Employment matters and payroll administration – information for volunteers

Acting responsibly as an employer

Becoming an employer should always be considered thoroughly. A branch acting as an employer represents the Red Cross, and it is important that in our role as an employer we act in accordance with the principles and shared practices of the Red Cross. You can get support in considering employer responsibilities from our shared support services in the HR unit: sprhrneuvonta@redcross.fi

The employing branch is responsible for appointing an available supervisor who is reachable by the employees and who visits on site regularly. The supervisor can be the branch chairperson or another designated board member. The branch's volunteers can, for their part, assist in orientation and guidance. However, the managerial responsibility always lies with the branch board and the designated supervisor.

Good orientation enables success

The employer's responsibilities include the appropriate and sufficient orientation of a new employee to their role. Well-prepared and well-executed orientation provides good conditions for successful work and increases the sense of involvement and motivation.

The designated supervisor is responsible for planning and carrying out the orientation, in which volunteers can serve as partial help as agreed. The orientation passport below can be used to support the orientation, and it can also be supplemented with the orientation themes of your own branch.

• Orientation passport for branch's new employee: Perehdytyspassi_Osaston uusi työntekijä.docx (in Finnish)
• Orientation passport for branch's new pay-subsidized employee: Perehdytyspassi_Osaston uusi palkkatuettu työntekijä.docx (in Finnish)

Supervisor support during employment

After the orientation at the beginning of the employment relationship, the supervisor's support and meetings with employees turn into regular supervisory work. During the regular meetings, it is good to go through both matters related to the work as well as any needs for additional orientation and support. It is important that the branch's volunteers do not end up taking on responsibility that belongs to the supervisor, even though they can provide support in orienting to the practical work.

Why use the headquarters' shared support services?

Good governance is the responsibility of the branch board, and its promotion is best ensured by using our shared support services. When a branch is a customer of the shared support services, we automatically provide both accounting and salary payment services. Both accounting and payroll services operate through the Procountor program and are offered to branches at an affordable price. Our employment advisory service is free of charge for branches.

We provide payroll services through the headquarters' payroll team, which operates as part of the HR unit. The HR unit always has up-to-date information and expertise in employment and salary matters (e.g., salary increases). For this reason, we recommend purchasing payroll services through the shared support services.

Using the shared support services strengthens shared practices and is also often more economical for the branch than, for example, using the services of an accounting firm. It would also be important to free up volunteers' time from administrative work for the actual helping work.

How does my branch gain access to the services?

Once you have agreed in the branch board on transitioning to the headquarters' shared support services, the initial orientation to Procountor and our shared support services is provided by a representative of the branch accounting team, whom you can reach at sprosastokirjanpito@redcross.fi

After the shared initial orientation, you can contact us in a few different teams depending on the nature of your question. Please see the contact information for the shared support services below.

If you are interested in the shared support services and using ProCountor, don't hesitate to get in touch — we are happy to tell you more!

Contact information for our shared support services

We support branches acting as employers in employment matters, payroll, and accounting. You can contact the following teams regarding, for example, the matters below:

Payroll and Fees

• Payroll administration
• Payroll documentation
• Fee payments
• Employment-related absences
• Tax cards and payroll deductions

Contact our payroll team at: sprpalkanlaskenta@redcross.fi where you will be assisted by Kaisa, Riitta, Thuong, Katja, Nina and Terhi.

Employment Advisory Services

• Acting as an employer
• Supervisory work and leadership
• Employment matters and employment legislation
• Salary determination and wage subsidies
• Contract templates and forms
• Employment-related disputes and conflicts

Contact our HR Team at sprhrneuvonta@redcross.fi where you will be assisted by Charlotta, Eeva, Kirsi, Marika, Paula and Marianne.

Accounting and Finance

• Accounting
• Procountor software
• Accounts payable and accounts receivable
• Travel and expense claims
• Financial statements and reporting
• Tax return preparation

Contact our finance team at sprosastokirjanpito@redcross.fi where you will be assisted by Merja, Tarja, Mary, Julia, Yasamin, Katja and Anne.

Let's be in touch!

Financial matters have their own section on Volunteer Info, which you can access here.

Attached, you will find the collective agreement for social sector organisations and the salary scales for 2025-2028, as well as a payroll cost calculator.

