Adventure Services Sector Collective Agreement
Updated: 17.08.2023
The collective agreement for the adventure services sector sets out minimum terms such as pay, working hours supplements, working hours and holidays. These terms are minimum terms that employers must apply to all their employees. All companies in the sector must comply with them because the agreement is generally binding. The agreement is renegotiated periodically.
Negotiating parties and scope
Service Union United PAM and the Finnish Hospitality Association MaRa.
Scope
Around 600 employees in adventure services companies work in jobs covered by the collective agreement, for example as safari guides. The collective agreement does not apply, for example, to the mediation of musicians and other performing artists to restaurants etc.
Adventure services sector collective agreement 1.11.2021-31.10.2023
(The new agreement will be linked here once it is formatted)
The previous collective agreement was valid from 1.11.2019 to 31.10.2021. You can view it here
Contents
(updated 15.12.2021)
click the heading in the relevant section
What is new compared to the previous collective agreement?
- The personal hourly and monthly wages of employees in employment relationships will be increased by 1.25% from 1.1.2022 or from the start of the first wage payment period starting after that. There is no increase in pay scales at the same time.
- The second pay settlement in the agreement period will be agreed by 23.10.2022.
- The late working hours supplement will be increased from 1 euro to 1.20 euros from 1.1.2022.
- rest period extended
Other key changes and points agreed
- Pay for quarantine period
- Improvements to status of part-time employees
- Changes to verification of sick leave
- Working groups and pilot projects agreed
What is new compared to the previous collective agreement?
In brief
The new collective agreement is valid from 1.11.2021 to 31.10.2023. Wages will be increased by 1.25% from 1.1.2022 or from the start of the first wage payment period starting after that. The second pay increase instalment in the collective agreement period will be negotiated separately in autumn 2022.
Two pay review dates were agreed in the collective agreement settlement. The first pay increase of 1.25% will come into force on 1.1.2022 or from the start of the first wage payment period starting after that. The pay increase does not apply to pay scales.
The agreement included an increase in the late working hours supplement and a temporary change was made to the calculation of part-time employees’ annual holiday pay. Employees’ wellbeing at work will also improve because the rest period between shifts is extended.
Wages
Wages will be increased by 1.25% from 1.1.2022 or from the start of the first wage payment period starting after that.
The content, implementation method and date of the pay settlement in the second year of the agreement period will be negotiated separately between the organisations. If no agreement is reached between the organisations on the pay settlement by 23.10.2022, the validity of the collective agreement will end without notice on 31.10.2022.
Increase in late working hours supplement
Agreement was reached on an improvement to the late working hours supplement paid in the sector for work between 8 pm and 6 pm. A late working hours supplement of 1.20 euros per hour will be paid from 1.1.2022 or from the start of the first wage payment period starting after that.
Promotion of coping at work
More rest time between shifts
The working hours provisions were reviewed so that the rest time between shifts was extended from at least 8 hours to 11 hours. Exceptions can be made to this by separate agreement with the employee. The rest period must be at least 8 hours, however.
Other key changes and points agreed
Pay for quarantine period
If an employee is placed in isolation or quarantine in accordance with the Communicable Diseases Act, the employee is paid full compensation for loss of earnings for this period. The compensation also includes working hours supplements due to the employee under the published roster.
Improvements to the calculation of annual holiday pay for part-time employees
The parties have agreed a temporary provision in the collective agreement whereby the effect of a partial lay-off on part-time employees’ annual holiday pay is taken into account.
Change to the verification of sick leave
Local agreement can be reached on procedures when the statement of work incapacity required by employers is not available from an occupational healthcare service within a reasonable distance, for example due to a weekend or public holiday.
Change to notification of sick leave due to quarantine in accordance with the Communicable Diseases Act
Employees must also notify quarantine or isolation in accordance with the Communicable Diseases Act to their employer without delay.
Working groups and pilot projects agreed
A PAM-MaRa working group on working hours will be set up during the collective agreement period designed to assess the operation of the collective agreement provisions on working hours systems and camp working hours. A working group was also set up to investigate the effects of the family leave reform on the provisions of the collective agreement before the law comes into force.