Is Midsummer’s Eve a paid holiday?
Midsummer’s Eve is one of Finland’s most significant holidays, and it often raises questions about whether it is a paid holiday. The answer to this question depends on several factors, such as the collective agreement, employment contract, and workplace practices. In this article, we discuss the position of Midsummer’s Eve in working life and give a comprehensive answer to the question.
Midsummer Eve and collective agreements
Many collective agreements define Midsummer’s Eve as a paid day off. This means that employees get paid even if they don’t work that day. However, collective agreements vary by sector, so it is important to check the collective agreement of your own sector. For example, Midsummer’s Eve is often defined as a paid day off in collective agreements in industry and commerce.
Employment contract and workplace practices
If the collective agreement does not define Midsummer’s Eve as a paid day off, the matter may be agreed in the employment contract or in workplace practices. Employer and employee can agree that Midsummer’s Eve is a paid day off. This can be part of the employment contract or the general practice of the workplace.
Midsummer Eve and annual holiday
If Midsummer’s Eve is not a paid day off based on the collective agreement or employment contract, the employee can use the annual vacation day for Midsummer’s Eve. This enables the employee to spend Midsummer’s Eve off and get paid for it in the form of annual leave.
Summary
The status of Midsummer’s Eve as a paid day off depends on several factors, such as the collective agreement, employment contract and workplace practices. Midsummer’s Eve is a paid holiday in many industries, but this is not automatic in all workplaces. It is important to check the collective agreement in your field and discuss the matter with your employer.
