Failure to issue a certificate of employment may result in fines

Under the law, the employer must issue a certificate of employment at the end of an employment relationship if the employee so requests. If the employer does not provide the certificate, the employee can ask the occupational safety and health authority for help. In 2020–2025, the occupational safety and health authority has obliged an employer to issue a certificate of employment a total of 1,339 times. In 160 of these cases, a conditional fine of between EUR 3,000 and EUR 5,000 had to be imposed on the employer to compel compliance with the obligation. 

The number of cases has varied annually between 200 and 350. Occupational safety and health lawyer Aki Eriksson from the Regional State Administrative Agency for Southwestern Finland is puzzled by the reluctance of employers  to provide a certificate of employment. 

"A certificate of employment is an important document for employees, which is needed both when applying for social security and when looking for a new job. Considering the significance of the document, the effort for the employer is minimal. The employer can use templates that are available on the Tyosuojelu.fi website,” Eriksson advises. 

A brief certificate of employment must include information on the duration of the employment relationship and the quality of the work tasks. At the employee’s express request, the certificate must also state the reason for the termination of the employment relationship and an assessment of the employee’s work skills and behaviour. 

Cases often involve disputes

Sometimes the failure to provide a certificate of employment is caused by other disputes between the employer and the employee. The employer may see the failure to issue a certificate of employment as last resort if, for example, work clothes have not been returned. 

“These situations are unpleasant when both parties have acted wrong. However, the obligation to provide a certificate of employment is absolute and can be enforced with a conditional penalty. An employer may be fined for a violation of the Employment Contracts Act,” Eriksson points out. 

The most typical disputes to arise involve the tasks listed in the certificate of employment or the real reason for the termination of the employment relationship. Sometimes an employer may also enter information in a certificate of employment that does not belong there. 

“For example, sick leave and family leaves should not be included in a certificate of employment. These could lead to discrimination when searching for a new job,” Eriksson points out.

If an employee is not provided an appropriate certificate of employment despite their request, they can ask the occupational safety and health authority for help through the occupational safety and health e-service or by calling the telephone service at +358 295 016 620.

Assistance also requested for obtaining payslips and working time records

You can ask the occupational safety and health authority for assistance in obtaining various documents related to the employment relationship. In 2020–2025, the occupational safety and health authority helped employees obtain the documents they needed a total of 3,000 times.

A certificate of employment is the most common document that employees requested assistance with. After this, the most common requests for assistance concerned payslips and records of working hours.

Templates and instructions for certificates of employment 

See the Certificate of employment page on the Occupational Safety and Health Administration’s website for instructions related to the certificate of employment for both employers and employees. The page also contains templates for the certificate of employment.