The Government Programme has committed to more effective prevention of discrimination based on pregnancy and family leave, but the Government is now making matters worse with its legislative proposal on fixed-term employment contracts.
If enacted, the bill will increase the use of consecutive fixed-term contracts in the healthcare, social welfare and early childhood education and care sectors and pregnancy discrimination.
– This legislative amendment is an ideological attack on female-dominated sectors. We’re talking about trampling on the fundamental rights of nurses, increasing discrimination and undermining equality at work. This is oppression, Rytkönen says.
Even without the legislative amendment, the healthcare and social welfare sector is plagued by unjustified use of consecutive fixed-term contracts and pregnancy discrimination. Pregnancy discrimination means that an employee’s fixed-term contract will not be extended if it becomes known that the employee is pregnant.
The Government’s Employment Goals and Reality Do Not Align
Making it possible for fixed-term contracts to be concluded without a justified reason for up to one year has been justified by the aim of the Government Programme to make it easier for small and medium-sized enterprises to hire employees. Minister of Employment Matias Marttinen (National Coalition Party) has said that it would help “more Finns to find employment” (Helsingin Sanomat, 16 January 2026).
Millariikka Rytkönen points out that, despite this aim, the legislative amendment would apply to all employers, regardless of their size or sector. In the public sector, one in four employees are already on fixed-term contracts, whereas the figure is considerably lower in the private sector.
Millariikka Rytkönen asks why the legislative amendment is being extended to the public sector and Finland’s largest employers, even though it will not create any new jobs – because the wellbeing services counties will not be receiving additional funds.
The Cost of Pregnancy Discrimination Is Paid with Public Funds
Tehy believes that the legislative amendment would only make already long strings of fixed-term contracts longer still and, through this, increase pregnancy discrimination, which is already ‘shockingly common’ according to Minister Sanni Grahn-Laasonen (National Coalition Party), who is in charge of matters pertaining to equality.
In a survey commissioned by the Ministry of Social Affairs and Health from Statistics Finland, 44% of employees on fixed-term contracts reported having experienced pregnancy discrimination.
Therefore, Rytkönen asks ministers and all Members of Parliament whether they really want to increase this figure?
Tehy points out that pregnancy discrimination causes significant costs for society and taxpayers. In recent years, public sector employers have been found guilty in court of discriminating against their employees due to pregnancy and have been ordered to pay compensation amounting to tens of thousands of euros – from shared tax funds.
– Instead of implementing legislative changes that increase and enable discrimination, the government should focus on eradicating the already rampant pregnancy discrimination. Tax money must be used responsibly: to improve healthcare and social services,” says Millariikka Rytkönen.
Uncertainty increases the willingness to leave the profession
An extensive survey published by Tehy last autumn reveals an ongoing carousel of fixed-term contracts in the healthcare, social welfare and early childhood education and care sectors. A string of fixed-term contracts, meaning several consecutive fixed-term contracts for the same job, has been experienced by 75% of respondents. One in three (33%) respondents say that they have experienced or witnessed pregnancy discrimination at work.
According to the survey, 93% of employees in the healthcare, social welfare and early childhood education and care sectors oppose an increase in fixed-term contracts, and 77% would consider changing careers if fixed-term contracts without a justified reason for up to one year were to be implemented.
Millariikka Rytkönen, who has experienced pregnancy discrimination herself, predicts that the desire to change careers will increase significantly in the near future.
– We have people in the field who put off having a child or buying their first home because they don’t know whether their employment contract will be extended. It’s common for nurses to have dozens of consecutive fixed-term contracts with the same employer year after year. And it’s also common for employers, upon hearing about an employee’s pregnancy, the happiest news of the employee’s life, not to extend the employment contract.
Director of Advocacy Jarkko Pehkonen from Tehy is puzzled by the legislative proposal because it will not increase employment or boost the labour market.
– It’s incomprehensible that the same Government that talks about raising the birth rate and promoting family-friendly policies is proposing a bill that will cause young women in particular to leave the care sector.
Further information and interview requests:
Tehy President Millariikka Rytkönen, requests for interview through Special Advisor Mila Huovinen, [email protected], tel. +358 (0)400 540 005
Director of Advocacy at Tehy, Master of Laws with court training Jarkko Pehkonen, [email protected],
tel. +358 (0)40 531 5464
