Finland’s aim is to become a leader in equality. The family leave reform issued by Parliament is one of the means to achieve this goal. The family leave reform is also based on the so called EU Work-life Balance Directive ((EU) 2019/1158). The main objectives of the family leave reform are
27.5.2022
The Family Leave Reform: Longer Leave with More Equal Allocation
Mikko Hanni & Suvi Kettunen
Related services
Tags
1. to allocate family leaves and care responsibilities in families equally between the parents
2. to strengthen non-discrimination and equality in working life
3. to reduce the gender pay gap.
The family leave reform removes some currently used terms such as maternity leave, special maternity leave, paternity leave and parental leave from employment legislation. Terms that will replace them include
The reform increases the total parental allowance entitlement, and the parental allowance days are allocated more equally to both parents. The family leave reform also includes amendments to the protection of pregnant employees and employees who have recently given birth as well as amendments to partial parental leave and carers’ leave.
This post highlights some of the most significant amendments of the reform in relation to pregnancy and parental leave.
The duration of leave is based on the Health Insurance Act
The duration of pregnancy and parental leave will be tied to the durations of pregnancy and parental allowance periods pursuant to the Health Insurance Act, as is the case in the current legislation. Employees are therefore entitled to receive income-related parental allowance for the duration of the parental leave and income-related pregnancy allowance for the duration of the pregnancy leave. Restrictions related to taking leave will be provided for in the Employment Contracts Act in the future as well.
Pregnancy leave
Employees will in the future be entitled to an uninterrupted pregnancy leave of 40 weekdays. Similarly to the current legislation, an employee’s pregnancy leave starts 30 days before the expected due date, unless the employer and the employee agree on a later starting date. The pregnancy leave must, however, be started 14 weekdays before the expected due date at the latest.
If the child is born prematurely over 30 weekdays before the expected due date, the employee will be entitled to start the pregnancy leave from the time of the childbirth.
Parental leave
In the future, parents will be entitled to parental leave of a maximum of 320 weekdays when a child is born or adopted. The right to parental leave days will, however, be divided evenly between the parents so that both parents receive a parental leave allocation of 160 weekdays. A parent may donate a maximum of 63 days of their own parental leave allocation to the other parent, other guardian of the child, the parent’s spouse or the other parent’s spouse. As a rule, the number of parental leave days is child-specific, and the days must be used before the child reaches the age of two.
Employees can take parental leave in up to four separate periods of at least 12 weekdays. The employee and the employer can, however, agree that the employee can take parental leave in more periods or in shorter periods. Even though an employee is also entitled to parental allowance for the second child or more, the employee can, however, only take up to four parental leave periods during one calendar year. If a parental leave period continues past the end of a calendar year, that period is deemed to belong to the allocation of the calendar year during which it started.
Similarly to the current legislation, the parents may be on parental leave or on pregnancy leave and parental leave at the same time based on the same child for up to 18 weekdays.
Notice periods
The deadlines for notifying the employer of pregnancy or parental leave will remain the same as under the current legislation. Therefore, the employer must be notified of pregnancy or parental leave primarily two months before the planned starting date of the leave at the latest in the future as well. If the duration of the leave is 12 weekdays at most, the notice period is only one month.
Entry into force
Even though the provisions related to pregnancy and parental leave enter into force on 1 August 2022, they will only become applicable if the expected due date is on 4 September 2022 or later. This means that if the expected due date is, for example, on 10 August 2022, the current provisions on maternity, paternity and parental leave will still be applied for that child.
