{"id":6903,"date":"2020-03-10T11:49:59","date_gmt":"2020-03-10T09:49:59","guid":{"rendered":"https:\/\/amoslaki.fi\/?p=6903"},"modified":"2026-03-27T10:24:24","modified_gmt":"2026-03-27T08:24:24","slug":"always-make-a-written-employment-contract","status":"publish","type":"post","link":"https:\/\/amoslaki.fi\/en\/tee-aina-kirjallinen-tyosopimus\/","title":{"rendered":"Always make a written employment contract"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Contents\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewbox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewbox=\"0 0 24 24\" version=\"1.2\" baseprofile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1' ><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/amoslaki.fi\/en\/tee-aina-kirjallinen-tyosopimus\/#%E2%80%9DKysymyksista_on_havaittavissa_tyoelamassa_tapahtuva_laajempi_merkittava_muutos_muun_muassa_etatoiden_nollatuntisopimusten_tyoajan_maarittelyn_seka_kevytyrittajyyden_ja_tyosuhteen_valilla%E2%80%9D\" >\u201dThe questions reveal a major shift in the wider world of work, including teleworking, zero-hours contracts, the definition of working time, light entrepreneurship and the employment relationship.\u201d<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/amoslaki.fi\/en\/tee-aina-kirjallinen-tyosopimus\/#%E2%80%9DKun_tyosopimuksiin_panostetaan_ja_ne_laaditaan_huolella_mahdollisilta_riitatilanteilta_valtytaan_Tama_on_aina_seka_tyonantajan_etta_tyontekijan_etu%E2%80%9D\" >\u201dBy investing in employment contracts and drafting them carefully, potential disputes are avoided. This is always in the interest of both the employer and the employee.\u201d<\/a><\/li><\/ul><\/nav><\/div>\n<p style=\"text-align: justify;\">We receive a lot of questions from both employers and employees about employment contracts. Employment law is one of the areas of law that most tangibly affects people. We have put together some basic facts about employment contracts below.<\/p>\n<p>&nbsp;<\/p>\n<h4 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"%E2%80%9DKysymyksista_on_havaittavissa_tyoelamassa_tapahtuva_laajempi_merkittava_muutos_muun_muassa_etatoiden_nollatuntisopimusten_tyoajan_maarittelyn_seka_kevytyrittajyyden_ja_tyosuhteen_valilla%E2%80%9D\"><\/span>\u201dThe questions reveal a major shift in the wider world of work, including teleworking, zero-hours contracts, the definition of working time, light entrepreneurship and the employment relationship.\u201d<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify;\">The employment relationship is subject to \u201dYES\u201d answers to the questions below:<\/p>\n<ol style=\"text-align: justify;\">\n<li style=\"list-style-type: none;\">\n<ol>\n<li style=\"text-align: left;\">Has an agreement been reached?<\/li>\n<li style=\"text-align: left;\">Is work being done?<\/li>\n<li style=\"text-align: left;\">Do we work for each other?<\/li>\n<li style=\"text-align: left;\">Do you get paid for your work?<\/li>\n<li style=\"text-align: left;\">Do you work under management and supervision?<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<p style=\"text-align: justify;\">The law does not prescribe a specific form for an employment contract. An employment contract can be oral or written - or even implied. The safest way for all parties is definitely <em>a written employment contract<\/em>. The most important consequence of meeting the five criteria of the Employment Contracts Act is that the employment relationship is deemed to have been created. The contract is also considered to be an employment contract and is subject to the Employment Contracts Act.<\/p>\n<blockquote><p>Sometimes situations can be open to interpretation. If there is a contract between the parties and the other elements of the Employment Contracts Act are met, but the work is not carried out under the direction and control of the employer, or if the work is done for free, it is not an employment relationship.<\/p><\/blockquote>\n<p style=\"text-align: justify;\">In Finland, the principle of freedom of contract prevails in principle. According to this principle, the parties to a contract have the right to decide with whom contracts are concluded, what their content is and in what form they are concluded.