Step-by-Step Guide to Resigning in Finland
Resigning from an employment position in Finland is an orderly, legally regulated process. Whether you are moving to a new employer, relocating abroad, or embarking on entrepreneurship, understanding your statutory rights and obligations under the Employment Contracts Act (TSL 55/2001) ensures a smooth transition without legal or financial disputes.
Step 1: Calculate Your Exact Notice Period
Under Finnish law, notice periods for employees are set based on length of service:
- 14 calendar days: If you have worked for the company for 5 years or less.
- 1 month: If your continuous service exceeds 5 years.
Remember the Day 0 rule: the day you deliver your resignation is not counted. Your 14 days begin the following day. For example, resigning on Wednesday June 3 means your last working day is Wednesday June 17.
Step 2: Submit Written Notice & Secure Proof of Delivery
While verbal resignations are technically binding under Finnish law, they are strongly discouraged due to evidentiary challenges. Under TSL Chapter 9, Section 4, submit your resignation in writing — either by handing a printed letter to your supervisor or HR representative, or by sending a clear email.
Always request an explicit written acknowledgement: "Please confirm receipt of this resignation notice and the agreed last day of employment." A written timestamp protects you if any dispute arises regarding whether notice was delivered before or after 23:59 on a given date.
Step 3: Request Your Certificate of Employment (Työtodistus)
In Finland, a Certificate of Employment (työtodistus) is an essential document for future job applications and TE-Services unemployment registrations. Under TSL Chapter 6, Section 7, your employer is legally mandated to provide this upon request.
You have the legal right to choose between two versions:
- Basic certificate (Suppea työtodistus): Lists your job title, key responsibilities, and start and end dates. Contains no evaluation or commentary on why you left.
- Extended certificate (Laaja työtodistus): Includes an assessment of your job performance and conduct, as well as the reason for contract termination.
Step 4: Audit Your Final Pay (Lopputili)
Your final payment must be paid on your final day of employment unless your employment contract specifies that the regular company payroll schedule applies.
Verify that your final pay statement includes:
- Gross base salary for days worked in the final partial month (calculated using divisor 21 under Labour Court TT 2003:1).
- Holiday compensation for all untaken accrued annual leave days (statutory divisor 25 under Annual Holidays Act 13 §).
- Holiday bonus (lomaraha, ~50% of holiday pay) if guaranteed by your collective bargaining agreement (TES).
- Compensation for accrued overtime or flexitime balances.