Starting employment

Employment relationship 

An employment relationship is created when an employee and an employer agree on performing the work, when the work is carried out under the employer’s management and supervision, and when the work is compensated. When all these requirements are met, this creates an employment relationship. Employment legislation must then be applied to it, and no other agreements can be made.  

The work in question may be permanent in nature (valid until further notice), temporary, full-time, part-time or take place through an agency. ‘Gig work’ is also a term used frequently, but it, too, can take many forms. 

Both employment legislation and collective agreements have regulations on the minimum terms of employment. These protect the employee as the more vulnerable party of the employment relationship, for example in terms of excessive working hours and income during sick leave. 

Employment legislation determines rights and obligations for both the employee and the employer for the duration of the employment. You can learn more about these in the section Rights and obligations in an employment relationship. 

Sometimes, it can be unclear whether a contractual relationship is an employment relationship or a business operation. If the agreement you have signed for the work has been titled as something other than an employment contract or agreement, you should contact the advocacy services of SuPer to determine whether the relationship can be classified as an employment relationship.

More information about the characteristics of employment relationships is also available at: Characteristics of an employment relationship – Tyosuojelu.fi – Occupational Safety and Health Administration