<\/p>\n<p style=\"text-align: justify;\">However, employment contracts have a special status compared to many other types of contracts, and in particular the freedom to decide on the content of contracts is severely restricted. Employment contract law is what is known as a 'mandatory right' in favour of the employee. This means that if an employment contract reduces the rights and benefits to which the employee is entitled under the law, the terms of the contract will in most cases be null and void. In addition to the employment contract, the content of the employee's employment relationship may be determined by collective agreements, for example. This may lead to situations where there is a conflict between the provisions of the employment contract and those of the collective agreement. In these situations, the employee is protected <em>the preferential conversion rule<\/em> grounds.<\/p>\n<blockquote><p>The more favourable conversion rule obliges the employer to comply with a provision that is more favourable to the employee. To illustrate the rule of preferential treatment, a brief example can be given: if an employee's contract of employment stipulates a salary of \u20ac2,000, for example, but the minimum salary for the job in question under the collective agreement applicable in the sector is \u20ac2,100, the employee is entitled to a higher salary.<\/p><\/blockquote>\n<p style=\"text-align: justify;\">The employer's ability to terminate an employment contract is severely restricted. Under the Employment Contracts Act, an employer can only terminate an employment contract <em>for good and valid reasons<\/em>. The reason for dismissal requires the fulfilment of a materiality criterion, such as a serious breach of the obligations of the employment relationship or a substantial reduction in the work available. For contracts of indefinite duration, the employee does not need a specific reason for termination, but is obliged to respect the notice period.<\/p>\n<p>&nbsp;<\/p>\n<h4 style=\"text-align: center;\"><span class=\"ez-toc-section\" id=\"%E2%80%9DKun_tyosopimuksiin_panostetaan_ja_ne_laaditaan_huolella_mahdollisilta_riitatilanteilta_valtytaan_Tama_on_aina_seka_tyonantajan_etta_tyontekijan_etu%E2%80%9D\"><\/span>\u201dBy investing in employment contracts and drafting them carefully, potential disputes are avoided. This is always in the interest of both the employer and the employee.\u201d<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify;\">Despite its specific features, an employment contract is a contract and contracts are subject to the principle of contractual validity. An employment contract is binding on both parties, the employee and the employer.<\/p>\n<p style=\"text-align: justify;\">Our next article on employment law will deal with the issues that should at least be agreed in employment contracts.<\/p>\n<p style=\"text-align: justify;\">Article written by a trainee lawyer <span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" href=\"https:\/\/amoslaki.fi\/en\/contact\/#sv\">Santeri Valkamo<\/a><\/span><\/p>\n<p>Related articles:<br \/>\n<span style=\"color: #0000ff;\"><a style=\"color: #0000ff;\" href=\"https:\/\/amoslaki.fi\/en\/coronavirus-and-the-employers-right-to-lay-off\/\">Coronavirus and the employer's right to lay-offs<br \/>\n<\/a><a style=\"color: #0000ff;\" href=\"https:\/\/amoslaki.fi\/en\/tyoelaman_sahkopostit\/\">Who is allowed to read my work emails?<\/a><\/span><\/p>\n<p>&nbsp;<\/p>","protected":false},"excerpt":{"rendered":"<p>Saamme runsaasti kysymyksi\u00e4 sek\u00e4 ty\u00f6nantajilta ett\u00e4 ty\u00f6ntekij\u00f6ilt\u00e4 liittyen ty\u00f6sopimuksiin. Ty\u00f6oikeus on yksi ihmist\u00e4 konkreettisimmin koskettavista oikeudenaloista. Olemme koonneet alle muutamia perusasioita ty\u00f6sopimuksista. &nbsp; &#8221;Kysymyksist\u00e4 on havaittavissa ty\u00f6el\u00e4m\u00e4ss\u00e4 tapahtuva laajempi merkitt\u00e4v\u00e4 muutos muun muassa et\u00e4t\u00f6iden, nollatuntisopimusten, ty\u00f6ajan m\u00e4\u00e4rittelyn sek\u00e4 kevytyritt\u00e4jyyden ja ty\u00f6suhteen v\u00e4lill\u00e4.