• Sosiaalialan järjestöjen työehtosopimus 1.5.2025-30.4.2028 (Collective Agreement for Social Sector Organisations, 1 May 2025 to 30 April 2028, in Finnish)
• Järjestötes palkkataulukot 2025-2028.pdf (Salary Scales for Organisations' Collective Agreement 2025-2028, in Finnish)
• Palkkauskulu arvio järj.tes VR1 36,25_1.10.2025.xlsx (Estimated Payroll Costs, Collective Agreement for Organisations, in Finnish)

You can also use the salary calculator available on the Palkka.fi website (available in Finnish and Swedish) to estimate employer payroll costs and the net amount paid to an employee. This allows you to easily assess how much funding should be reserved for salary payments and related employer contributions. Please note that the calculator uses average percentage rates, so the results should be regarded as indicative estimates.

Preparation of the employment contract and salary determination

If you are hiring an employee and need an employment contract template, contact the HR unit at sprhrneuvonta@redcross.fi.

Before signing the employment contract, the supervisor sends the selected employee the Finnish Red Cross Code of Ethics as well as the Prevention of and Procedures for Sexual Harassment, Molestation, and Abuse for reading, which every employee is required to follow. These documents are preferably delivered to the employee before signing the employment contract, but at the latest in connection with it. The documents do not need to be signed separately; instead, the employee commits to them by signing the employment contract.

• FRC Code of Ethics for personnel.pdf
• FRC policy on the prevention of sexual harassment and abuse.pdf

Probationary period

• 1 to 6 months: The maximum probationary period is six months, which is the most common and generally recommended option.
• No probationary period: This may be appropriate if the employee has performed the same or very similar duties for the organisation in previous, nearly consecutive employment relationships.
• Half the duration of the employment relationship: In a fixed-term employment contract, the probationary period may not exceed half of the contract term. For example, if the employment lasts 10 months, the probationary period may be no longer than 5 months.

During the probationary period, it is important to hold regular discussions on how the work is progressing, provide constructive feedback, and offer any additional orientation or training that may be needed.

Determining the salary grade

Under the Collective Agreement for Social Sector Organisations, salaries are classified into demand levels (job evaluation grades) 1-7 based on the requirements and responsibilities of the position. For branch-level positions, grades 1-4 are typically applied.

• Järjestötes vaativuusryhmittely 1-7.pdf (Job Evaluation Grades 1-7 under the Collective Agreement for Social Sector Organisations, in Finnish)

Relevant Work Experience Recognised for Salary Determination

The supervisor determines which previous work experience gained with another employer will be recognised as relevant to, or beneficial for, the position in question. Creditable work experience affects how the salary is formed, as according to the Collective Agreement for Social Sector Organisations, salary increases are granted after 3, 6, and 9 years of recognised work experience as follows:

• 3 years of recognised work experience: 6% increase to the base salary
• 6 years of recognised work experience: 10% increase to the base salary
• 9 years of recognised work experience: 14% increase to the base salary

The employment contract should state the total amount of recognised work experience, specifying years and months separately, for example 11 years and 6 months. The monetary amount of the service-based increment is determined in accordance with the collective agreement and is recorded as part of the employee’s personal salary component.

Work experience gained within the Finnish Red Cross is taken into account regardless of the position held, provided that the employee's working hours were at least 19 hours per week and annual leave was accrued during the period concerned. Unpaid periods, such as parental leave or study leave, are not included in the calculation.

Hourly-paid employment relationship

For an hourly-paid position, a variable working hours arrangement may be used, such as 0-20 hours per week or 15-30 hours per week, depending on the estimated amount of work available. In such cases, the employer commits to offering the employee at least the minimum number of hours specified in the contract each week.

The hourly wage can be calculated by first determining the salary according to the applicable job evaluation grade as a monthly salary. The hourly rate is then calculated by dividing the monthly salary by the hourly wage divisor:

• Hourly wage divisor: 160 (for a regular working time of 37.5 hours per week)

Criminal Record Extract

A criminal record extract is required only for positions involving working alone with minors. The recruitment advertisement must already state that the person selected for the position must present a criminal record extract referred to in Section 6(2) of the Criminal Records Act for inspection.

The employee must present the criminal record extract to their supervisor before starting employment. The extract must be no more than six months old and must be the original document, not a copy. The employee is responsible for ordering the criminal record extract themselves.

Job Description Form

It is advisable to begin planning the employee’s detailed job description already when drafting the vacancy announcement. At this stage, it is useful to consider which tasks would best support the branch operations and how responsibilities should be divided between employees and volunteers. In other words, consider which tasks are best suited to a paid employee and which can reasonably be carried out by volunteers.

