If you work in Finland, manage a Finnish team, or hire Finnish staff remotely, understanding Finland’s working time rules matters. These rules affect pay, scheduling, employee wellbeing, night and shift work, and legal compliance. Finland aims to balance employers’ need for flexible operations with strong protections for workers’ health and family life.

A clear legal baseline (daily and weekly limits, rest periods, overtime rules) plus room for sector specific arrangements through collective agreements and agreed flexible systems. This post unpacks that framework, explains the key technical rules in plain language, and gives practical guidance so employers and employees know what to expect and how to act.

Overview: sources of Finland’s working time rules

Finland’s working time system rests on three layers:

1. The Working Hours Act (national statute); sets the main legal limits (daily and weekly regular working time, overtime, rest periods, night work rules). Employers and workers must follow it unless a specific statutory exception applies.
2. EU law the Working Time Directive (2003/88/EC); sets minimum standards (weekly maximums, daily rest, paid annual leave) that national law implements. Finland aligns its rules with the Directive.
3. Collective agreements and employment contracts; the many sectoral collective agreements in Finland (and individual contracts where allowed) can refine or extend working time arrangements within the boundaries the law permits. Employers commonly use collective agreements to implement averaging periods, flextime systems, or shift work schedules.

When employers design schedules, they must respect the statute and any applicable collective agreement; when in doubt, national law and binding collective agreements set the floor.

The basic numbers: daily and weekly caps

Regular working time (the general rule)

• Daily limit: Regular working time normally may not exceed 8 hours per day.
• Weekly limit: Regular working time normally may not exceed 40 hours per week.

These are the default limits the Working Hours Act establishes for a “general working time arrangement.” Employers often use them as the baseline schedule (e.g., five 8 hour days).

Averaging options

The law allows employers and employees (or collective agreements) to use averaging: you can average weekly working time over a longer period (for example, 4 weeks, or by collective agreement even longer) so some weeks exceed 40 hours while overall average meets 40 hours. However, daily working time still typically may not exceed 8 hours unless the Act or a collective agreement provides otherwise. The averaging arrangement must comply with the Act and collective agreements.

Upper statutory ceilings

The Working Hours Act and related rules also set maximums for exceptional situations and overtime; for example, total weekly working hours including overtime may not exceed certain statutory ceilings (see the overtime and maximum working time section below). The precise maximum depends on the specific arrangement and sector.

Overtime: when it applies, limits and compensation

What counts as overtime?

Finnish law distinguishes regular working time (the hours an employee is normally expected to work) from overtime, which occurs when an employee works in excess of agreed regular working time limits (e.g., beyond 8 hours/day or 40 hours/week, depending on the arrangement) and the employer orders or accepts the extra hours. Collective agreements often specify how overtime calculates and when the employer can require it.

Overtime limits

• The Act caps overtime to protect worker health. The maximum permitted overtime within specified periods depends on the applicable collective agreement and statutory ceilings. Under many rules, overtime cannot exceed a defined number of hours per 4 week or 52 week averaging periods. The statutory text and collective agreements together determine precise numerical limits for each sector.

(Practical note: employers must check the relevant collective agreement. In many sectors the agreement states the maximum overtime per 4 week or other period. Where no collective agreement applies, the Act provides default overtime rules.)

Overtime compensation

• Employers normally must pay an overtime premium for overtime hours (a percentage above the ordinary hourly pay) or, where agreed, compensate with time off in lieu. The premium rate and whether the employer can offer time off in lieu instead of pay typically appear in collective agreements. The Act sets the right to compensation but allows collective agreements to specify the details.

Daily rest, weekly rest and breaks

Proper rest rules receive heavy protection under both EU and Finnish law. They aim to protect safety and health and to secure predictable free time.

Daily rest

Finland follows the principle of daily rest: normally the worker must have a minimum unbroken daily rest period (night rest). The EU directive requires at least 11 consecutive hours of rest per 24 hour period; Finland’s national rules align with that standard through the Working Hours Act and implementing practice.

Weekly rest

• Statutory weekly free time: As a rule, employees must receive at least 35 hours of uninterrupted free time during each period of seven days, and Finland prefers this to fall around Sunday. The 35 hour weekly free time may be averaged out over a 14 day period in certain arrangements, but the employee must always get at least 24 hours off each seven day period.

Breaks during the working day

Employers must provide breaks during the working day in line with the length of work: for example, longer shifts carry the right to longer or multiple breaks. The Directive and national law require reasonable breaks so employees can recover. Collective agreements typically spell out the exact timing and paid/unpaid nature of breaks.

Night work and shift work: special rules

Night work

• Night work carries distinct protections because it affects health. Night work commonly covers certain hours (e.g., 11pm 6am) depending on sector and agreement. Employers must limit the amount of night work and provide health surveillance for night workers in risk categories. Collective agreements often set premiums for night work. National law implements the Directive’s protections for night workers.