&#8221; &nbsp; Ty\u00f6suhteen syntyminen edellytt\u00e4\u00e4 &#8221;KYLL\u00c4&#8221;-vastauksia alla oleviin kysymyksiin: Onko syntynyt sopimus? Tehd\u00e4\u00e4nk\u00f6 ty\u00f6t\u00e4? [&hellip;]<\/p>\n","protected":false},"author":19,"featured_media":6898,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[32,63,621],"tags":[58,45,46,47,48,44],"class_list":["post-6903","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tyooikeus","category-yrittajat","category-yritysoikeus","tag-rekrytointi","tag-sopimusvapaus","tag-tyoehtosopimus","tag-tyonantaja","tag-tyontekija","tag-tyosopimus"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Tee aina kirjallinen ty\u00f6sopimus | Mik\u00e4 on Edullisemmuuss\u00e4\u00e4nt\u00f6 &#8211; Asianajotoimisto Amos<\/title>\n<meta name=\"description\" content=\"Ty\u00f6oikeus on yksi ihmist\u00e4 konkreettisimmin koskettavista oikeudenaloista. 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Read more.","breadcrumb":{"@id":"https:\/\/amoslaki.fi\/tee-aina-kirjallinen-tyosopimus\/#breadcrumb"},"inLanguage":"en-GB","potentialAction":[{"@type":"ReadAction","target":["https:\/\/amoslaki.fi\/tee-aina-kirjallinen-tyosopimus\/"]}]},{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/amoslaki.fi\/tee-aina-kirjallinen-tyosopimus\/#primaryimage","url":"https:\/\/amoslaki.fi\/wp-content\/uploads\/2020\/01\/TY\u00d6SOPIMUS-kuva-scaled.jpg","contentUrl":"https:\/\/amoslaki.fi\/wp-content\/uploads\/2020\/01\/TY\u00d6SOPIMUS-kuva-scaled.jpg","width":2560,"height":1707,"caption":"Ty\u00f6sopimus voi olla suullinen tai kirjallinen - tai jopa hiljainen."},{"@type":"BreadcrumbList","@id":"https:\/\/amoslaki.fi\/tee-aina-kirjallinen-tyosopimus\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/amoslaki.fi\/"},{"@type":"ListItem","position":2,"name":"Tee aina kirjallinen ty\u00f6sopimus"}]},{"@type":"WebSite","@id":"https:\/\/amoslaki.fi\/#website","url":"https:\/\/amoslaki.fi\/","name":"Amos Law Office","description":"Caring legal service","publisher":{"@id":"https:\/\/amoslaki.fi\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/amoslaki.fi\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-GB"},{"@type":"Organization","@id":"https:\/\/amoslaki.fi\/#organization","name":"Amos Law Firm","url":"https:\/\/amoslaki.fi\/","logo":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/amoslaki.fi\/#\/schema\/logo\/image\/","url":"https:\/\/amoslaki.fi\/wp-content\/uploads\/2019\/11\/amoslaki-logo-musta-uusi.png","contentUrl":"https:\/\/amoslaki.fi\/wp-content\/uploads\/2019\/11\/amoslaki-logo-musta-uusi.png","width":1223,"height":662,"caption":"Lakiasiaintoimisto Amos"},"image":{"@id":"https:\/\/amoslaki.fi\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/lakiamos\/","https:\/\/www.instagram.com\/lakiamos\/","https:\/\/www.linkedin.com\/company\/lakiasiaintoimisto-amos-oy\/"]},{"@type":"Person","@id":"https:\/\/amoslaki.fi\/#\/schema\/person\/8e4dd0f46e5723414767fb6d533e646a","name":"amoslaki","image":{"@type":"ImageObject","inLanguage":"en-GB","@id":"https:\/\/secure.gravatar.com\/avatar\/c5de39689b84242e68eec10c9e36c253e61f32b0f8e7fa66886c254cfcfab36d?s=96&d=wp_user_avatar&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/c5de39689b84242e68eec10c9e36c253e61f32b0f8e7fa66886c254cfcfab36d?s=96&d=wp_user_avatar&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/c5de39689b84242e68eec10c9e36c253e61f32b0f8e7fa66886c254cfcfab36d?s=96&d=wp_user_avatar&r=g","caption":"amoslaki"}}]}},"_links":{"self":[{"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/posts\/6903","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/users\/19"}],"replies":[{"embeddable":true,"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/comments?post=6903"}],"version-history":[{"count":3,"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/posts\/6903\/revisions"}],"predecessor-version":[{"id":238353,"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/posts\/6903\/revisions\/238353"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/media\/6898"}],"wp:attachment":[{"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/media?parent=6903"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/categories?post=6903"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/amoslaki.fi\/en\/wp-json\/wp\/v2\/tags?post=6903"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}