What is a collective labour agreement?
The collective labour agreement for film and TV production is universally valid
The collective labour agreement defines the terms of working alongside the Working Hours Act in film and television production work. Since June 2023, the collective labour agreement for film and TV production has been universally valid. It means that all employers, including unorganised employers, operating in the film and TV production industry must comply with the collective labour agreement, and that, moving forward, all employees operating in the field will have equal minimum working conditions, such as table wages.
Wages
The Finnish law does not define a minimum wage but only talks of reasonable wages. The wages of different industries are defined in collective labour agreements. The table wages in the collective labour agreement for film and TV production are minimum wages, and employers can pay higher but not lower wages.
Local bargaining
The collective labour agreement for film and TV production has several statutes in which the opportunity for local bargaining has been agreed upon. Local bargaining is only available for organised employers and requires that a shop steward (with whom the local bargaining is carried out) has been selected among the employees. The employers that comply with the collective labour agreement only on the basis of universal validity but are not organised in Service Sector Employers Palta cannot engage in local bargaining at all. However, both organised and unorganised employers can agree on terms that are better than in the collective labour agreement.
Wage provisions
Wage provisions in film production
| Film production wage table effective from 1 April 2023: | |||
| Wage grouping | Duration of employment and day wages | ||
| 2–10 days | 11–24 days | 25 days or more | |
| PR 1 Supportive work | 137.39 | 126.11 | 116.09 |
| PR 2 Executional work | 241.36 | 206.30 | 177.48 |
| PR 3 Executional work with responsbility | 288.96 | 220.09 | 191.25 |
| PR 4 Work with responsibility for the art, technical implementation or design | 339.10 | 263.39 | 238.87 |
| Wage grouping | Monthly wage |
| PR 1 Supportive work | 2,035.32-2,393.95 |
| PR 2 Executional work | 2,740.61-3,484.43 |
| PR 3 Executional work with responsbility | 3,362.25-4,172.56 |
| PR 4 Work with responsibility for the art, technical implementation or design | 3,893.55-5,039.65 |
| Film production wage table effective from 1 April 2024: | |||
| Wage grouping | Duration of employment and day wages | ||
| 2–10 days | 11–24 days | 25 days or more | |
| PR 1 Supportive work | 141.51 | 129.89 | 119.57 |
| PR 2 Executional work | 248.60 | 212.49 | 182.80 |
| PR 3 Executional work with responsbility | 297.63 | 226.69 | 196.99 |
| PR 4 Work with responsibility for the art, technical implementation or design | 349.27 | 271.85 | 246.04 |
| Wage grouping | Monthly wage |
| PR 1 Supportive work | 2,096.38-2,465.77 |
| PR 2 Executional work | 2,822.83-3,588.96 |
| PR 3 Executional work with responsbility | 3,463.12-4,297.74 |
| PR 4 Work with responsibility for the art, technical implementation or design | 4,010.36-5, 190.84 |
Wage provisions in TV production
| Tv production wages effective from 1 April 2023: | ||
| Wage grouping | Day wage | Monthly wage |
| PR 1 Supportive work | 118.40-141.48 | 2,035.32-2,393.95 |
| PR 2 Executional work | 167.16-235.25 | 2.740.61-3,484.43 |
| PR 3 Executional work with responsibility | 195.07-313.38 | 3,362.25-4,172.56 |
| PR 4 Work with responsibility for the art. technical implementation or design | 238.60-335.71 | 3,893.55-5,039.65 |
| TV production wages effective from 1 April 2024: | ||
| Wage grouping | Day wage | Monthly wage |
| PR 1 Supportive work | 121.95-145.72 | 2.096.38-2,465.77 |
| PR 2 Executional work | 172.17-242.31 | 2.822.83-3,588.96 |
| PR 3 Executional work with responsibility | 200.92-322.78 | 3.463.12-4,297.74 |
| PR 4 Work with responsibility for the art. technical implementation or design | 245.76-345.78 | 4,010.36-5,190.84 |
Application directive:
When calculating the compensation for working time, the hourly wage is obtained by dividing the daily wage by eight and the monthly wage by 169.
Employment agreements which duration exceed 60 days can be made as monthly wage agreements.
In documentary and short film production, when agreeing on 2–10 days of work, the wage is determined according to the table of at least 11–24 days. When agreeing on 11–24 days of work, the wage is determined according to the table for at least 25 days or more. If a monthly wage is used for these productions, the minimum wage may be defined as 10% lower than the table wage.