In our 여성알바 구인구직 online course, Working in Finland, Finland, we cover Finnish labour law from beginning to end of an employment relationship. It is very comprehensive, and by the time you get to the other end, you know more about the regulations related to work than an average Finn.
Finnish is definitely the dominant language, based on how many people speak it as a mother tongue, but all over Finland, you will see signs and instructions written both in Finnish and Swedish. It is also worth knowing that Finland is a two-language country, where both Swedish and Finnish are spoken by the people who live here. Finnish-speaking educated people, especially those working in the public sector, do speak some Swedish, while nearly all Finnish speakers of Swedish speak Finnish as well.
While the majority of the people speak Finnish as a mother tongue, the Swedish-speaking population makes up around 5.5 percent of Finland. The latter are largely bilingual, whereas not all Finns are good Swedish speakers, although it is compulsory to learn Swedish in elementary school. Fortunately, as mentioned above, the vast majority of people living in Finland speak English, so you can probably get by without learning the language there at all, even if you are living and working in Finland as an expat.
There is a dearth of studies investigating the relationship between various working schedules and WLC. Single days off and extremely long working weeks do not appear to have any relationship to WLC. Changes in the share of night and weekend work were significantly associated with a parallel change in WLC (adjusted OR, 2.19, 95% CI, 1.62-2.96; or 1,71, 95% CI, 1.21-2.44; or 1,63, 95% CI, 1.19-2.22, respectively). With these data from the follow-up, we sought to examine whether changes in nonsocial characteristics of working hours (longer workweeks, night and day shifts, rapid backlogs, one-day weekends, and weekend jobs) resulted in parallel changes in WLC.
Reducing especially the share of night shifts, but also the share of evening shifts, weekend work, and fast returns, could be used to decrease the conflict between work and family among shift workers. An employer could, for instance, reduce the number of nights worked, implement shorter nights, decrease the number of consecutive nights that any worker is allowed to work, and ensure that employees get adequate recovery time after night shifts.
In flex scheduling, an employer sets a fixed time period in the day during which the employee must report to work. Around these fixed hours, there is flexibility as far as when the employee may enter or exit. Overtime can be done only at the employers discretion, and with the employees consent, which usually needs to be obtained separately whenever overtime is done. Under the new working hours law, an employee and employer may enter into a contract that allows the employee to arrange their working hours as well as location according to their own choice.
For employees and employers working in the knowledge sector, The new Working Hours Act now allows more flexible scheduling of working hours than previously. Before the new Working Hours Act, the usual way of organizing working hours in Finland for desk jobs was using flexible working hours. Finland has had some experiences with working-hour arrangements from the mid-1990s. The usual hours of white-collar employees, as specified by collective agreements, are usually 7.5 hours a day, and 37.5 hours per week.
Variable hours may apply even when labor demand is fixed, provided it is proposed by the worker. The employer should give a written statement to the employee containing the estimated quantity of labor expected, and times and days of the week during which variable working hours are estimated to be needed by the employee. According to Finlands working time law, employees working over six hours during a 24 hour period are entitled to one-hour breaks. The Finnish Working Time Act defines overnight labor as that performed between the hours of 11.00 p.m. and 6.00 a.m.
In the context of shift and period-based working, night work means shifts that have a minimum duration of three hours, which occur between the hours of 11.00 pm and 6.00 am. Night work typically requires employees to remain awake for long periods and may disrupt their sleeping patterns. Sometimes, the only way to protect employees from harmful effects of nightwork is to assign them other duties that can be performed during daylight hours. Perhaps you work in an industry that schedules hours into rotating shifts, where you work in the evening, night, or on Sundays as well, and possibly for more than eight hours at a time.
Everyone works effectively for these eight hours, so that they can walk out of the office without feeling guilty. In Finland, everyones favourite working hours are from 8am-4pm, Monday through Friday. There are some working hours restrictions concerning jobs done in the evening, on Sundays and holidays, as well as daily and weekly breaks.
According to EWCS, working in shifts regularly is slightly more common in Finland (24.3%) than on the EU27 average (17.3%). According to EWCS statistics, fewer than half of employed people in Finland are working a similar number of hours each day. According to the attached statistics, roughly half of Finnish employed do not have fixed starting or stopping times during their working day, slightly higher than the average for EU27 countries.
Part-time working increased somewhat in Finland from 2000 to 2006 (16.6% for women to 17.9%, 7.1% for men). It is mostly the Finnish Industries Confederation, the EK, that has emphasized on several occasions that the concept should be used when working hours are calculated, rather than the weekday hours defined by the collective agreements, which does not account for, for instance, the relatively lengthy annual holidays in Finland. From the Fourth European Survey of Working Conditions, conducted by the European Foundation, which covers other aspects of working hours including number of days worked a week, night, day and weekend hours, work organisation, the share of people working second jobs, the time spent on commuting, and non-paid jobs.