Negotiations
Negotiations for the collective agreement in private social services (SOSTES) are still ongoing and the negotiations for the collective agreement for the private health care services (TPTES) will take place in spring 2026. Follow this page to stay updated on the progress.
A new collective agreement for private early childhood education has been approved. The negotiation results for it and the collective agreements for SuPer member working in wellbeing services counties and municipalities can be found at the bottom of the page.
#ongoing
SOSTES
Negotiations for the collective agreement in private social services have begun. The current agreement expires on December 31, 2025.
#Ongoing
TPTES
Negotiations for the collective agreement have begun. The current TPTES is valid until 30 April 2026.
#ENDED
Negotiation 2025
Negotiation result for private early childhood education was approved on December 30, 2025. Negotiation results for the public sector were approved in May.
SOSTES negotiations 2025–2026
The collective agreement in the private social services sector is implemented in social sector service units, such as private housing services for the elderly and disabled, mother-and-child homes and shelters, home services, and various social and health care organisations. The sector employs around 72,000 employees. SuPer is the largest employee organisation in the industry. The previous agreement expired on 31 December, 2025, the terms of the expired collective agreement continue to apply until a new agreement is concluded.
Negotiation progress
- 27.1. Negotiations continued in a constructive spirit. The wage settlement for the upcoming agreement period was on the agenda. The situation remains challenging, but on Wednesday, 28 January, the aim is to resolve all outstanding disputed issues.
- 26.1. SuPer and the other trade unions representing employees presented their own proposal on pay increases and textual issues in the collective agreement. The situation remains difficult and negotiations are progressing slowly. Negotiations will continue on Tuesday, 27 January.
- 23.1. Negotiations continued on Friday in a constructive spirit. The discussions focused on the collective agreement solution as a whole. The negotiations will continue on Monday, 26 January.
- 22.1. Negotiations reviewed the overall set of issues currently on the table. The situation remains challenging.
- 21.1. Negotiations have once again addressed the textual amendments related to the development of the collective agreement as well as the pay. A mutual understanding remains elusive but the negotiations will continue, and the parties’ proposals – both on pay and on the other disputed issues on the table – will be considered. The negotiations will continue on Thursday, 22 January.
- 19.1. The negotiating parties met briefly to discuss key issues currently under consideration. The negotiations will resume on Wednesday, 21 January, with the aim of identifying concrete solutions to move the difficult situation forward.
- 16.1. Negotiations continued with a review of the collective agreement’s textual provisions. No breakthrough has been achieved in either the wording or the pay issues. However, there remains a clear willingness to reach a solution through negotiation. The negotiations will continue on Monday 19 January, and negotiation times have been scheduled up until Friday 23 January. You are welcome to attend the Teams member evening on Tuesday, 20 January, 2026, at 4:30 p.m (in Finnish).
- 15.1. All matters on the table were addressed during today’s negotiations. The main focus was on considering different models for pay increases and discussing the background to the agreement’s textual objectives, as well as exploring ways to resolve issues in the sector through different wording approaches. The negotiations proceeded in a constructive spirit, even though agreement has not yet been reached on many points.
- 13.1. Efforts to find a solution are ongoing, both regarding pay increases and the contractual wording of the collective agreement. The situation is difficult, but every possible means is being used to reach an agreement.
- 12.1. The negotiating parties sought ways to resolve the difficult negotiation situation. Many challenging issues remain on the table.
- 8.1.2026 The negotiations continued after a short break. We reviewed the employee side’s objectives for the collective agreement as well as potential working groups for the upcoming agreement period. The negotiations have progressed slowly. The previous agreement period ended on 31 December 2025. Despite the current agreement void (where the collective agreement is not in force), the terms of the expired collective agreement continue to apply until a new agreement is concluded.
- 30.12. The negotiations continued with a review of the parties’ text proposals. SuPer and the other employee unions are seeking provisions that would develop the scope of the agreement, resolve existing issues, and further improve the collective agreement.
- 29.12. Negotiations in the private social services sector continued throughout the day. Once again, today’s discussions covered the entire collective agreement as a whole, reviewing matters such as fixed-term and variable working hours contracts, working time, annual leave, family leave, and issues concerning staff representatives. The agenda included not only clarifying textual amendments but also actual changes to the collective agreement. There are still challenges to overcome before a negotiation result is reached.
- 22.12. Negotiations in the private social services sector continued today with discussions textual issues. Once again, the entire collective agreement and all key issues were on the agenda. There are still many difficult questions for which reaching mutual understanding remains challenging.
