Hotel, restaurant and leisure industry - Collective Agreement
Updated: 17.08.2023
The collective agreement for employees in the hotel, restaurant and leisure industry sets out minimum conditions for work in the sector, including pay and supplements, working hours and holidays.
The agreement was concluded by PAM, for the employees, and by the Finnish Hospitality Association MaRa, for the employers. Around 75,000 people in Finland do work that is covered by the collective agreement.
Scope
The conditions are minimum conditions that employers must comply with for all their employees. The agreement applies to employees covered by the Working Hours Act.
The collective agreement for employees in the hotel, restaurant and leisure industry typically applies to workplaces such as: restaurants, cafes, pubs, night clubs, catering companies and staff canteens, convenience and manufacturing kitchens, hotels and other accommodation establishments, spas and wellness centres, camping and caravan sites, holiday and cottage parks, rural tourism services, service and transport stations, bowling alleys, holiday and course centres, congress centres and promotion, sales, marketing and mediation of Finnish tourism services.
The new collective agreement is in effect from 1 April 2023 to 31 March 2025
Formatted e-version of collective agreement (will be added later)
Read news article in English about the new agreement here.
What changed?
Wages
Two separate wage rise dates have been agreed in the collective agreement:
2023
Employees
From 1.6.2023 or from the first wage payment period starting after that, personal wages will be increased by 96 euros (0,60 € per hour). At the same time increased pay scales for employees will also come into effect (pay scales will increase 96 - 115 euros). Other pay scales will be increased by 4.3%. Working hours supplements will not be increased.
Supervisors
From 1.6.2023 or from the first wage payment period starting after that, personal wages will be increased by 4.3%. At the same time increased pay scales for supervisors will also come into effect (pay scales will increase 98 - 120 euros). Working hours supplements will not be increased.
Payments to shop stewards and occupational safety representatives for duties outside of working hours will be increased by 6.1% from 1.6.2023.
Monthly and hourly wages from 1.6.2023
2024
The wage rise in the second year of the agreement period will come into effect on 1.9.2024 or from the start of the first wage payment period starting after that and will be a 1.7% across-the-board increase. Working hours supplements will not be increased.
These changes to the texts have come into effect from 1.4.2023, unless stated otherwise
Clarifications of provisions on average minimum working hours
If actual average working hours are longer than the working hours agreed in the collective agreement for no valid reason, working hours must be agreed to correspond to actual working hours. Agreement may be waived for reasons due to a compelling reduction in staffing needs. This must be discussed with the employee in connection with the working hours review. If the above reason applies to more than one employee, the reason must be discussed with the head shop steward. If the matter is discussed with the shop steward, an individual discussion with the employee is not necessary.
The date and time of the review and the three-week periods and working hours to be reviewed must be notified to the employee before the review takes place.
If an employment relationship begins during a review period, the agreed minimum working hours must also be obtained in the period before the start of the next review period. The condition for this is that the employment relationship is for an indefinite period and has lasted at least six months.
NEW entry on orientation training
33 d § Status of person providing orientation training
When assigning an employee duties related to providing orientation training for another employee, an employer must ensure that the trainer has enough time to perform the training tasks.
Clarifications on arranging days off
Working shifts before days off are to be morning shifts and shifts following days off are to be evening shifts if an even number of consecutive days off are granted. This provision shall apply in workplaces that are open on all days of the week and where work is in two or three shifts. The provision shall also be complied with in other workplaces, but such that it can be deviated from for reasons related to business activities or work arrangements or at the employee’s own request. If only morning, evening or night shifts are done at the workplace in the time between days off, this provision does not have to be complied with.
Clarification on notice-period pay
An employer who does not observe a notice period must pay an employee full wages for the non-observed notice period.
Full wages means:
1. the employee’s basic monthly wage
2. or the basic hourly wages calculated on the basis of the number of hours in the employment contract
3. as well as calculated holiday compensation for the notice period
If a supervisor’s monthly wage includes for example benefits in kind, these are to be factored into the determination of full wages with a monetary amount corresponding to the taxation value.
Family leave
The change relating to family leave comes into effect on 1.1.2024
Working groups
Working hours working group
The parties will continue the work of the working hours working group agreed in the previous agreement period. The task of the working group is to explore improvements to the provisions on working hours and working hours systems. Possibilities for promoting local agreement will also be evaluated as well as increasing the ability of employees to influence working shift plans taking particular account of employees’ coping at work. The working group will also evaluate the adequacy of job release time for staff representatives, especially for companies operating over a wide geographical area. During the agreement period the associations can also agree on experiments on working hours and working hours systems together with local parties.
Pay working group
The parties will continue the work of the pay working group. The objective is to finalise a new pay system for the sector to increase the sector’s appeal and the availability of labour. As part of the reform of the pay system, the parties will examine the possibilities for a longer-term earnings development programme. The working group will examine the use of all the various pay components and how these affect the development of earnings in the sector. The working group will take account of the professional skills and experience required in different tasks as part of wage formation. In reforming the pay system the importance of alcoholic licensing rights will also be evaluated and how these affect pay. The parties will jointly collect all the necessary background material from working group work in previous agreement periods and continue the work to reform the pay system no later than autumn 2023. The work of the working group is to be completed such that the new system can be piloted in companies already during the agreement period.
Training working group
The parties will set up a training working group to examine improvements to the provisions on apprenticeship training and work placements included in vocational training and reform of the training agreement.
Collective agreement development working group
The parties will set up a working group to develop and clarify the collective agreement. The working group will among other things examine improvements to the memorandum on office employees and pro rata monthly pay.
Promotion of coping at work for supervisors
The parties will continue the work of the working group on promoting wellbeing at work, coping at work and personal work management. The working group will examine the possibilities for launching a joint project to support this objective.
Old agreements
Collective agreement 1.10.2020-31.3.2022 (employees)
Collective agreement 1.10.2020-31.3.2022 (supervisors)