Careful and systematic planning of the job description from the beginning of the process helps ensure a smooth transition from recruitment to onboarding and day-to-day work.

You may use either of the job description templates below and review it with the employee at the start of their employment as part of the onboarding process.

• Tehtäväkuvaus_mallipohja_osastotyöntekijä.docx (Job Description Template for a Branch Employee, in Finnish)
• Tehtävänkuva_jaoteltu_osastotyöntekijä.docx (Branch Employee's Structured Job Description, in Finnish)

Information Required for Payroll

Once your branch has received the initial introduction to Procountor and the shared support services from the branch accounting team, you may contact the payroll team directly. To start salary payments through the shared support services HR Unit, we need the new employee’s employment contract, bank account number, and tax card. These documents can be sent to sprpalkanlaskenta@redcross.fi.s

Please note: Remember to add .s to the end of the email address. This enables secure email transmission, allowing sensitive information to be sent to us securely.

You can also use the above email address to submit any other information affecting payroll, such as details of absences that may impact salary payments. Please kindly take the payroll schedule below into account when submitting payroll-related documents and information.

Payroll Schedule 2026

Payroll Schedule 2026 / branches with payday on the last day of the month

Fee Payments

Fees are paid, for example, for First Aid training sessions and other short-term assignments. In line with the general policy of the Finnish Red Cross, meeting fees are not paid for Red Cross activities. Fees are paid on the last day of each month. A completed fee claim form submitted as an email attachment serves as the official approval; no signature is required.

• Palkkiolomake 2026.xlxs (Fee Claim Form 2026, in Finnish)

Travel Expenses

Travel expense claims for branches are handled through the Branch Accounting Team. More information can be found on the Branch Accounting pages or by contacting sprosastokirjanpito@redcross.fi 

Incomes Register obligations

Payroll administration takes care of the Incomes Register reporting obligations.

General Principles for Subsidized Employment

If your branch is considering becoming an employer for the first time by offering an opportunity for wage-subsidized work, it is important to note that a person in wage-subsidized employment may have a greater need for support than usual during their employment. Please ensure that your branch has sufficient capacity to provide onboarding, guidance, and ongoing support if you are considering offering a wage-subsidized position. Before proceeding, we recommend contacting us at sprhrneuvonta@redcross.fi 

Wage Subsidies and Subsidy Levels

A wage subsidy is a discretionary subsidy that an employment area may grant, within its available appropriations, to cover the wage costs of an unemployed jobseeker. The subsidy is granted for a fixed period and is often only partial, meaning that it generally covers only a portion of the employer’s wage costs.

Since the updated wage subsidy legislation came into force on 1 July 2023, organizations can still receive a 100% wage subsidy, but it can only be granted to a jobseeker who has been unemployed for 24 months. The 100% subsidy is compensated with a coefficient of 1.23, meaning it covers part of the indirect costs (side costs). However, the 100% subsidy does not cover wage costs without limit. A reimbursement cap applies, and any costs exceeding that cap must be covered by the employer.

All other forms of wage subsidy, except those granted for jobseekers unemployed for 24 months or longer, are partial wage subsidies, e.g., 50% or 70%. For all partial wage subsidies, the indirect costs (side costs) are transferred to the employer to pay under the new law (an estimated +25%).

• Palkkatukilainsäädäntö 1.7.2023.pdf (Wage Subsidy Legislation from 1 July 2023, in Finnish)

Maximum amount of wage subsidy (reimbursement cap)

Under the legislation, wage subsidies can be paid up to a maximum of €1,260 per month for a 50% wage subsidy. If the subsidy has been granted under Section 7 (70% wage subsidy), the maximum amount is €1,770 per month. If the subsidy has been granted under Section 8 (100% wage subsidy), the maximum amount is €2,020 per month.

Applying for a Wage Subsidy

A wage subsidy can be applied for by a person authorized by the branch, provided they have the necessary Suomi.fi authorizations and the right, as defined in the service portal, to submit electronic wage subsidy applications. Applications for wage subsidies are submitted through the Regional Administration’s e-services portal. Many employment areas have limited or exhausted funding available for wage subsidies. Therefore, it is important to be prepared for the possibility that a subsidy may not be available, even if the applicant meets the eligibility criteria.