- 20.12. Negotiations in the private social services sector continued intensively today. The discussions covered the entire collective agreement as a whole, focusing on textual matters. There are still many unresolved issues and a significant amount of work ahead.
- 19.12. Negotiations were held all day today, with discussions focusing on matters related to pay and the pay structure. There is still a great deal of work to be done, on texts and on all other issues.
- 17.12. Negotiations continued with the discussion of pay-related matters, and proceed in good spirit.
- 15.12. Negotiations addressed special provisions for the collective agreement as well as the pay system.
- 10.12. Negotiations continued with a review of matters related to employee wellbeing. The discussion focused on the needs of employees at different stages of life, for example in terms of shift planning and various flexible working arrangements. The negotiations proceeded in a positive spirit.
- 8.12. Negotiations continued in a constructive spirit. The topics discussed were the operating conditions for employee representatives, local agreements, and training regulations.
- 3.12. The negotiations continued in a constructive atmosphere with the parties presenting their objectives. Today’s topics included absences, annual leave, and framework agreements.
- 27.11. Negotiations continued with a review of working time issues. From SuPer’s point of view, it is important to clarify working hours and, on the other hand, to correct any shortcomings. Wellbeing at work is also a key issue in relation to working time. These topics were discussed constructively.
- 24.11. Negotiations addressed the pay system and remuneration as a whole. At the same time, the current situation and future outlook of the social and healthcare sector were discussed. The negotiations progressed in a constructive spirit.
- 3.11. Negotiations for the collective agreement for private social services (SOSTES) begin today. The negotiations are being conducted on behalf of Sote ry by SuPer, Erto, and Tehy. SuPer is the largest union for employees of working under SOSTES.
Press release: Collective agreement negotiations for private social services sector begin 3 November – improving pay and wellbeing at work among key priorities
SuPer Magazine in Finnish: Tavoitteena kilpailukykyiset palkat ja selkeyttä sopimuksiin – SuPer neuvottelee yksityisalojen työehdoista
Read frequently asked questions.
More than ever, it’s important to update your employment details in Oma SuPer, regardless if you work full-time, part-time, on flexible working hours, or under an apprenticeship contract. This ensures that SuPer’s communications reach you in a timely manner. Your interests can be safeguarded more effectively when your membership information is up to date.
TPTES negotiations 2026
Health Care Services Collective Agreement TPTES is adhered to for example, in private hospitals, private medical and health stations, laboratories, rehabilitation facilities and health spas, as well as in the Blood Service. The collective agreement is negotiated between Sote ry (SuPer, Tehy and Erto) and the Finnish Association of Private Care Providers. The agreement covers approximately 25,000 employees. The collective agreement is negotiated between Sote ry (SuPer, Tehy and Erto) and the Finnish Association of Private Care Providers.
Negotiations for the collective agreement will take place in spring 2026. The current TPTES is valid until 30 April 2026.
Negotiation progress
Now is a great time to encourage your colleagues to join SuPer. The more we are, the greater our influence in the negotiations. Let your colleague know that you’re a SuPer member and urge them to join too.
What is a collective agreement, and how do I know which agreement is used at my workplace?
VAKATES negotiations 2024–2025
The private sector of early childhood education employs about 10,000 employees. Approximately 20 % of children living in Finland are in private day-care centers, which means that every year more than 40,000 children receive early childhood education and care in privately organised early childhood education services.
In addition to SuPer, the negotiating parties include JHL, OAJ and Talentia, as well as the Finnish Education Employers (FEE, in Finnish Sivista) representing the employers.
Negotiation progress
- 14.1.2026 Video in Finnish: Mitä sovittiin yksityisen varhaiskasvatusalan työehdoista? – Katso video
- 2.1.2026 An information session for all members will be held online on 7 January 2026 from 17:00 to 18:00. Join in! In it the agreement will be reviewed in its entirety. The event is intended for all SuPer members. Please register to attend via Oma SuPer by 10 a.m. on 7 January at the latest. The event will be held in Finnish. We thank all SuPer members for your support! Happy New Year to you all!
- 30.12. A new collective agreement for private early childhood education has been approved by all negotiating parties. Press release: SuPer approves negotiation result of private early childhood education collective agreement negotiations
- 29.12. Negotiation result on a new collective agreement for private early childhood education has been reached. Final approval pending. Press release: Negotiation result on a new collective agreement for private early childhood education
- 22.12. Negotiations will resume on Monday, 29 December.
