The employee’s right to additional holiday pay may be based on a collective agreement, an established convention of the workplace or the employment contract. Otherwise, the employee is not entitled to additional holiday pay.

Collective agreements usually stipulate that employees are paid half of their annual holiday pay as additional holiday pay.

The general collective agreement for the welfare sector (HYVTES), general collective agreement for the municipal sector (KVTES) and AVAINTA ry collective agreements stipulate that employees earn six, five or four per cent of their actual wages as additional holiday pay per each full holiday credit month. In addition to monthly pay, actual wages also include fixed bonuses.

The percentage applied is based on work experience and the duration of the current employment.

Additional holiday pay is usually calculated based on the July wages and paid in connection with August wages, unless otherwise agreed between the employer and employee. Additional holiday pay is also paid in connection with the holiday compensation at the end of the employment. In other words, receiving holiday compensation does not require that holiday is given and that the employee returns to work after their holiday, as before.

Exchanging additional holiday pay for time off

Utilise your member benefits on holiday

You can use the benefits we have negotiated on your behalf even on holiday. Learn more about accommodation and leisure time benefits, for example.

Become a member of Tehy

Membership includes significant benefits! The union representative and Tehy experts will help you with any questions about your employment. You will have access to free legal aid and other wonderful member benefits, such as necessary occupational insurance!