28.04.2026 | Articles, SAVALnews
When I am writing this, it is again the time of year when annual holidays are surely on the minds of experts and supervisors. The holiday credit year ends at the end of March, winter holidays are still being taken and planning for summer holidays has already begun. This is, therefore, the perfect time to review the basics concerning holidays.
According to the Annual Holidays Act, an employee is entitled to two and a half weekdays of holiday for each full holiday credit month. If, by the end of the holiday credit year, the duration of the employment relationship has been an uninterrupted period of less than one year, the employee is entitled to two weekdays of holiday for each full holiday credit month. A full holiday credit month is considered to be a calendar month during which an employee has accumulated at least 14 days at work or the equivalent of days at work.
In the case of part-time work, where the employee works so few days that they do not accumulate 14 days at work in any month or they accumulate 14 days at work in only some of the calendar months, a full holiday credit month is considered to be a calendar month during which the employee has accumulated at least 35 hours at work or the equivalent of hours at work. In practice, this means that if the employment relationship has started on the first working day of April and the employment relationship continues until the end of March so that all the months are full holiday credit months, the employee will have earned a full 30 days of holiday.
The annual holiday must be given to the employee at the right time and, as a rule, as an uninterrupted period. This is, of course, ideal in terms of supporting an employee’s work ability and is also the reason why there are limitations on the possibilities to carry over the holiday, divide it or to pay monetary compensation for the holiday time.
The employer and the employee may agree on the timing of the holiday within the boundaries set by law. Ultimately, however, the employer has the right to determine the timing of the holiday. Before determining the timing of the holiday, the employer must give the employee an opportunity to express their views on the matter. If the employer determines the timing of the holiday, they must notify the employee of this no later than one month before the start of the holiday. If this is not possible, the notification may be given at a later date, but no later than two weeks before the start of the holiday. Any deviations from the main rule must be justified on grounds relating to the employer’s production and service operations in order to handle large orders or unexpected absences from the workforce.
Generally speaking, a total of 24 weekdays of the annual holiday must be taken during the holiday season (summer holiday), i.e. between 2 May and 30 September. The winter holiday must be granted by the start of the next holiday season. As a rule, the summer holiday and winter holiday must each be granted as uninterrupted periods. However, a portion of the summer holiday exceeding 12 weekdays can be divided into one or more parts if it is necessary for work continuity. In addition, in seasonal work, summer holidays may be granted outside the holiday season during the same calendar year.
Holiday time is applied to weekdays. In the Annual Holidays Act, weekdays refer to days of the week other than Sundays, church festivals, Independence Day, Christmas Eve, Midsummer Eve, Easter Saturday and May Day. If the employee’s summer holiday falls on Midsummer week, they will only use up four holiday days for this week.
Holidays accrued but not taken by the end of the employment relationship are paid as holiday compensation. If the employment relationship continues, the holiday can only be given in the form of monetary compensation as a special exception. When an employee falls ill before or after the start of the holiday, they have the right, by their own request, to postpone the entire holiday (if the request has been made before the start of the holiday) or for the portion of the holiday exceeding the six-day waiting period (if the request has been made during the holiday).
A postponed summer holiday must be granted during the holiday season and a winter holiday before the start of the next holiday season. If it is not possible to grant the holiday in this way, the holiday must be granted during the holiday period of the subsequent calendar year, but no later than the end of that calendar year. If it is not possible to grant a holiday in the aforementioned manner due to an ongoing incapacity for work, the accrued holiday will be reimbursed by means of holiday compensation.
The employee is entitled to receive their full salary throughout the annual holiday. If, during the holiday credit year, an employee receiving a monthly salary has been paid or is due any other pay (sale commission, etc.) that is not determined on the basis of temporary circumstances, they will also receive holiday pay in accordance with their average daily salary. The holiday bonus is not statutory and is usually based on a collective agreement.
Have a very pleasant and relaxing holiday!
Jaana Liimatainen Labour Market Lawyer at ASIA ry
The article can be read also on ASIA membership magazine 2/2026. Photos: Jani Laukkanen and Adobe. ASIA contact information can be found here.
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