A long sick leave often raises concerns not only about health but also about income. Many people ask how long the employer will pay their salary and what happens afterward. Paid sick leave is determined by the Employment Contracts Act, collective agreements, and the employer’s own practices. When the employer’s salary payments end, income continues through Kela’s sickness allowance and, if necessary, rehabilitation support or disability pension.
It is important to remember that sick leave does not always mean complete absence from work. In Finland, several models exist to support staying in work and returning to work.
How long does the employer pay salary during sick leave?
The length of paid sick leave depends on several factors: the duration of employment, collective agreements, the employer’s practices, and ultimately the Employment Contracts Act. In sectors covered by Pro’s collective agreements, the employer typically pays salary for 1–3 months depending on the length of employment, which is considerably more than the minimum required by law. Often, the longest paid sick leave in collective agreements requires over five years of continuous employment.
Because the length of paid sick leave depends heavily on both collective agreements and employer practices, the most important advice is always to check your sector’s collective agreement and your workplace’s policies, for example with your union representative.
If no collective agreement applies at your workplace, the Employment Contracts Act requires the employer to pay full salary for the first nine working days (Monday–Friday) following the first day of illness, provided the employment has lasted at least one month. For employment under one month, half of the salary is paid.
During the period when the employer pays full salary, they have the right to claim back the portion of Kela’s sickness allowance that corresponds to the payment.
What happens when employer-paid salary ends?
When the employer’s obligation to pay salary ends, income transitions to Kela’s sickness allowance. This allowance can be received for a maximum of 300 working days (Monday–Saturday), approximately one year from the start of sick leave. The allowance is based on annual income. For someone with an average income of around 3,500 € per month, the sickness allowance is roughly 50% of the monthly salary. During the period of paid salary, Kela pays the allowance to the employer, and this period counts toward the 300-day maximum.
Supporting work ability during sick leave
Sick leave does not necessarily mean full absence from work. Several models have been developed in Finland to support staying at work and returning to work.
One method is a work trial organized by occupational health services. If sick leave lasts more than 30 days, the employer must notify occupational health so that the employee’s return can be planned in time. During a work trial, the employee can return to modified tasks. The employer pays salary during the work trial arranged by occupational health, and Kela pays rehabilitation allowance to the employer for up to 45 working days (Monday–Saturday).
Another option is partial sickness allowance. This allows the employee to continue working part-time, typically 40–60% of full-time hours. Kela pays half of the calculated sickness allowance. This arrangement can last up to 150 working days (Monday–Saturday). During partial sick leave, the employer pays at least the portion of salary corresponding to the part-time work hours. If the employer pays full salary, Kela reimburses the partial sickness allowance to the employer. Partial sickness allowance has proven particularly useful for mental health conditions, as staying at work supports recovery.
The most important advice for those on extended sick leave is not to wait for the leave to end. Instead, it is advisable to consider, together with an occupational health doctor and the employer, whether a gradual return to work would be a good option. Partial sickness allowance is applied for from Kela and requires a medical certificate.
Extended sick leave and Kela’s 300-day limit
If the illness continues beyond 300 working days, Kela’s sickness allowance ends. A comprehensive B medical certificate should be submitted to the earnings-related pension institution at least a couple of months before the 300-day maximum, so that the employee’s possible entitlement to pension benefits under employment pension legislation can be processed before the allowance ends. Based on the B medical certificate, the pension institution assesses whether the employee’s return to work can be supported through vocational rehabilitation.
Vocational rehabilitation from the pension institution may include a work trial initially with reduced hours or supplementary/retraining courses. Rehabilitation allowance is paid during this period, equal to the employee’s calculated disability pension plus 33%.
If vocational rehabilitation is not deemed appropriate, temporary disability pension, i.e., rehabilitation support, may be considered. During this period, the type of medical treatment and rehabilitation needed to support work ability is assessed, as well as other means to continue the work career.
The goal of all support measures is for the employee to return to work, either in tasks adapted to their work ability or in entirely new employment.
Other frequently asked questions about sick leave
Do I always need a medical certificate?
Yes. A medical certificate is required both for the employer and for Kela benefits. For prolonged sick leave, a more comprehensive B medical certificate is required for both Kela and the pension institution.
Can I receive other support during sick leave?
Yes. If necessary, you can apply to Kela for housing allowance or social assistance if your income drops significantly.
Experts interviewed for this article: Roni Jokinen, National Collective Agreement Specialist and Pauliina Juntunen, Social Security Advisor.