Latest insights
Article published 6.5.2024 – Employment
Outsourcing company functions – four key points for success
Article published 15.3.2024 – Employment
Five questions concerning industrial actions
Article published 29.11.2023 – Employment
Whistleblowing and data protection – frequently asked questions
Article published 22.2.2023 – Employment
Temporary agency work – 5 things all employers should be aware of
Tomi Kemppainen, Kim Parviainen & Eija Warma-Lehtinen
Mikko Hanni & Outi Tähtinen
Eija Warma-Lehtinen & Ville Kukkonen
Suvi Kettunen
Latest references
Life Finland – Administration of bankruptcy estate
Life Finland Oy, a retailer of natural products, other health-related products and cosmetics, filed for bankruptcy on its own initiative in June 2025, and our attorney, counsel Elina Pesonen was appointed administrator of the bankruptcy estate. Life Finland Oy was part of the international Life Group, and its parent company Life Europe AB was declared bankrupt in Sweden in June 2025. When declared bankrupt, Life Finland Oy had over 30 operational stores and almost 170 employees across Finland. In addition to the premises of the operational stores, the company had several other leased premises, such as retail premises it was vacating as well as office and warehouse spaces. The bankruptcy estate organised clearance sales in all of the company’s stores. The shutdown of the stores and the clearance sales were efficiently carried out in approximately two weeks in cooperation with the company’s country manager, regional managers and sales staff. The clearance sales yielded a significant liquidation result, and consumers bought nearly the entire inventory. The administration of the bankruptcy estate has required expertise in many areas. The proceedings have dealt with specialised issues such as cash pooling arrangements, intellectual property, franchising agreements, employment relationships and consumer creditors. In addition, the proceedings are notably international, as the estate administrator has organised the shutdown of operations and the liquidation of assets in close cooperation with the estate administrators of the Swedish Group companies. The cooperation has included, among other things, exploring opportunities for selling the business, the sale of intangible rights and the coordination of intra-group agreements.
Case published 9.12.2025
Merger of Oomi and Lumme Energia
We are acting as the joint legal advisor to Oomi Oy and Lumme Energia Oy in a transaction whereby Lumme Energia will merge with Oomi. As from the completion of the merger, the combined entity will be the largest electricity retail and service company in the Finnish market. In 2024, Oomi reported a turnover of EUR 373.9 million and had approximately 110 employees. Lumme Energia’s turnover for the same year was approximately EUR 314.6 million and it had approximately 50 employees. The transaction is primarily driven by the recent developments in the electricity market and the strategic goal to develop competitive products and services. Another key objective is to further enhance the customer experience, which is a shared value between the two companies. As a result of the merger, Lumme Energia’s customers will transfer to Oomi, and Lumme Energia will become one of Oomi’s shareholders. The completion of the transaction is subject to an approval by the Finnish Competition and Consumer Authority.
Case published 29.8.2025
HANZA – Acquisition of Milectria
We acted as Finnish legal advisor to HANZA AB in connection with its acquisition of the contract manufacturing division of Milectria, a group of companies specialising in electrical systems for the defence industry. The transaction comprises 100% of the shares in Milectria Oy (Finland), Milectria OÜ (Estonia), and the real estate company Kiinteistö Oy Kanungin Karhu. The transaction is expected to close in September 2025, subject to customary closing conditions, including regulatory approvals. Founded in 2008, HANZA is a Swedish mechanical engineering and electronics contract manufacturing company listed on the Nasdaq Stockholm main list. The company operating in seven countries currently has annual sales of approximately SEK 6 billion and approximately 3,100 employees. Milectria is a Finnish contract manufacturer of electrical systems for the defence industry.
Case published 21.7.2025
Nevel – Acquisition of Labio’s business
We advised Nevel Oy in its acquisition of the business of Labio Oy. Lahti Aqua Oy and Salpakierto Oy sold their entire shareholdings in Labio to Nevel, expanding Nevel’s already significant biogas portfolio. The transaction will have no impact on Lahti Aqua’s water utility operations or Salpakierto’s municipal waste management responsibilities. Labio’s operations and customer relationships will continue as before. ‘This partnership is a natural next step for us as we continue investing in sustainable material efficiency and renewable energy solutions. By integrating Labio’s comprehensive offerings and expertise, we can provide customers with a strong platform for material circularity. We are also strengthening our market position as one of Finland’s leading material efficiency solution providers,’ says Ville Koikkalainen, Director of Industrial and Biogas Business at Nevel. Nevel is an energy infrastructure company offering advanced, climate-positive solutions for industry and real estate. It operates more than 130 energy production plants and manages over 40 district heating networks. Nevel’s annual turnover is EUR 150 million, and it employs 190 experts in Finland, Sweden and Estonia.
Case published 16.7.2025