How the Employment Notice Period Works in Finland (TSL 55/2001)
When ending an employment relationship in Finland, both employees and employers must adhere to strict statutory notice periods stipulated in the Finnish Employment Contracts Act (Työsopimuslaki 55/2001, Chapter 6, Section 3). Unlike at-will employment systems in other countries, employment contracts in Finland cannot be terminated instantaneously without legal grounds or observance of the required statutory timeline.
Statutory Notice Period Tables in Finland
The length of the notice period depends primarily on who initiates the termination and the employee’s total continuous length of service:
| Length of Continuous Service | Employee Resigning | Employer Terminating |
|---|---|---|
| Up to 1 year | 14 calendar days | 14 calendar days |
| Over 1 year & up to 4 years | 14 calendar days | 1 month |
| Over 4 years & up to 5 years | 14 calendar days | 2 months |
| Over 5 years & up to 8 years | 1 month | 2 months |
| Over 8 years & up to 12 years | 1 month | 4 months |
| Over 12 years | 1 month | 6 months |
The Statutory "Day 0" Calculation Rule (Act 150/1930)
A common point of confusion among international professionals in Finland is the calculation starting date. Under the Finnish Act on the Calculation of Prescribed Time Limits (Laki säädettyjen määräaikain laskemisesta 150/1930, Section 2), the day on which notice is officially received is considered Day 0 and is excluded from the notice period.
- 14-day notice: If you deliver your notice on Monday, June 1, the notice period begins counting on Tuesday, June 2 (Day 1). Your 14th day is Monday, June 15, which is your official final day of employment.
- 1-month notice: Notice served on March 15 concludes on April 15. If notice is served on January 31, and the subsequent month has fewer days (February 28 or 29), the notice terminates on the final day of that month.
Weekend Endings and the Friday Payout Mandate (TSL 2:11 §)
Unlike ordinary civil debt deadlines in Finland (which postpone payment to Monday if due on a weekend), employment contract termination dates do not shift to Monday. If your calculated 14-day notice period ends on Sunday, your employment contract legally ceases on Sunday. You are not obligated to work on Monday, and insurance protections conclude on Sunday.
However, regarding compensation, Työsopimuslaki Chapter 2, Section 11 establishes that if a payday falls on a weekend or public holiday, wages must be accessible in the employee's bank account on the preceding business day (usually Friday). Consequently, if your contract ends on Sunday, your final salary and holiday pay (lopputili) must be deposited by Friday.
Unemployment Benefits and the 45-Day Waiting Period (Karenssi)
If you resign from your job voluntarily without an approved valid reason, the Finnish Employment and Economic Development Office (TE-Services / Työmarkkinatori) will impose a 45-day suspension of unemployment benefits (known as karenssi under the Unemployment Security Act 1290/2002).
Exceptions to the 45-day penalty include medical inability to perform the work supported by a medical B-certificate obtained prior to resigning, documented serious breaches of contract by the employer (such as recurring unpaid wages, TSL 8:1 §), or daily commutes exceeding 3 hours for full-time work following company relocation. Always register on Työmarkkinatori on Day X+1 to prevent additional benefit delays.