The official processing time for a wage subsidy application is typically 1 to 2 weeks. It is advisable to allow 2 to 3 weeks for the process as a whole. Please wait for the decision before taking further action. An employment contract may only be concluded after a positive wage subsidy decision has been received. Once the wage subsidy decision has been issued, a copy should also be submitted to payroll administration for further processing.

• Suomi.fi_ohjeet_osastot_2024.pdf (Suomi.fi instructions for branches, in Finnish)

Employment Contracts and Annual Leave

A separate employment contract template is available for employees hired with a wage subsidy. You can obtain the template by contacting us at sprhrneuvonta@redcross.fi. The signed employment contract must be submitted to Payroll Administration, which will include it as an attachment to the first reimbursement application submitted to the KEHA Centre.

Any annual leave gained during the wage subsidy period must be used during the subsidy period itself to ensure that compensation can be claimed for the related costs. This applies only to 100% wage subsidies, where costs are reimbursed using a coefficient of 1.23.

Statistics on Subsidized Employment

Since 1998, the Finnish Red Cross has employed long-term unemployed individuals and others facing significant barriers to employment through various supported employment schemes, with assistance from employment authorities. An annual statistical summary is compiled on subsidized employment as a means of helping. The summary reviews the organization's efforts to support people in vulnerable situations in accordance with our values and mission.

Subsidized Employment Statistics

• SPR tukityöllistäminen 2024.pdf
• SPR tukityöllistäminen 2023.pdf
• SPR tukityöllistäminen 2022.pdf

SICK LEAVE

For sick leave, we recommend following the practices below. The collective agreement for social sector organizations serves as the basis for these guidelines.

Medical appointments and examinations

Medical appointments and examinations related to diagnosing an illness and determining treatment, pre-natal examinations, employer-required health examinations, and appointments related to work capacity assessments are considered working time. Employees must inform their supervisor of such appointments in advance. Non-urgent medical and other appointments, as well as vaccinations such as seasonal flu vaccinations, are considered personal time.

Reporting sick leave

Employees must report their absence in accordance with the branch's agreed practice, for example by calling. If the supervisor cannot be reached, the employee should leave a request for contact, such as a voicemail message or text message. The supervisor is responsible for contacting the employee.

Sick leave lasting 1-3 calendar days

When suddenly falling ill, an employee may be absent from work on their own notification for 1–3 days, as agreed.  If the situation so requires, the supervisor has the right to ask the employee to provide a medical certificate for sick leave starting from the first day of sick leave.

Sick leave lasting lore than 3 calendar days

From the fourth calendar day of sick leave onwards, a medical certificate issued by a doctor is required. If the illness continues after this, a doctor's certificate must also be obtained for the new period; the employee's own notification is not sufficient.

Illness during or before annual leave

If an employee becomes ill during annual leave, they are entitled to have annual leave days postponed after the employee's statutory waiting period has been exceeded. The waiting period applies to annual leave exceeding four weeks (20 days), and the full five-day waiting period applies to annual leave of five weeks (25 days). If the employee becomes ill before the start of annual leave, there is no waiting period, and the employee has the right to request that any overlapping annual leave days be postponed.

To have annual leave postponed, the employee must immediately inform their supervisor of the illness and obtain a medical certificate from the first day of illness. The timing of the postponed annual leave will be agreed with the supervisor.

Child’s illness (temporary childcare leave)

If a child under the age of 10, or a child with a disability, becomes suddenly ill, the employee may take up to three days' leave to arrange or provide care for the child. These days are paid leave. If the absence continues beyond three days, the leave is unpaid from the fourth day onwards.

Sick leave resulting from an occupational accident

In the case of incapacity for work caused by a workplace accident or a commuting accident, a medical certificate must always be provided from the first day of incapacity. In addition, a claim must be reported to the insurance company within 10 days.

Note: Medical certificates, medical statements, and any other documents containing health information provided to the employer must be stored securely and separately from other employee personal data. Health information must not be retained in personnel records. If a medical certificate is sent by email, secure email must be used. If an employee sends a certificate via ordinary email, the email and its attachment must be deleted immediately once the matter has been processed.

ANNUAL LEAVE

Five-day annual leave calculation

The Collective Agreement for Social Services Organizations introduced a five-day annual leave calculation model in spring 2023. Previously, annual leave days were counted as weekdays from Monday to Saturday, resulting in six leave days per week. Under the five-day calculation model, annual leave days are counted from Monday to Friday, and Saturdays are no longer included. This change does not affect the actual length of annual leave. It only changes the method used to calculate leave days.