- 21.12. Intensive negotiations have been held to find a comprehensive solution. Challenging issues have been addressed in a constructive spirit to reach a new, functional collective agreement for the private early childhood education sector. However, some difficult matters still remain on the table.
- 19.12. Negotiations continue over all remaining contentious points of the new collective agreement. The talks are progressing constructively, even as there still remains challenging issues to resolve.
- 18.12. Negotiations continued on the basis of the overall proposal. The most crucial issues for moving forward were addressed. A solution is still being actively pursued, and negotiations continue.
- 17.12. Discussions continued with the employer side’s overall proposal, to which the employee side has submitted its own counterproposal.
- 15.12. Negotiations continued in a constructive atmosphere, focusing on the overall collective agreement framework.
- 11. and 12.12. Negotiations aim to reach a solution by the end of the year. Progress has been made on the collective agreement texts, but there is still plenty to negotiate. The goal remains to achieve a balanced collective agreement suitable for early childhood education.
- 1. and 2.12. Negotiations continued in a good spirit with discussions on working hours, local agreements, and shop steward regulations. Progress has been made on many issues, but the texts of the new collective agreement are still being finalised.
- 25.11. Negotiations continued with the discussion of difficult issues. In addition, we went through the open objectives of both parties chapter by chapter.
- 18.11. Negotiations continued on challenging textual issues. Progress was made on the collective agreement texts, but there are still difficult issues that are important to both parties to be resolved. There are still difficult areas in many sections of the new collective agreement.
- 29 and 30.10. Negotiations are continuing at a brisk pace. This week, we have addressed local agreements and many other themes. Next week, on November 5, we will discuss e.g. working time issues. The negotiations are proceeding in a good spirit, but there are certainly also difficult issues to resolve still on the table.
- 22.10. The focus in today’s negotiations was on resolving the most challenging issues for the parties involved. The negotiations progressed in a positive spirit.
- 10.10. Discussions continued with text issues, including questions related to working time and the scope of application.
- 24.9. Negotiations in the private early childhood education sector have resumed after a break. The goal is to reach an agreement within the year so that working conditions for the private early childhood education sector can be established from the beginning of next year.
Under the new collective agreement, pay rises will follow the general pay policy.
Spring 2025 negotiations
Salaries and other working conditions of practical nurses and other SuPer employees working in wellbeing services counties and municipalities were negotiated in the spring of 2025. The negotiations began on March 11 and the negotiation result was achieved on May 5.
In addition, negotiations for the Finnish Institute of Occupational Health collective agreement were held as well. The negotiations for its collective agreement, affecting approx. 500 employees, began on March 10 and the negotiation result was achieved on May 9, 2025.
Wellbeing services counties and municipalities
A negotiation result was reached on May 5, 2025, regarding the SOTE Agreement, HYVTES, KVTES, and the agreements of the KT private sector. The negotiation reslt consisted of a pay increases in line with export industries, along with a future salary program. Below you will find a link to a newsletter explaining the results. Additionally, each collective agreement has a dedicated page with a more detailed information to that agreement.
- 5.5. The SuPer union board has approved the negotiation result achieved for the SOTE agreement, HYVTES, KVTES, and KT’s corporate division collective agreements.
Newsletter: Negotiation result for municipalities and wellbeing services - 30.4. KT and the main negotiating organizations for the municipal sector and wellbeing services counties have reached an understanding on the collective agreement pay increases. The final result still requires the finalization of all agreements currently under negotiations as well as the approval of all the negotiating parties’ committees.
- 29.4. Negotiations continue.
- 28.4. The employers’ organisation KT has terminated the current salary program. SuPer’s Päivi Inberg demands that the salary program for the municipal sector and wellbeing services counties be implemented as agreed.
- 25.4. Negotiations have continued after the Easter break in all negotiating groups. The parties’ goals and their justifications have been discussed. Negotiations were also held with KT on an organization-specific level. Negotiations will continue throughout the weekend.
- 22.4. Fourth meeting for the main negotion group. After Easter, negotiations will intensify. The collective agreements for the municipal sector and wellbeing services counties will expire on April 30th. In addition to the main group, negotiations also took place in the KT’s private sector subgroup (known as the “kaprokkiryhmä”), as well as in the coordination groups for the KVTES and HYVTES agreements. The main negotiation group discussed, among other things, the situation in the subgroups. The coordination group went through goals related to parental leave, annual leave, and working time regulations.
- 14.4. The main negotiation group met for the third time. The agenda included, among other things, the current situation of negotiation groups and the different parties’ views on the duration of the agreement period as well as salary increases. The main negotiation group will meet again immediately after Easter on April 22th.