Shift work

Shift schedules must respect daily and weekly rest rules and maximum working time limits. Employers using shift systems must ensure that the roster provides adequate rest between shifts, comply with maximum weekly/average limits, and apply any applicable collective agreement provisions on premiums, shift rotation, and health measures.

Recording working hours and time tracking

Recent EU focus on enforcing working time rights increased emphasis on accurate time recording. While the Working Time Directive does not prescribe a single method, it requires Member States to ensure that workers can prove the duration of their working time. Finland and many employers implement time-records to demonstrate compliance.

• Finland requires employers to keep a record of working hours for employees covered by the Act; collective agreements often add precise requirements for what to record, how long to keep records, and employee access. Since mid 2024 the EU spotlight on time tracking reinforced national practices to keep reliable records of start/end times, breaks, and overtime.

Practical point: implement a robust, auditable time recording system (digital or manual) that stores entries for the legally required retention period. Doing so protects employers in inspections and gives employees clarity on pay and overtime.

Collective agreements & flexibility: how sector rules change the picture

Finnish labor markets use collective agreements extensively. These agreements frequently govern working time more precisely than the Act does. They may:

• Allow longer averaging periods for weekly hours (so some weeks exceed 40 hours while averages remain lawful),
• Define special shift systems or on call rules,
• Set overtime premium percentages and rules for compensatory time off,
• Specify record keeping and scheduling practices.

Where a collective agreement applies, employers and employees must follow it it binds employers in that sector even if individual contracts would differ. Many practical working time choices happen at this level, so HR teams need to check the applicable collective agreement carefully.

Exceptions and special sectors

The Working Hours Act contains exceptions and special rules for sectors where continuous operation or public safety requires different treatment. Typical exceptions include:

• Health care and social services (hospitals, emergency services); must arrange continuous coverage; law and agreements set special shift and rest rules.
• Transport and logistics; EU transport rules and national law impose sector specific limits and rest requirements.
• Agriculture and seasonal work; different averaging periods may apply.
• On call work, standby duty, and emergency callouts; the rules differ on whether the standby counts as working time, and collective agreements shape compensation.

Employers in special sectors must combine the Act, sectoral regulations, and collective agreements to design lawful schedules.

Employer obligations and compliance checklist

Employers must actively manage working time and document compliance. Key obligations and practical steps include:

1. Respect statutory limits; do not schedule regular working time beyond 8 hours/day or 40 hours/week unless an allowed averaging or sectoral rule applies.
2. Provide required rest; daily rest, 35 hours of weekly uninterrupted free time (or appropriate averaging), and regular breaks.
3. Record working hours; keep accurate records of start/end times, breaks and overtime; maintain records in an auditable way.
4. Respect overtime rules and premiums; pay overtime premiums or grant agreed time off in lieu, as required by law and collective agreements.
5. Check collective agreements; identify relevant collective agreements and apply their working time provisions; where none exists, follow statutory default rules.
6. Manage night work and high risk schedules; limit night work exposure, provide health surveillance when needed, and ensure adequate rest between shifts.
7. Provide clear contracts and schedules; specify regular working time, overtime terms, flextime or averaging arrangements, and on call rules. Clear documentation reduces disputes.
8. Train supervisors; ensure line managers understand rest and overtime entitlements and the legal limits on scheduling.

Prepare for inspections; labor authorities may inspect records; keep documentation ready and correct.

Employee rights and practical steps

Employees enjoy strong protections but should know how to assert them:

• Know your standard hours; check your contract and any applicable collective agreement. The contract should state your regular working hours and the reference period for averaging.
• Track your time; keep personal records of your start/end times and breaks; those records help when disputes arise.
• Monitor rest and weekly free time; ensure you receive at least 35 uninterrupted hours per 7 day period (or at least 24 hours each 7 day period if averaging applies). Report breaches to your supervisor or, if unresolved, to occupational safety authorities.
• Understand overtime pay; ask HR how overtime premiums work in your workplace and whether you can take time off in lieu. Collective agreements often specify rates and compensatory time rules.

Raise health concerns early; extended night work or excessive overtime can harm health; raise the issue with occupational health services if concerned.

Recent or notable developments that affect practice

Two developments have increased employer focus on compliance and record keeping across the EU and Finland:

1. EU emphasis on time tracking: enforcement trends at the EU level and court rulings have pushed Member States and employers to maintain demonstrable records of working time so workers can prove their hours and rest entitlements. This increased scrutiny affects Finnish employers too.
2. Working Hours Act reform (2019 2020 update): Finland updated its Working Hours Act to allow more flexible arrangements (e.g., longer daily flextime windows, increased upper limits for saved hours under flexitime). Employers need to apply the post 2020 rules and sector agreements correctly when arranging flexible working times.

(Practical reminder: laws and collective agreements occasionally change. Always confirm current text with the Ministry of Economic Affairs and Employment, official government guidance, or legal counsel for complex situations.)

Examples and illustrations (typical scenarios)

Below I show several typical scheduling scenarios and how the law generally applies (remember: check the sector collective agreement for specific numbers).