Example:
If an employee previously had 4 weeks of annual leave (24 leave days, Monday-Saturday), this is still equivalent to 4 weeks of annual leave after the change (20 leave days, Monday-Friday).

Annual leave accrual period and accumulation

The annual leave accrual period runs from 1 April to 31 March. For example, annual leave for the 2025 leave year accrues during the period 1 April 2025 to 31 March 2026.

Annual leave accrues for all calendar months during which the employee accumulates at least 14 working days or days considered equivalent to working days. For example, maternity leave and sick leave (up to the limits defined by law) accrue annual leave, whereas unpaid leave and alternating leave do not. For study leave, annual leave may accrue for a maximum of 30 working days, provided that the employee returns to work immediately after the study leave period. For part-time employees, the 35-hour-per-month rule is applied.

Applying for annual leave

Under the Annual Holidays Act, employees have the right to express their preferences regarding the timing of their annual leave, and the employer must consult with them. However, the employer ultimately determines when annual leave is taken, subject to the statutory notification periods. Employees must be notified at least one month before the start of the leave period, or, if this is not possible, at least two weeks before the leave begins.

Taking annual leave

The Annual Holidays Act specifies when accrued annual leave must be taken. The employer has both a duty of care and an operational responsibility to ensure that annual leave is taken in the correct amount and within the appropriate time frame. If a sufficient amount of leave cannot be agreed upon and leave remains untaken, the employer may ultimately determine the timing of the annual leave, provided the statutory notification periods mentioned above are observed.

Annual leave accrued during 1 April 2025 to 31 March 2026 may generally be taken beginning 2 May 2026. For justified reasons, and by separate agreement with the supervisor, accrued leave may be taken from 2 January 2026 onwards.

Splitting annual leave

At least two weeks of summer annual leave must be taken as one continuous period. This requirement cannot be waived, even at the employee's request. The uninterrupted two-week leave period is established by law to promote employee recovery, health, and well-being.

However, the employer and employee may agree that any portion of annual leave exceeding two weeks is taken in one or more separate periods. Annual leave exceeding two weeks may also be divided if this is necessary for the employer to maintain operations.

Annual leave accrual and use during family leave

Pregnancy leave and parental leave are considered periods equivalent to time worked under the Annual Holidays Act. Consequently, annual leave accrues during these periods for a maximum of 160 days in total. Employees on family leave are also entitled to annual leave in accordance with the Annual Holidays Act. Annual leave may, for example, be scheduled immediately after parental leave and before the employee returns to work or before childcare leave begins.

Arranging statutory occupational health care

Providing occupational health care for employees is required by law. This obligation applies regardless of the length of the employment relationship or the employee’s daily working hours.

The minimum requirement for statutory occupational health care is a workplace assessment. The assessment is carried out in cooperation between the workplace and the occupational health care provider, such as a private medical clinic or a municipal health centre. The purpose of the assessment is to identify factors that may affect employees’ physical and mental health, well-being, and ability to work. The assessment must be reviewed and updated every five years.

A municipal health centre is therefore sufficient as an occupational health care provider. The employer must ensure that the workplace environment (for example, the branch premises) is safe and healthy for employees. If occupational health care is arranged through a local health centre, it is recommended that the employer contacts the health centre and agrees on practical arrangements. Depending on available resources, it is advisable to invite an occupational health nurse to visit the workplace.

If the employer wishes, the occupational health care service package may also include access to a doctor or occupational health nurse in the event of illness, as well as various tests and examinations. However, all employee groups must be treated equally and consistently.

Processing health information

The employer has the right to process information concerning an employee's health if the information has been collected from the employee themselves or, with their written consent, from elsewhere, and the processing of the information is necessary for paying sick leave wages or comparable benefits related to health status, or for determining whether there is a justified reason for absence from work, or if the employee expressly wishes to have their work ability assessed on the basis of information concerning their health status.

Health information may be processed only by those individuals who, on the basis of such information, prepare, make, or implement decisions relating to the employment relationship. Persons processing health information must not disclose it to unauthorized parties, either during the employment relationship or after it has ended.

The employer is required to store any health information concerning employees separately from other personal data collected about employees. Health information must be deleted immediately once there is no longer a legal basis for processing it.

• Laki yksityisyyden suojasta työelämässä 13.8.2004/759 § 5 (Act on the protection of privacy in working life, in Finnish)

For more information on privacy protection in working life, please visit the Työsuojelu.fi website.

