In Finland, the key difference between regular working hours and flexible working time lies in how work schedules are structured and managed. Regular working hours follow the standard 8 hours per day and 40 hours per week pattern as defined by the Finnish Working Hours Act, with fixed start and end times. Flexible working time (joustava työaika) allows employees to determine, within certain limits, when they start and finish work each day, provided they complete their required average hours over a specified reference period. This arrangement must include defined core hours when all employees must be present, while offering flexibility around these times.
Understanding working hours and flexible arrangements in Finland
Finnish working time legislation provides a comprehensive framework governing how work hours are arranged and compensated across the country. The Working Hours Act (Työaikalaki) serves as the foundation for both standard and flexible working arrangements, establishing the rights and responsibilities of employers and employees.
Regular working hours represent the traditional approach, with employees working set hours each day, typically from 8:00 to 16:00, with precise start and end times. In contrast, flexible working arrangements offer more autonomy to employees regarding when they fulfill their required hours.
Proper implementation of either system requires clear documentation and adherence to legal requirements. For employers, understanding these distinctions is crucial for maintaining compliance with Finnish employment law while creating productive work environments. For employees, these arrangements directly impact work-life balance and job satisfaction.
What are the legal regulations for regular working hours in Finland?
Regular working hours in Finland are governed by the Working Hours Act, which establishes the standard as 8 hours per day and 40 hours per week. This legal framework serves as the foundation for employment relationships across most industries, though variations exist through collective agreements.
Key regulations include:
- Maximum regular working time of 40 hours per week
- Typical distribution across five 8-hour workdays
- Required rest periods, including at least 11 hours of uninterrupted daily rest
- Weekly rest period of at least 35 consecutive hours
- Compensation requirements for overtime work
Employers must maintain accurate records of all working hours, including regular time, overtime, and emergency work. These records must be preserved for at least two years after the end of each calendar year. Collective agreements may establish industry-specific variations to these standards, potentially allowing for different arrangements while still protecting employee rights.
How does flexible working time function under Finnish law?
Flexible working time in Finland operates within specific legal parameters that balance employee autonomy with business needs. Under this system, employees can typically decide when to start and finish their workday, provided they are present during designated core hours and fulfill their required average working time.
The flexible working time system includes several key components:
- Core hours (kiinteä työaika) – Mandatory periods when all employees must be present
- Flexible periods – Times when employees can choose whether to work
- Reference period – The timeframe over which working hours are averaged (typically 3-4 months)
- Maximum flexibility limits – Usually +/- 40 hours that can be accumulated
For example, a common arrangement might include core hours from 10:00 to 14:00, with flexibility to start between 6:00-10:00 and finish between 14:00-18:00. Employees track their hours through monitoring systems, with accumulated hours either carried forward or balanced within the reference period.
The employer and employee must agree on these arrangements in writing, specifying the core hours, flexibility limits, and how accumulated hours will be managed.
What benefits do flexible working arrangements offer to employers and employees?
Flexible working arrangements create significant advantages for both employers and employees in Finland’s modern workplace. These benefits extend beyond simple scheduling convenience to impact overall business performance and employee wellbeing.
For employees, flexible working hours provide:
- Improved work-life balance and reduced stress
- Greater autonomy over personal schedules
- Easier management of family responsibilities and personal appointments
- Reduced commuting during peak hours
For employers, benefits include:
- Enhanced productivity through allowing employees to work during their most effective hours
- Improved employee retention and satisfaction
- Extended operational hours without increased staffing costs
- Potential reduction in absenteeism and sick leave
Research consistently shows that well-implemented flexible arrangements contribute to higher employee engagement. For Finnish businesses managing payroll and HR functions, flexible working time can initially require more sophisticated tracking systems but often leads to more efficient workforce management overall.
How can companies implement a flexible working time system legally?
Implementing a flexible working time system in Finland requires careful planning and documentation to ensure legal compliance. Companies must follow specific steps to establish arrangements that benefit both the business and employees while meeting all regulatory requirements.
The implementation process should include:
- Reviewing relevant collective agreements that may affect flexible working arrangements
- Drafting a written flexible working time policy that specifies:
- Core working hours when employees must be present
- Flexible bands at the beginning and end of the workday
- Maximum accumulation limits (typically +/- 40 hours)
- Reference period for balancing hours (usually 3-4 months)
- Establishing reliable time-tracking systems that accurately record hours worked
- Creating clear procedures for approving exceptional circumstances
- Communicating the policy to all affected employees
- Obtaining written agreement from employees participating in the scheme
Proper payroll administration is essential when implementing flexible working arrangements. Our team at Firmally can provide guidance on efficient tracking systems that ensure compliance with Finnish employment legislation while simplifying administrative processes for both employers and employees.
Key considerations when choosing between regular and flexible working models
When deciding between regular and flexible working hours, organisations should evaluate several factors to determine which model best suits their operational needs and workplace culture. Both systems have distinct advantages and challenges that impact how work is structured and managed.
Regular working hours provide:
- Consistent scheduling and predictability
- Simpler administration and monitoring
- Clear boundaries between work and personal time
- Straightforward overtime calculations
Flexible working arrangements offer:
- Greater employee autonomy and satisfaction
- Potential for extended service hours
- Adaptability to varying workloads
- Competitive advantage in recruitment
The decision should consider industry requirements, team coordination needs, and the nature of the work performed. Some roles necessarily require presence at specific times, while others can benefit from flexibility. Regardless of the chosen model, compliant payroll processing remains essential. Employers must maintain accurate records and ensure correct compensation, particularly when managing flexible arrangements with accumulating hour balances.
For many Finnish businesses, hybrid approaches that combine elements of both systems offer the best solution, providing structure where needed while accommodating flexibility where possible.
