Pay rise request: template message and arguments

What determines pay in Finland

According to the occupational safety and health administration, Finland has no statutory minimum wage. Pay is determined on the basis of the collective agreement and the employment contract. If the employer is a member of an employers' association, the pay provisions of the collective agreement concluded by the association bind it. A generally binding collective agreement applies to all employers in the field, including unorganised ones. If no collective agreement is applied, the Employment Contracts Act requires that a customary and reasonable wage be paid for the work.

A collective agreement usually states minimum wages and general increases, but does not prevent paying more. A personal raise is negotiated with your own supervisor. Generally binding collective agreements can be found on Finlex, and trade unions publish pay data for their sectors.

When is it worth asking for a pay rise

Many workplaces hold pay discussions in connection with performance reviews or before the increase dates in the collective agreement. For example, according to the Pro trade union's pay discussion guide for the insurance sector, the discussions are held before the collective agreement's increase dates, and their timing is agreed in advance. Find out your own workplace's practice from the shop steward or HR.

A separate request is also justified when your duties have expanded, you have taken on more responsibility, completed a degree or achieved results that can be demonstrated. When considering changing jobs too, it is worth finding out your own pay level in advance. The request is best made at a calm time, not in the busiest season or right after the budget has been locked.

Build your rationale

The assessment points in Pro's guide provide a good framework: the demands of the job, professional skill and competence, ability to cooperate, quality of work, and performance and goal orientation. It is worth backing up your reasoning with concrete examples. Before the discussion, gather:

how your duties have changed since the previous pay decision
2–3 concrete results or successes, preferably measurable
new responsibilities, such as trainees, clients or projects
training completed and new skills
the pay level for your field from statistics or union pay recommendations
your request: an amount or size of raise that you can justify

Reference data from statistics and the collective agreement

Statistics Finland's pay structure statistics show the pay levels of occupational groups. Compare your own pay with the figures for the same occupation and preferably the same sector, since total earnings often include supplements that base pay does not. Also check which pay group or job-demand class your role belongs to under the collective agreement and whether the classification matches your current duties. Incorrect classification is a strong ground for correcting pay.

Pay transparency is changing. According to government proposal HE 129/2026, an employee would have the right, on request, to receive written information on the average pay levels of the group of employees doing the same or equal-value work. In October 2026 the proposal was still pending, and the laws are intended to enter into force on 1.1.2027.

Template message to a supervisor

The message is used to agree on a discussion; the actual reasons are gone through face to face. Edit the parts in square brackets.

Template – copy and edit

Subject: Salary discussion

Hello [supervisor's name],

I would like to arrange a time with you for a salary discussion [time, e.g. within the next two weeks].

Since my last pay decision my duties have changed: I am now responsible for [new responsibility] and I have [concrete result, e.g. taken over client account X / delivered project Y]. In addition, I have [training or new skill].

I have compared the demands of my job with [the collective agreement's pay group / Statistics Finland's pay data / the union's pay recommendation] and would like to discuss reviewing my pay to reflect my current duties.

I will bring a short summary of my tasks and results to the discussion. Would [day and time] or [alternative time] suit you?

Kind regards

Matti Meikäläinen

After the discussion

After the discussion, write down for yourself what was agreed. Ask for the decision and its reasons in writing, for example by email. If the answer is negative, ask what is expected of you to get a raise and when the matter will be revisited. Pro's guide also stresses agreeing on development measures especially when pay is not raised. To help you prepare, Tutkat.fi has a paid Salary negotiation checklist. Your workplace shop steward and your own trade union advise members on pay matters free of charge.

Frequently asked questions

Do I have the right to a pay discussion?

The law does not guarantee everyone a personal pay discussion, but many collective agreements and companies have a pay-discussion practice. Check your own collective agreement and your workplace's guidelines.

How big a raise should you ask for?

There is no single right amount. Base your request on pay statistics, the pay group in the collective agreement and the change in your duties, and you will be able to justify the amount.

Can you ask your employer for information about others' salaries?

According to government proposal HE 129/2026, an employee could upon request receive information on the average pay levels of a comparison group. The laws are intended to enter into force on 1.1.2027, so check the final content as the entry-into-force date approaches.

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Sources

The article is general information and does not replace the guidance of an authority, a lawyer or an adviser. Check up-to-date information from the sources.

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