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Home » PAM survey: collective agreement pay and shift provisions are being violated in the property services sector
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20.03.2026 14:26

PAM survey: collective agreement pay and shift provisions are being violated in the property services sector

More than 2,000 property services professionals responded to PAM’s survey on how employment terms are being implemented. Many of the problems concern part-time employees in the sector.

Few months ago, PAM asked employees in the property services sector how well the sector’s collective agreement is being followed in day-to-day workplace practices. A total of 2,101 responses were received. Of the respondents, 76 per cent worked in cleaning and sanitation tasks. Around one fifth of respondents, or 18 per cent, worked as property maintenance workers.

Of the respondents, 74 per cent worked full-time. Part-time employees accounted for 24 per cent of respondents.

Cases related to labour exploitation have been highlighted in public discussion. In addition to these most blatant violations, the latest survey results show that the sector also has problems especially in paying supplements and compensation in accordance with the collective agreement, as well as in the predictability of work shifts.

Many employees do extra hours without pay

Among part-time respondents, 71 per cent said they continue their working day beyond the scheduled hours and finish the tasks assigned to them. Of the part-time respondents who extend their workday, and of full-time respondents, only 55 per cent say they are paid for the extra hours.

— It is extremely worrying that so many employees are doing extra hours without pay. There should be nothing unclear in the collective agreement provisions concerning additional work, says Ulla Moilanen, collective bargaining specialist responsible for the property services sector.

Many of the open-ended responses repeat the same themes: constant rush and insufficient time allocated for work at sites, creating a regular need for extra hours. According to the results, this constant pressure is not a challenge faced by individual companies alone, but a structural problem affecting the sector.

In addition, 12 per cent of all respondents said they are not paid for travelling between work sites. Among part-time respondents, as many as 23 per cent said this travel time is unpaid.

— There should be nothing unclear for employers here either. Travel between sites counts as working time under the collective agreement and wages must be paid for it.

Poor predictability of shifts and inadequate working hours reviews for part-time employees

More than half of all respondents (51%) consider shift changes or excessively short notice to be a problem. Under the collective agreement, the work schedule must be given to employees at least one week before it comes into effect. Changes to the schedule may only be made by mutual agreement or, on the employer’s initiative, for a compelling reason no earlier than five calendar days in advance.

One in ten respondents also said they do not know their shifts a week in advance, or that the shifts keep changing constantly.

— Planning your own life becomes impossible if work shifts are constantly changed or communicated late in violation of the collective agreement, Moilanen says.

There are also shortcomings in the working hours reviews for part-time employees. Under the collective agreement, the employer and the part-time employee must review, at least every 12 months, whether the actual hours worked correspond to the working hours agreed in the employment contract.

Of the part-time respondents, 39 per cent said they regularly work more hours than agreed in their employment contract. Of these respondents, 63 per cent said no working hours review had been carried out with the employer.

— Carrying out a working hours review is not a matter of opinion, but a requirement of the collective agreement. The actual working hours of every part-time employee must be reviewed annually.

Problems with sick leave certificates lead some employees to take unpaid sick leave

The survey also revealed a wide range of problems related to sick leave. Eleven per cent of respondents said they are not allowed to use occupational health services if they fall ill. In addition, attitudes towards remote appointments vary. Nearly one fifth (18 per cent) said that a sick leave certificate issued through a remote appointment had not been accepted.

— The use of remote appointments is already part of everyday practice in medical services, yet certificates issued through remote appointments are still not accepted everywhere. There should not be this kind of discrepancy between different medical service providers, and we are currently seeking a solution to the matter.

Overall, the survey results show that these problems are not isolated cases but affect companies across the sector on a broad scale. Violations of employment terms undermine employees’ wellbeing and reduce the attractiveness of the sector.

— The collective agreement and labour legislation must be complied with in full. The work must fit within the scheduled working time, and wages must be paid for work performed. This cannot be too much to ask, Moilanen concludes.

The collective agreement must be respected 100%

PAM is currently running a campaign in the property services sector to remind employers that the collective agreement must be followed one hundred per cent in every respect.

Strengthen our demand by recommending PAM membership to a co-worker or by electing a PAM shop steward at your workplace if there is not one already.

The more members there are at the workplace, the stronger our 100% demand will be!

Read more about the campaign on the property services sector page

Text: Pauli Unkuri

Keywords:

property services sector

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