When can I take my annual leave?

  • Employee must have the opportunity to present his or her opinion on the timing of the annual leave but the employer decides the final timing, within the limits of the holiday period.
  • Employer must inform the employee about the timing of the leave at the latest one month before the beginning of it. If this is not possible, the timing can also be informed later yet at the latest two weeks before the beginning of the leave.
  • At least 24 working days of the annual leave must be placed on the holiday period, i.e. May 2–September 30.
  • If more than 24 days of leave have been accrued, the rest of the leave must be given as winter holiday between October 1–April 30.
  • As a rule, both summer and winter holidays shall be given in one block.
  • With the employee’s approval, or when workplace operations so require, the leave period exceeding 12 working days may be given in one or more sets of days.
  • Winter holiday may be divided only with the approval of the employee.
  • The employee and the employer may agree that annual leave is taken between the beginning of the calendar year of the holiday season and the beginning of the following year’s holiday season. In addition, parties may agree that the remaining days exceeding 12 working days will be taken at the latest within one year from the end of the holiday season.
  • Employee may save part of the accrued leave and carry it over to be taken later.
  • If the employee has, at termination of the employment relationship, accrued but not taken annual leave days, they will be paid as holiday compensation with the final pay.

How does falling ill impact the annual leave?

  • If the employee in incapable to work at the beginning of the annual leave or a pre-planned medical operation or similar falls into the leave period, the part of the leave that is affected by it shall, at the request of the employee, be delayed to a later stage.
  • If the employee falls ill or has an accident during his or her annual leave, the leave must be delayed, at the employee’s request, to a later stage after a six-day waiting period. The employee always has the right to a 4-week leave.
  • The leave is not automatically delayed but the employee has to request it. The postponement must be requested, explicitly and without delay, and the employee must present a reliable explanation of his or her incapacity to work.
  • Delayed summer holiday, due to incapacity to work, must be given during the holiday season and delayed winter holiday before the beginning of the next holiday season. If this is not possible, the delayed summer holiday may be given after the holiday season within the same calendar year and winter holiday by the end of the following calendar year. If, however, incapacity to work continues and leave cannot be taken as described above, the untaken part of leave shall be compensated by holiday compensation.