Who Is Eligible To Receive Lomaraha?

Lomaraha is an additional payment given to employees in Finland on top of their regular holiday pay or compensation. Although it’s not required by the national Holiday Act, it’s commonly included in collective labor agreements or established company policies. The amount is usually around 50 percent of the employee’s holiday pay, but it can differ depending on the specific agreement. For detailed calculations and guidance, visit lomarahalaskuri.fi.

Eligibility Criteria – The General Rules

1. Existence of a Collective Agreement or Employer Practice

The first condition for eligibility is that your employment must be covered by a collective labor agreement that includes lomaraha or that your employer has a regular practice of paying it. If neither applies, you generally have no legal right to the bonus.

2. Earning the Annual Holiday Entitlement

Employees must have accrued the right to annual leave under the Annual Holidays Act. This usually requires having worked long enough to earn holiday days—typically two to two and a half days per month of employment. Many agreements specify that you must be eligible for holiday pay or compensation during the qualifying period to receive lomaraha.

3. Taking the Holiday or Qualifying for It

In most agreements, two conditions must be fulfilled:

• You must take your annual holiday at the agreed time or have been eligible to take it.
• You must return to work after the holiday, as lomaraha is often tied to what is called a “holiday return bonus.”

If you do not take your holiday or if you leave your job before returning from holiday, you might forfeit the lomaraha depending on your contract.

4. Employment Ending Before the Holiday Bonus Is Paid

When employment ends before the holiday or bonus payment date, the outcome depends on the reason for termination.

• If the employment ends due to retirement, redundancy, or another employer-related reason, you may still receive the lomaraha or part of it.
• If you resign voluntarily or are dismissed for cause and do not return after your holiday, many agreements state you lose eligibility for the bonus.

5. Sector or Agreement-Specific Provisions

Each sector’s collective agreement may include unique lomaraha conditions. The percentage paid, calculation basis, and timing of payment can differ significantly. In some cases, employees can opt to exchange lomaraha for additional paid leave instead of monetary compensation.

Typical Eligible Employee

A typical employee who qualifies for lomaraha:

• Works under a collective agreement that includes lomaraha.
• Has accrued holiday rights under the Annual Holidays Act.
• Takes their annual holiday at the agreed time.
• Remains employed or returns to work after the holiday.
• Meets all additional conditions in the applicable agreement.

Such an employee is fully eligible for lomaraha and should receive the payment according to the agreement.

Eligibility for lomaraha depends on contractual and collective agreement terms rather than national holiday law. Employees who work under an agreement that includes the bonus, accrue holiday rights, take their holidays as required, and fulfill return-to-work conditions are generally eligible. Those who do not meet these criteria or whose agreements exclude their case may not qualify.