- 31.3. Negotiations continue. SuPer is looking to improve the well-being of nurses at work. By improving working conditions and salaries, it is possible to attract and retain skilled workforce. It is important to promote equal pay and correct the salary levels in both the wellbeing services counties and the municipal sector.
- 11.3. The public sector collective agreements negotiations began with the presentation of goals. SuPer negotiates together with Tehy on behalf of the negotiating organization Sote ry.
Press release: SuPer and Tehy: Equality in working conditions must improve in this round of negotiations – shorter hours for night shift workers
Finnish Institute of Occupational Health
The new collective agreement of the Occupational Health Institute was approved on May 22, 2025, and it is valid for three years, from April 1, 2025, to March 31, 2028. The pay increases in the agreement were in line with the general trend, meaning salaries will rise by 7.8 %. See more on the dedicated page for the collective agreement, link below.
Frequently asked questions about collective agreement negotiations
A collective agreement is a contract between trade unions, such as SuPer, and employer organisations. It sets out the minimum terms and conditions of employment, including pay, working hours and annual leave.
These agreements often provide better conditions than the legal minimum, such as longer holidays and holiday bonuses.
Municipalities and Wellbeing Services Counties:
- Employee organisations: SuPer and Tehy (Sote ry) together with JUKO and JAU.
- Employer organisation: Local Government and County Employers KT.
Private sector:
- Private Social Services: trade unions SuPer, Erto, Tehy (Sote ry), JHL and Talentia, and Jyty, Pro and STHL (Salli ry) negotiate with the employer organisation Finnish Association of Private Care Providers (Hyvinvointiala Hali ry).
- Private Early Childhood Education: employee organisations SuPer, JHL, OAJ and Talentia negotiate with employer organisation Finnish Education Employer (FEE, in Finnish Sivistysala ry, Sivista).
Those who are not members of a union or an employer organisation do not participate directly in negotiations. However, generally applicable agreements still apply to all employees in the sector, ensuring fair pay and conditions.
An unemployment fund (e.g., YTK, Super TK) is not a trade union and is therefore not involved in negotiating terms of employment.
Most employees are covered by national agreements, but some details may be negotiated locally.
Local negotiations are conducted by shop stewards who negotiate with the employer.
Negotiations continue even after a collective agreement has expired. During this time, industrial action may occur to support the negotiation process, but the primary goal is always to reach an agreement through negotiation.
Once the negotiating parties reach a settlement, it is approved by the boards of all involved organisations. When all parties accept the settlement, the new collective agreement comes into effect.
During the term of a collective agreement, parties meet regularly to discuss sector-related issues and resolve interpretation issues. Working groups may also continue to develop matters, such as pay systems.
During the agreement period, shop stewards negotiate local agreements with the employer.
SuPer prepares for the new round of negotiations well in advance by gathering information from various sources, such as
- SuPer’s 200 local branch response to a survey before the negotiations begin.
- Members are welcomed to join events and meetings to raise important issues in the workplace.
It is not permitted to agree on terms below the collective agreement.
Sometimes SuPer is asked why we do not negotiate for a better nurse-to-patient ratio. Staffing ratios cannot be agreed upon in the collective agreement, as they are defined by law. SuPer influences legislation, for example, by submitting statements and meeting with political decision-makers.
SuPer is strong because of its members. The more members we have, the better we can improve working conditions.
When most employees belong to a union that negotiates the terms of labor, the collective agreements apply to all employees in the field.
Union representatives make sure that these agreements are followed at workplaces.
The more members we have, the more our voice is heard! Invite new members to join SuPer – and you will get a reward!
Glossary
A generally binding collective agreement guarantees reasonable wages and working conditions for all employees in the sector, but it remains in force only if there are enough organised employees in the sector.
Employment contract. A contract between an employee and an employer specifying the terms of employment and work conditions, including salary, workplace, start and end dates of employment relationship, trial period, main duties and the applicable collective agreement. An employment contract It should always be made in writing.
General Increase. A pay rise applied equally to all employees covered by the collective agreement. It increases both the job-specific salary and personal allowances.
Pay-scale increase. An increase applied to the pay scales in the collective agreement.
Local instalment. Part of the overall pay settlement allocated locally through negotiations between employer and shop stewards. Unlike the general increase, it may not apply to all employees and is intended to become a permanent part of the salary structure.
Single instalment. A lump sum paid once and not added permanently to the employee’s salary.