Contact information 

Please notice that PAM and Unemployment Fund helplines are experiencing high call volumes especially in the morning. Answers to many questions is found on our web site.

Membership services

030 100 630 10 am to 2 pm

Employment advice

030 100 625  10 am to 2 pm

Unemployment benefit advice 

020 690 211 10 am to 2 pm

Service hours during summer

The telephone services  in the summer from Monday to Tuesday and Thursday to Friday between 10 am and 2 pm. 

PAM's regional offices will be closed from 5 July until 30 July, except forthe Helsinki-Uusimaa regional office, which is open the whole summer.

Working hours

Due to the coronavirus many workplaces are in a situation where work has decreased or they have been aiming to change work shifts. Changes to working hours or shifts must be made in accordance with the agreements in place, however.

In addition to changes in work duties, the way employees work can also have possibly changed due to the corona epidemic. Teleworking has increased. 

On this page you will find answers to the questions below. To get to the answer, scroll down the page or click the question. 

Can an employer cancel work shifts due to the coronavirus? 
When must my employer give me the shift list
Can my employer transfer me to other duties if my own work is not available? 
Does an employer have the right due to the coronavirus epidemic to give notification of annual holidays at two weeks’ notice?
What effects can the coronavorus have on my annual holiday? 
What should I consider when working remotely?

Can an employer cancel work shifts due to the coronavirus?
An employer can cancel a shift, but wages must always be paid for shifts entered in the shift list.

When must my employer give me the shift list?  

Collective agreements specify when shift schedules must be given to employees. However, exceptions have been agreed for some sectors and information is provided here.

Please check out temporary change in the hospitality sector and the amusement park sector.  
 

Can my employer transfer me to other duties if my own work is not available? 
In principle an employee does work in accordance with his or her employment contract. In exceptional circumstances like the coronavirus epidemic, it can be agreed with an employee to do other work.  In order to avoid lay-offs it is recommended to accept other work proposed by your employer temporarily.

Does an employer have the right due to the coronavirus epidemic to give notification of annual holidays at two weeks’ notice?
The coronavirus epidemic does not automatically mean that all employers have the right to apply a two-week notification period to holidays, and no temporary change has been made to the Annual Holidays Act in this respect.

If for practical reasons it is impossible for an employer to give notification of a holiday a month in advance, notification can be given later. It must, however, be given as soon as possible and no later than 2 weeks before the start of the holiday. 
An employer is required if necessary to justify (and produce evidence) as to why it was not possible to comply with the one-month notification period. Read more about the procedures and times for granting annual holiday. 

What effects can the coronavirus have on my annual holiday?

 

During the corona epidemic, there have been no changes to the legislation concerning annual leave. The general rule is that an employer cannot unilaterally require an employee to take summer holiday before the start of the summer holiday season (2 May-30 September).

An employer must announce holiday or changes needing to be made to holiday already granted. If in practice it is impossible for an employer to announce holiday no later than one month beforehand, the announcement can be made later. However, it must be made as soon as it is possible and no later than 2 weeks before the start of the holiday. If necessary, the employer is required to justify (and provide evidence) why it was not possible to comply with the one-month notice period. Read more about the procedures and times for granting annual holiday. 

Exception for granting annual holiday in the hospitality and amusement park sectors. A temporary change has been made to the rules on granting annual holiday in the collective agreements for employees and supervisors in the hospitality sector and for employees in the amusement, theme and adventure parks sector. If an employee has been laid off for at least 2 weeks or 10 working days after 1 April 2020, their annual holiday can be split into shorter periods if they have earned over 12 days of holiday.  

Summer holiday in the current holiday period (2 May-30 September 2020) in excess of 12 days could be given in one or more instalments. The holiday must be given by 30 April 2021, however.

If a single period of holiday granted to an employee falls after 30 September, it must be at least 6 days in length (if the employee has enough untaken holiday days for this).

If a lay-off falls during annual holiday or before it, you are entitled to holiday pay for the holiday period and to holiday bonus/bonus pay in accordance with the collective agreement.

No changes have been made to the Annual Holidays Act due to the coronavirus epidemic. Under the Annual Holidays Act, holiday must be postponed at the request of the employee if at the start of the annual holiday he or she is work-incapacitated e.g. due to illness. In these cases remember to ask to have your holiday postponed (in Finnish).

What should I consider when working remotely?
If you have agreed to work remotely with your employer, your employer's accident insurance is valid. However, it is worth making sure that healthy and safe working conditions are taken care of even when working from home. Telework only compensates for injuries that occur during work. This means that if, for example, an accident occurs while moving from room to room during a break or in an apartment, it will not be compensated.