You got the job – however, you will not be paid immediately. First you must sign the employment contract and possibly negotiate your salary. In this section, we want to provide some advice on what you should take into account during these negotiations with your employer.

Salary request

How much salary can I ask for?

Before making a salary request, it is advisable to go through the TEK salary recommendations. The salary level is determined on the basis of the job’s degree of difficulty and your level of competence.

You can also ask your university friends what they are or have been paid for different jobs.

Everybody is responsible for their own salary request and justifying it, so you should request a sum that you can justify well.

The job advert asked for a salary request. Do I really have to make one?

If the job advert asks for a salary request, you should include one in your application.

How can I justify my salary request?

Your salary request should be based on the arguments you used as the grounds for why the employer should hire you. Do not just refer to the salary recommendations to justify your request.

What if the employer wants to pay me less than I asked for?

Salary recommendations are just recommendations. The employer may have its own table of salaries that is used to determine the salary, or the salary may be based on a collective labour agreement.

Ask about the salary before starting work and discuss it with your employer.

How should my salary develop?

The salary of summer jobs and internships may have been specified already during the application phase; however, after you have graduated it is time to start paying attention to how your salary develops.

Stay active and try to discuss your salary with your supervisor regularly, once a year, for example.

Prepare well if you want to ask for a raise. Think of good grounds for a raise and specify the sum you want.

Does the amount of my salary affect the unemployment fund employment condition?

If you are a member of an unemployment fund, you should check if the employment condition includes any requirements concerning your salary. This allows you to ensure that your work can be taken into account in meeting the employment condition.

If you are a member of the KOKO unemployment fund, you can check that your salary exceeds the limit set for the employment condition.

Salary recommendations

TEK’s salary recommendations for students

All TEK salary recommendations are based on information gained from surveys. The salary recommendations for students are specifically meant for employment in the private sector in the student’s own professional field. This means that when you are applying for a job in a different sector or industry, you should adjust your salary request accordingly. The recommendations are slightly higher than the median salaries in the field in order to promote a positive wage trend in the field of technology.

Salary recommendations are a good basis for a salary request if you feel like you don’t really know how to set a price tag for your competence. The most important thing to remember when making a salary request is that even though the recommendations are based on research data, you should always link your request to your own skills and the added value you can provide to the organisation you are applying for.

Study credits and salary recommendations

41 credits – 2150 euros/month
81 credits – 2260 euros/month
121 credits – 2330 euros/month
161 credits – 2430 euros/month
201 credits – 2570 euros/month

Thesis salary recommendation (euros/month)

2690 eur


Initial salary recommendation (euros/month)

3850 eur

Employment contract


Always make the employment contract in writing, preferably already before the beginning of your employment. Verbal contracts are also binding, but in case a dispute arises, it may be difficult to prove what has been agreed if none of it has been written down. You should read your employment contract carefully and ask for clarification to anything you do not understand.


When signing an employment contract, you should also keep in mind that it is an agreement between two parties, and you have the right to negotiate its terms. Before negotiating, you should look up a few points that you would like to change about the contract and focus on them. In addition, you should prepare by considering how to react in case your suggestions are not approved. Negotiating the terms of employment is usually easier before the beginning of the employment. As a TEK member, you have the opportunity to have the contract reviewed by a lawyer and ensure that you understand what you are committing to.


It is important to take into account that some clauses in an employment contract may also be effective after the termination of the employment. Non-competition and non-disclosure clauses often also apply to time after the date of termination. At worst, a non-competition clause may make it more difficult for you to change jobs, so consider it carefully before committing to one.


The employment contract covers many aspects of your employment; the contents are different for each job and workplace. However, all employment contracts should include at least the following points:
• The place of residence of the employee and the registered office of the employer.
• The start date of work.
• Fixed-term contracts must include the grounds for the fixed term as well as the contract’s date of termination.
• The trial period and its duration.
• The place of work.
• The primary duties of the employee.
• The applicable collective labour agreement (TES).
• The grounds of the salary and other remuneration as well as the pay period.
• The regular working hours.
• The determination of annual holiday.
• Period of notice or the grounds for its determination.

If necessary, a separate appendix may be prepared to specify the duties. In addition to these points, an employment contract may be used to agree upon many other factors that affect your employment.

The contract’s termination date

The date of termination may also be an estimate or related to a factor such as the completion of a project. Fixed-term employment must be somehow justified. Allowed grounds may be substitution, for example.

The trial period and its duration

According to the Employment Contracts Act, the trial period may not exceed six months or, in fixed-term contracts, may comprise no more than half of the duration of the employment contract.

The place of work

The place of work is important when dealing with, for example, the payment of travel expenses. It is advisable to provide the address or city or the workplace, not the whole country.

The applicable collective labour agreement (TES)

Labour legislation applies to all employment. In addition, labour market organisations have agreed on several, industry-specific labour agreements that may deviate from legal provisions.

The determination of annual holiday

When you start at a new job, you have no accumulated leave. This is something you can try to negotiate in order to ensure you also have some vacation during your first year.

Period of notice and the grounds for its determination

The parties may agree upon the period of notice, provided that it is not longer than six months, and the period of notice for the employee is not longer than the period of the employer. The Employment Contracts Act contains a provision on general periods of notice. They are binding, unless otherwise agreed upon. It is common for employment contracts to refer directly to the provisions on periods of notice in the Employment Contracts Act or the relevant collective labour agreement.



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