Adventure Services Sector Collective Agreement
Negotiating parties: Service Union United PAM and Finnish Hospitality Association MaRa
The collective agreement for the adventure services sector sets minimum employment conditions such as pay, working hours and holidays.
The collective agreement applies to employees employed by companies in the adventure services sector and covered by the Working Hours Act (does not apply to arranging services of musicians and other performing artists e.g. to restaurants and clubs).
A new collective agreement has been agreed for the adventure services sector and is valid for the period 1.11.2019 – 31.10.2021.
The agreement will be announced here with more details on e.g. pay rises at a later date. What is presented here is the agreement that has expired. Details of the content of the agreement below.
Adventure services sector collective agreement 1.11.2019 – 31.10.2021
For 2020, pay rises will primarily be negotiated locally. If no decision is reached on pay locally or it is not possible to negotiate a local pay agreement by 15.2.2020 due to there not being a shop steward, pay rises (and minimum wages) will be implemented from 1.2.2020 based on the pay agreement between PAM and the Finnish Commerce Federation, taking into account the cost impact of the late working hours supplement. The current collective agreement for the retails sector expires on 31.1.2010.
Competitiveness pact hours
The future of the extended working hours introduced under the competitiveness pact will be agreed in a working party between PAM and MaRa during 2020. The working party must take account of the agreements reached in the labour market.
What is new compared to the previous collective agreement?
• There will be a new late working hours supplement for work done at late hours. From the start of February this will be 1 € / hour for work done between 8 p.m. and 6 a.m.
• If an employee has an accident at work, their entitlement to pay for the period of illness due to the accident will improve. In future employees will get sick pay for a minimum period of 4 weeks irrespective of how long their employment has lasted.
• The trial period that may be agreed at the start of an employment relationship has lengthened to the 6 months now permitted by law. Previously it was 4 months, which used to be the legal maximum. In a temporary employment relationship the trial period can be no more than half of the length of the period of employment.