Family leaves are based on the Employment Contracts Act. They secure the employee’s right to maternity, special maternity, paternity, parental and child care leave, and the right to be absent from work for unforeseeable or compelling family reason. Family leaves are subjective rights, provided that their preconditions are met. You may also have the right to be absent from work for other family reasons.
To be entitled to family leave, you need to notify your employer in time. If the employee follows the set time limit, the employer may not decline to grant family leave. Managerial employees need to notify the employer at the latest two months before the intended leave. The notification must include the start and finish date of the family leave.
Read more on membership fee discount during family leave!
Statutory family leaves are often still regarded as women’s rights. Only a few male members of The Finnish Business School Graduates a year report of being on a longer family leave.
We encourage men to take family leave and hold on to their rights to bear family responsibilities and spend time with their children.
• After family leave, employees have the primary right to return to their old work.
• If this is not possible, the employee has to be offered work corresponding to the old work, and if this is not possible either, other work corresponding to the employment contract.
• Approximately one third of business school graduates encounter problems when returning to work after family leave. The job has either disappeared or deteriorated, as regards job content and its requirements. In unclear cases, please consult our lawyers.
• Many start to think about new career options while on family leave. Our career coaches support you in these considerations.