Many practical actions are involved in ending an employment relationship, and the supervisor is responsible for ensuring that these are carried out appropriately. Below you will find a list of the most important actions to take when an employee resigns.

In cases involving disputes or other issues related to an employment relationship, always contact the HR Unit for support and further guidance: sprhrneuvonta@redcross.fi 

After resignation, while the employment relationship is still in effect

Request a written notice of resignation from the employee (an email is sufficient) and forward it promptly to the party responsible for payroll administration. This helps prevent situations where, for example, the employee is mistakenly paid a full month's salary even though the employment relationship ends in the middle of the pay period.

Agree with the employee on the transfer of files and work-related materials to those who will assume their responsibilities, as well as on an out-of-office message for their email account. It is also recommended to have an exit discussion with the employee, providing an opportunity for both parties to give feedback and discuss the employment experience.

Upon termination of employment

When an employment relationship ends, it is important to ensure that all IT equipment and any other property belonging to the employer are returned (such as keys, ID cards, credit cards, vests, etc.). Any accumulated flexitime/overtime balances to be paid out and any untaken annual leave must be reported to the payroll provider. The final salary payment will be made within two weeks of the end of the employment relationship. The employee should be provided with a certificate of employment, using one of the templates below:

• Työtodistus arvioilla.docx (Certificate of Employment with Assessment, in Finnish)
• Työtodistus ilman arviota.docx (Certificate of Employment without Assessment, in Finnish)

INTERNSHIPS

Offering an internship is an excellent way to support young people in their education and future employment opportunities, provided that suitable tasks are available within the branch. An internship may be either paid or unpaid, depending on the policies of the educational institution.

Unpaid internships

During an unpaid internship, the intern is not in an employment relationship with the branch. Therefore, the internship does not need to be reported to shared support services. As unpaid interns are not employees, they cannot be provided with employment benefits such as a meal benefit, as this would constitute taxable income. Unpaid interns are also not covered by the employer’s insurance policies. The supervisor signs the internship agreement with the educational institution. Educational institutions often provide their own internship agreement template. If no template is available, you may use the internship agreement template below.

• Palkaton harjoittelu_sopimuspohja.doc (Unpaid internship agreement template, in Finnish)

Paid internships

Internships undertaken as part of studies at universities, universities of applied sciences, and other higher education institutions are generally paid internships. In these cases, the intern is in an employment relationship with the branch. The supervisor therefore prepares a fixed-term employment contract, with the internship serving as the grounds for the fixed term. In addition, the practical arrangements for the internship are agreed with the educational institution, and a separate internship agreement is usually concluded using the institution’s own template.

According to the Collective Agreement for Social Services Organizations, the collective agreement’s salary system and salary scales do not apply to internships completed as part of a university or university of applied sciences degree. Instead, interns are recommended to be paid at least the minimum salary that meets the employment condition defined annually by KELA. In 2026, this amount is €1,463 per month.

The intern may be eligible for an internship subsidy from their educational institution. The employer should apply for this subsidy without delay after the internship has ended and the final salary has been paid. The subsidy is a one-time reimbursement covering the entire internship period. The supervisor should forward any invoicing instructions received from the educational institution to payroll administration, which will submit a billing request to financial administration. Providing an internship placement to a student is not subject to value-added tax (VAT).

Interns in paid internships, as employees, are entitled to the same employment benefits as other employees. Where appropriate, employment benefits may be adjusted in proportion to the employee’s part-time working hours and the duration of the fixed-term employment contract.

WORK TRY-OUT

A work try-out is a programme intended for young people and adults of working age. It is free of charge for the organization providing the placement. During the period, participants have the opportunity to, as the name suggests, try out work in a particular field and assess how well it suits their health, functional capacity, skills, and life situation. A work try-out typically lasts 3 to 6 months.

A work try-out may be arranged, for example, as a form of vocational rehabilitation in cooperation with Kela. Other possible cooperation partners include local employment areas and insurance companies. A written agreement is always required for a work try-out. The agreement is concluded between the referring organization, the participant, and the organization providing the work try-out placement.

Charlotta Riska

HR Partner

+358 40 572 8084

sprhrneuvonta@redcross.fi 

Kaisa Vainio

Payroll Officer

+358 40 152 8980

sprpalkanlaskenta@redcross.fi 

If you are unable to reach us, please send us an email requesting a callback.

Finnish Red Cross, headquarters
Pihlajistonkuja 3, 00710 Helsinki