As the summer holidays approach, many people start to think about their accrued annual leave, the number of days they have available, and when they can actually take their holiday. At the same time, they wonder what will happen if they fall ill before or during their holiday. Can their boss cancel a holiday that has already been approved? In this article, we have compiled answers to the most common questions we are asked about holidays in the private sector.
Applying for annual leave and granting leave
Workplaces usually have their own practices for submitting holiday requests. Some collect holiday requests by a certain date, while others allow flexible submission of requests through a system.
It is important to remember that a holiday request is not a binding decision, but a request made by the employee. According to the Annual Holidays Act, the employer determines the timing of annual holidays. Employers often take requests into account as much as possible and try to grant holidays at the time requested by employees.
The holiday only becomes binding once the employer has confirmed the dates. Depending on the workplace, this may be done in the HR system, by email, verbally with the line manager or as a holiday decision from the HR department.
Once the date has been confirmed, it is binding on both parties. After this, neither party can unilaterally change the holiday without agreement.
Changing the date of annual leave
If your plans change and you would like to move your holiday week to a later or earlier date, it is important to know that you cannot unilaterally change a confirmed holiday. A change is only possible if agreed with your employer.
The employer cannot change the confirmed holiday without discussing the matter. This also provides security for the employee: if, for example, you have booked a trip, the employer cannot unilaterally change the timing of your holiday.
If the need for a change arises, contact your supervisor as early as possible.
Accrual of annual leave
Annual leave accrual is based on the leave determination year, which is the period from 1 April to 31 March. If your employment has continued for at least one year by 31 March, you will accrue 2.5 days of leave for each full leave determination month. If your employment relationship began after 1 April 2024 (or lasted less than one year by 31 March), you will accrue 2 days of holiday for each full holiday determination month.
For part-time employees, holiday accrual may be based on either the 14-day or 35-hour rule under the Annual Holidays Act. You can check your own accrual with your union, for example.
Long periods of absence, such as sick leave or temporary lay-off, may reduce the number of holiday days accrued. If necessary, check your situation with your employer.
Read more about annual leave accrual.
Annual leave calculator – help with calculating holiday days
Calculating annual leave accrual can seem complicated, especially at the beginning of your career or when your working hours change. The annual leave calculator is a handy tool that helps you estimate the number of leave days you have earned. Although more experienced employees are often familiar with the accrual rules, the calculator can clarify the situation when considering the effects of absences or part-time work, for example.
Go to the calculator (in Finnish)
Holiday season and granting holidays
The summer holiday season is from 2 May to 30 September. During this period, employees are entitled to take most of their summer holidays. As a rule, summer holidays are granted as a continuous period of 24 working days.
The employer must consult the employee about the timing of the holiday. You can submit your preferences for the timing of your holiday, for example, by submitting a holiday request. The employer decides on the final timing and, as a rule, notifies the employee of this one month, but no later than two weeks before the start of the holiday.
Summer holidays should be granted as a single period. If the employer divides the holiday into parts, at least one part must be 12 working days long. Different workplaces may have different practices regarding holidays.
Use of holiday days
Holiday days are used up on weekdays (usually Monday to Saturday). Sundays, church holidays, Independence Day, Christmas Eve, Midsummer Eve, Easter Saturday and May Day do not use up holiday days. In summer, Midsummer Saturday does not use up holiday days.
If the holiday is taken in parts, collective agreements may stipulate that Saturdays do not count as holiday days. In addition, your workplace may have practices regarding the use of Saturdays when holidays are taken as individual days. It is advisable to check these exceptions with your shop steward, for example.
Holiday pay and bonus
For those on a monthly salary, holiday pay is usually the same as the normal monthly salary. For part-time workers whose working hours and pay vary, holiday pay is often calculated as a percentage or based on average pay in accordance with the collective agreement. If your part-time status changes during the holiday determination year, calculating your pay can be complicated – if necessary, ask for advice from your payroll department or union hotline.
Holiday bonus, also known as holiday return bonus, is typically 50 per cent of holiday pay. The payment date and calculation rules are determined by the collective agreement and workplace practices. Holiday bonus can be paid together with holiday pay or at a separately agreed time.
It is possible to agree with your employer to exchange all or part of your holiday bonus for time off. Always remember to make a written agreement about this.
Read more about holiday pay and bonus.
Saving holiday days
You can also save your annual leave. You can agree with your employer to save any leave exceeding 18 days, and you are entitled to save any leave exceeding 24 days.
It is important to draw up a written agreement on the exchange of Holiday bonus or the saving of holiday days. If necessary, you can get help from your shop steward or union office.
Falling ill on holiday – what to do?
Falling ill during or just before your holiday often raises questions.
If you fall ill before the start of your agreed annual holiday, you have the right to request a transfer of your holiday. Notify your employer of your illness without delay and submit a separate request to postpone your holiday. If necessary, provide a medical certificate. Postponement of holiday is not automatic, so it is important to submit a request to postpone your holiday.
If you fall ill during your annual leave, you can request a transfer of your leave days if your incapacity for work lasts for more than six days during your leave. These six days can also be accumulated from several shorter periods of illness during your holiday. Notify your employer immediately if you fall ill and submit a medical certificate upon request.
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