Edited: 26.09.2018 - 13:27

Keywords: Collective agreement

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

Hotel, restaurant and leisure services – employees and supervisors

Employers: Finnish Hospitality Association MaRa.

Agreement period 1.2.2018-31.3.2020


The new agreement will be updated on the website as soon as possible.

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)

What is new compared to the previous collective agreement?

In brief:
The employers’ proposals to cut working time supplements and Sunday compensation were rejected. The deputy duty manager supplement, which has done away with under the new alcohol legislation, is replaced by a licensee’s representative supplement, to be paid in premises serving alcoholic beverages of over 5.5% by volume.

One of the most important details has to do with the new Alcohol Act, which comes into force on 1 March 2018. With the removal of the A/B/C classification, pay scale 2 applies if alcoholic beverages of a maximum of 5.5% by volume are served on the premises. At premises serving alcoholic beverages over 5.5% by volume, pay scale 4 applies.

The wages of all persons working in the sector will increase by 1.8 % on 1 May 2018; however, an employee’s pay must be at least in line with the new pay scale that comes into force at the same time. The employee pay scale increases emphasised in particular the pay groups of more experienced skilled workers. You can check the new pay scales coming into force on 1 May here.

Working time supplements will increase by 3.5% on 1 May 2018.

The following year, wages will increase by at least 1.7% on 1 May 2019; however wages will be at least in line with the new pay scale that comes into force at the same time.

The PAM-MaRa joint pay working group will continue to prepare an overall reform of the pay system. The parties in the working group will assess e.g. the feasibility of a longer-term earnings development programme.

The resting period between shifts must be at least 10 hours, unless agreed otherwise with the employee. Even if agreed with the employee, the resting period must be at least 8 hours, however. Previously the resting period between shifts had to be at least 8 hours.

How did the objectives set by PAM work out?

Ensuring learning possibilities
• The agreement on learning at the workplace was updated to correspond to the legislation on vocational training. The agreement requires, among other things, that the practical arrangements for training contracts and skills demonstrations are discussed with the shop steward and/or staff and that contracts or skills demonstrations are not used to influence a company’s employees’ employment relationships, working hours or ability to get additional work.

Wellbeing during working time
• the resting period between work shifts must be at least 10 hours, unless agreed otherwise with the employee. The resting period must be at least 8 hours, however.
• Working shifts must be at least 4 hours. At the employee’s request or for justified reasons a shift may be shorter than this. The justified reason at a given time must be explained to the employee before the work schedule is drawn up.
• If a parent does not live in the same household as their child, they are entitled to look after a sick child and be paid for 1-3 days, even when the parent living permanently with the child is participating in measures under the unemployment security active model and is therefore unable to look after the child or arrange for care.

Local agreement that respects employees
• Concluding an employment contract must not be made conditional on a workplace agreement, and a workplace agreement must not be part of the employee’s employment contract.
• Employer-initiated workplace agreements may only be made with employees after the end of the trial period. However, workplace agreements covering an entire category of staff or the working time system to be applied may be made already during the trial period.

Other matters
• employment contracts must be in writing
• pay during maternity or paternity leave may not be recovered if the employee’s employment ends during family leave for reasons beyond the employee’s control, e.g. due to the employment being temporary.
• the difference between pay and supplementary service pay to be paid to employees also for periods of non-military supplementary service
• a trial period must still not exceed 4 months (under the Employment Contracts Act a trial period may be 6 months). Employers may, however, extend the trial period due to disability or family leave by a maximum of one month per 30 calendar day period of absence.
• under the amendment to Chapter 1, Section 3a of the Employment Contracts Act, a fixed-term employment contract may be concluded with a long-term unemployed person on certain conditions without any justified reason.
• an addition to be made to the collective agreement to the effect that the employer and the employee must investigate the circumstances of a cash deficit before any recovery within the meaning of the Tort Liability Act.
• pay system reviews or changes to working time arrangements during the agreement period to be prepared in the joint PAM-MaRa working groups. The parties in the working group will assess e.g. the feasibility of a longer-term earnings development programme.

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