Scenario A  Standard office job

• Employer schedules 5 days × 8 hours = 40 hours/week.
• This fits the general rule; no overtime, daily rest and weekly free time apply as normal.

Scenario B  Averaging over 4 weeks

• Employer asks employee to work 45 hours one week and 35 the next two weeks, averaging 40 over four weeks.
• This can be lawful if the employer uses a permitted averaging arrangement and daily hours do not exceed permitted daily limits. Keep records to show the average.

Scenario C  Night shift nurse

• Nurse works rotating night shifts with on call periods.
• The employer must respect night work protections, ensure adequate rest between shifts, and follow collective agreement terms on premiums and maximum night work exposure. Health checks may apply.

Scenario D  Overtime after sudden workload spike

• Employer asks staff to do an extra 12 hours in a week.

If that breaches the regular limit, the hours may count as overtime and attract premium pay or compensatory leave per the collective agreement. The employer must not exceed legal overtime ceilings and must document the overtime.

Court practice and enforcement how disputes reach resolution

Finnish courts and labor authorities evaluate compliance with the Working Hours Act, collective agreements, and EU rules. Authorities examine records, employment contracts, and schedules. Workers can bring complaints to occupational safety authorities or labor courts when employers breach rest or overtime rules. Accurate, transparent time records help employers defend their arrangements; they also help workers enforce their rights.

Designing compliant rosters: practical tips for HR

1. Start from the law and the collective agreement. Always check the applicable collective agreement before designing schedules.
2. Use averaging carefully. If you average weekly hours over several weeks, document the schedule and confirm employees understand the reference period. Ensure daily limits still apply.
3. Limit night work exposure. Rotate night shifts sensibly and offer health surveillance when required. Provide compensatory rest after intense night periods.
4. Record everything. Use reliable time-tracking and retain records in case of inspection. Consider digital solutions that produce auditable logs.
5. Plan for emergency overtime. Keep clear rules on how emergencies trigger overtime, how the employer will compensate, and how to avoid breaching maximum overtime ceilings.
6. Communicate. Publish rosters in advance, notify employees of changes promptly, and explain overtime and leave policies. Good communication reduces disputes.

Train managers. Make sure those who approve extra hours know the legal limits.

Frequently asked questions (FAQ)

Q: Can an employer require more than 8 hours in one day?
A: The general rule caps regular daily working time at 8 hours. Certain arrangements (collective agreements or specific provisions) permit extensions or flextime that temporarily change the daily pattern, but these must still respect legal limits on weekly averages and overtime rules. Always check the applicable collective agreement.

Q: What is the maximum workweek including overtime?
A: The Working Time Directive sets a maximum average workweek (48 hours) in EU terms, but national law and sector agreements define precise maximums and averaging rules. Finland’s Working Hours Act provides the statutory frame, and collective agreements often set practical ceilings for overtime. For accuracy in a particular sector, consult the Act and the relevant collective agreement.

Q: Does standby time count as working time?
A: It depends. If the worker must stay at the workplace or is otherwise prevented from using the time freely, standby typically counts as working time. If the standby allows the worker to live normal life and they only need to be contactable, it may not. Collective agreements often clarify on call treatment and pay.

Q: How long do employers have to keep working-time records?
A: The retention period arises from national rules and sector practice. Many employers keep records for several years to satisfy inspection requirements; consult guidance and the sectoral collective agreement. Since the EU and Finnish authorities emphasize proof of hours, retaining records for a reasonable period is necessary.

Q: Can employees refuse overtime?
A: Employees may refuse overtime in certain circumstances (e.g., health reasons, family responsibilities). However, employers may require overtime subject to legal limits and collective agreement rules. If in doubt, employees should discuss with HR and, if necessary, union representatives.

Checklist: quick reference for employers and HR

• Confirm the applicable collective agreement for your workplace.
• Ensure standard schedules do not exceed 8 hours/day and 40 hours/week, unless permitted averaging applies.
• Provide 35 hours uninterrupted weekly free time or comply with permitted averaging.
• Record start/end times, breaks, overtime, and on call time reliably.
• Apply overtime premiums or agreed compensatory time off in line with law and agreements.
• Monitor night and shift work exposure and provide health checks if required.

Train managers and publish rosters in advance.

Final thoughts and where to check for updates

Finland combines a protective national statute with extensive sectoral collective agreements, producing a practical and predictable framework for working time. The key legal touchstones are the Working Hours Act and the EU Working Time Directive, but everyday practice often depends on the sectoral collective agreement. Because rules, collective agreements, and enforcement emphasis can change, I recommend employers and HR teams consult:

• The Finnish Ministry of Economic Affairs and Employment (guidance on working hours).
• Työsuojelu (Occupational Safety and Health) guidance for rest periods and enforcement practice.
• The official Working Hours Act text and government summaries (English translations exist).
• Your sector’s collective agreement (union or employer association).

If you want, I can:

• Produce a one page compliance checklist you can give to HR, or
• Draft sample contract clauses for regular working time, overtime and flextime that reflect Finnish law and a chosen collective agreement model.

Which would you like next?