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Hotel, restaurant and leisure industry - key provisions of the collective agreement

Updated: 22.05.2020

Hotel, restaurant and leisure services – employees and supervisors

Employers: Finnish Hospitality Association MaRa.

Agreement period 1.2.2018-31.3.2020

 

Collective agreement for the hotel, restaurant and leisure industry (in a nutshell) for 1 February 2018–31 March 2020

Pay scales from 1.5.2018 and 1.5.2019 (workers)

Pay scale 1.5.2018 (supervisors)

The agreement period of the collective agreement for employees in the hotel, restaurant and leisure industry will continue until 30 September 2020. The previously agreed pay scale remains in force. 
PAM agreed with the employers’ federation in the sector, the Finnish Hospitality Association MaRa, to extend the period of the collective agreement due to the coronavirus epidemic. 

Due to the exceptional circumstances the negotiating parties agreed temporary changes to the provisions of the collective agreement now in place. The changes apply to a shortening of the layoff notice period, notification of sick leave, the right to care for a sick child under the age of 10 and derogation from the deadlines in the Act on Co-operation within Undertakings.

Check detailed information on the temporary changes to the collective agreements for hotel, restaurant and leisure services here. 
 

Collective agreements for hotel, restaurant and leisure services (employees and supervisors)

  • Agreement periods ending on 31 March 2020 will be continued until 30 September 2020. PAM agreed this outcome together with the employers’ federation, the Finnish Hospitality Association MaRa. 
  • Due to the exceptional circumstance the negotiating parties agreed temporary changes to the provisions of the collective agreement now in place. 

Specific actions agreed and how they affect those working in the sector:

1. Layoff notice period shortened
An employer must give an employee notice of a layoff. From 19 March the layoff notice period is being shortened to 5 days. (Previously 14 days)
This means that if the layoff notice is given to the employee on 19 March, the first layoff day can be 24 March.

This procedure can also be applied retroactively so that a 5-day notice can be applied to layoff notices already given. In these cases the employer must submit a new layoff notice to the employee with the new corrected date. 

2. Self-notification for sick leave 
A self-notification procedure for sick leave is being introduced in companies due to the coronavirus pandemic. This temporary notification procedure is in force until 31 May.

Under this procedure, an employee’s right to sick leave based on self-notification applies to sick leave not exceeding 3 - 7 calendar days and resulting from the employee’s own flu or coronavirus. More detailed guidance from your employer. 

3. Right to absence by self-notification if a child under the age of 10 falls ill     
Due to the coronavirus pandemic, a self-notification procedure is being introduced where a child under the age of 10 falls ill. This temporary notification procedure is in force until 31 May. 

Under this procedure, an employee’s absence based on self-notification and due to a child’s illness cannot exceed 3-7 calendar days. More detailed guidance from your employer.

4. Deadlines in the Act on Co-operation within Undertakings shortened 
The temporary changes now agreed mean that in co-operation negotiations the notice period and the duration of negotiations are being shortened for layoffs not exceeding 90 days. This means that companies can conduct negotiations, for example on layoffs, on an accelerated timetable.

The co-operation negotiation proposal can be given no later than 3 days before the start of the negotiations if the negotiations concerned layoffs not exceeding 90 days. (Previously 5 days)
In the case of layoffs lasting more than 90 days, or if the intention in co-operation negotiations is to negotiate the dismissal of employees, the deadline for the negotiation proposal remains 14 days. 

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