Sick leave
An employee has the right to be on sick leave and get sick leave pay if they are incapable to work due to a sickness or an injury. The collective agreements of SuPer members decree the terms from which sick leave pay is paid.
If the incapacity to work continues after the paid sick leave, the employee has the right to sickness allowance from Kela. No sick leave pay will be paid to the employee if they have caused their incapacity to work or their illness intentionally or through gross negligence.
Duration of paid sick leave and the amount of pay
| Duration of employment relationship | Paid period of sick leave |
|---|---|
| Less than 60 calendar days | 14 calendar days |
| At least 60 calendar days | Full pay for 60 calendar days, then 2/3 of the pay for 120 calendar days |
If an employee performs work entitling them to Sunday work compensation, they will receive a bonus to their sick leave pay, calculated based on the amount of Sunday work they have done.
The review period is one calendar year (January–December). For example, if an employee was on sick leave in the spring and received sick leave pay for 180 calendar days, they will not receive paid sick leave if they become sick again in the autumn. If the same sick leave continues until the next calendar year, the sick leave pay will not be paid if the sick leave has continued for more than 12 months, either continuously or in sections. To get new paid sick leave in a situation such as this, the employee should work at least 30 calendar days between the sick leave periods.
However, if the incapacity to work is due to an occupational accident, the pay period during sick leave is full pay for 120 calendar days and then 2/3 of the pay for the next 120 calendar days.
| Duration of employment relationship | Paid period of sick leave |
|---|---|
| less than 1 month | 50% of pay for the day of falling ill and the next 9 weekdays |
| 1 month – less than 3 years | 28 calendar days (full pay) |
| 3–5 years | 35 calendar days (full pay) |
| more than 5–10 years | 42 calendar days (full pay) |
| more than 10 years | 56 calendar days (full pay) |
If an employee works shifts that entitle them to bonuses (e.g. evenings, Sundays), the related bonus will also be added to the sick leave pay. The bonuses are considered similarly to when determining the annual holiday pay. Alternatively, the bonuses can be paid based on the confirmed shift list.
If the same illness reoccurs within 15 calendar days after the employee’s return to work, the pay period from this sick leave will be counted as one period of absence.
However, if the incapacity to work is due to an occupational accident, the pay period during sick leave is 90 calendar days.
| Duration of employment relationship | Paid period of sick leave |
|---|---|
| less than 90 calendar days | maximum 2 weeks (full pay) |
| at least 90 calendar days – less than 3 years | 28 calendar days (full pay) |
| more than 3 years – less than 5 years | 35 calendar days (full pay) |
| more than 5 years – less than 10 years | 42 calendar days (full pay) |
| more than 10 years | 56 calendar days (full pay) |
If an employee works shifts that entitle them to bonuses (e.g. evenings, Sundays), the related bonus will also be added to the sick leave pay. The bonuses are considered similarly to when determining the annual holiday pay.
If the same illness reoccurs within 7 calendar days after the employee’s return to work, the pay period from this sick leave will be counted as one period of absence.
However, if the incapacity to work is due to an occupational accident, the pay period during sick leave is 90 calendar days.