in writing, indicating all the terms and conditions.

Information on terms and conditions

Working hours

Regular working hours are usually at most 8 daily hours and 40 weekly hours. In a two week period the working hours are not more than 80 hours and in a three week period 120 hours. The weekly hours may also be arranged in longer periods during which the average weekly hours do not exceed 40 hours. The working hours may be arranged by law or collective agreements alternatively, for ex. in two or three week periods.

Holidays

An employee has a right to receive pay also for the time he/she is on annual holiday. Normally holiday leave accumulates 2 days (when employment has lasted less than 1 year) or 2½ days for each holiday credit month. Normal wages are paid for the time an employee is on holiday.

Sick pay

According to the law, an employee who is unable to work due to an illness or an accident is entitled to paid sick leave. Wages are paid for the day when the illness started (if it had been a working day for the employee) and for the working days. If the employment relationship at the start of the disability has lasted for at least one month, the employee will be paid full wages for the said period. If the employment relationship has lasted for a period shorter than one month, half of the wages will be paid for the same period.

Parental leave

Parental leave lasts 158 working days. It is extended by 60 weekdays per child in the case of multiple births. In the case of a baby born prematurely parental leave is 208 working days. Parents can take their parental leave entitlement in up to two turns of a minimum of 12 days each. They have to let their employers know about their parental leave plans at least two months beforehand.