Home » Guide to working life » Employment relationships » Employment contracts » Zero-hour contracts Last updated: 21.06.2023 Zero-hours contracts and on-demand workers Zero-hours contracts (nollatuntisopimukset) are not allowed in PAM’s collective agreement sectors. The employment contract must always state minimum working hours. Employment relationships Employment contracts Trial period Zero-hour contracts Types of employment relationships Basics of employment relationships Termination of employment End of employment Cooperation and change negotiations Layoffs Terms of employment for young people Holiday and leave Sick leave Working time Wages and holiday bonus Orientation to the work A zero-hours contract is an employment contract which has zero hours as the minimum working hours: for example, the working hours are 0–40 hours/week. On-demand workers (tarvittaessa töihin kutsuttavat) The employment contract can be written so that the worker is an on-demand worker. This means that the worker agrees to come to work only when called. If the worker only comes to work when called, each working period is a separate fixed-term employment relationship. Each of these periods must be legally justified. If the employer really needs a worker all the time, this type of contract is illegal. The worker then has the right to refuse the offered working periods. If the worker’s shifts are listed in a roster and the worker can not refuse to do the shifts, this proves that the worker is really a part-time worker, and minimum working hours must be agreed in the contract. For a real on-demand contract, all four of the following criteria must be met Each shift is agreed separately with the worker The worker has the right to not take a shift The work is not regular (not every day or every week) The worker’s shifts are not listed in the roster
