Employment contracts in Estonia: what to check before you sign

What must an Estonian employment contract contain?

The list covers the parties, the start date, your duties, pay and how it is calculated and paid, benefits, working time, place of work, annual leave, a reference to the termination rules, the employer’s work rules, any collective agreement, how overtime is ordered and compensated, and the length of probation.

The employer should give you these terms before you start; if it has not, it must do so within seven calendar days of your first working day (TLS § 5(3), as amended from 13 July 2026). Some terms, such as a fixed term or a non-compete, must be notified in writing under TLS § 6, or the law presumes there is no such agreement (TLS § 6(9)).

Written form does not mean paper: a qualified digital signature, for example with an Estonian ID card or e-Residency card, counts as written form (General Part of the Civil Code Act (TsÜS) § 80).

How long can probation last in Estonia?

Probation applies by law, even if the contract says nothing about it, and a clause promising six months is not valid beyond four. Time when you could not work, in particular sick leave and holidays, is not counted (TLS § 10¹(4)). No new probation applies when a fixed-term contract for similar work is extended or renewed (TLS § 10¹(5)).

Either party may end the contract during probation (TLS § 86(1)) with at least 15 calendar days’ notice (TLS § 96). Labour Inspectorate guidance says notice given by the last day of probation is valid even if the employment ends after probation. The employer must give reasons (TLS § 95(2)) and may not rely on a reason that conflicts with the purpose of probation, which is to assess whether you suit the job (TLS § 10¹(1), § 86(4)).

Check these clauses in your own contract – free summary →

When is a fixed-term employment contract allowed?

The employer must tell you in writing, before you start, how long the contract lasts and why it is fixed-term; otherwise it is presumed to be indefinite (TLS § 6(2), § 6(9)). If you conclude fixed-term contracts for similar work more than twice in a row, or one is extended more than once, within five years, the employment is treated as indefinite from the start. Contracts count as consecutive if no more than two months pass between them (TLS § 10(1)).

You cannot give ordinary notice on a fixed-term contract unless the contract was concluded to replace an absent employee (TLS § 85(2)), and an employer that makes you redundant early must generally pay the wages you would have earned until the end date (TLS § 100(3)).

What are the rules on working hours, overtime and holidays?

The employer may demand overtime without your agreement only because of unforeseen circumstances, such as preventing damage (TLS § 44(4)). Total working time must not exceed 48 hours a week on average over up to four months (TLS § 46(1)); you may agree to up to 52 hours on average, and can cancel that agreement with two weeks’ notice (TLS § 46(3)). Night work (22.00–6.00) is paid at 1.25 times the wage unless your pay already includes it, and public holiday work at twice the wage; extra time off can be agreed instead (TLS § 45). Be cautious about a clause saying your salary “covers all overtime”: terms that deviate from the TLS to your detriment are void (TLS § 2).

Public holidays do not count towards the 28 days (TLS § 54(3)). Leave is split only by agreement, with one part of at least 14 days in a row (TLS § 68(5)). Holiday pay is due by the second-to-last working day before the leave unless agreed otherwise (TLS § 70(2)). Swapping leave for money during employment is void (TLS § 70(3)); unused leave is paid out when the contract ends (TLS § 71).

How much notice applies when an Estonian employment contract ends?

Notice must be given in a form reproducible in writing, such as email (TLS § 95(1)). Before a redundancy the employer must offer other work where possible (TLS § 89(3)), and it pays one month’s average pay (TLS § 100(1)). Pregnant employees, women entitled to maternity leave and employees on paternity, adoption or parental leave cannot be made redundant unless the business ends (TLS § 93(1)); a parent of a child under three only has a priority right to stay (TLS § 89(5)).

Labour Inspectorate guidance says an employee cannot be required to give more than 30 days’ notice, so question a longer notice clause. If either side gives too little notice, the other can claim average daily pay for each working day of shortfall (TLS § 100(5)). You may leave without notice for a good reason, such as a significant delay in pay (TLS § 91(2), § 98(2)); if you resign because of the employer’s material breach, it owes you three months’ average pay (TLS § 100(4)).

To challenge a termination, you must go to a court or a labour dispute committee within 30 calendar days of receiving the notice (TLS § 105(1)).

Are non-compete and confidentiality clauses enforceable in Estonia?

Without a non-compete, the employer may not forbid you from working for another employer (TLS § 23(1)), and an agreement that fails the conditions is void (TLS § 23(4)). The law sets no amount for the compensation, only that it is reasonable and monthly (TLS § 24(3)); a restriction with no pay, or lasting two years, does not qualify. If you comply with a restriction that breaks these rules, the employer cannot rely on its invalidity (TLS § 24(2)).

Confidentiality works differently. The employer can specify which information is a trade or business secret (TLS § 22(1)), a contractual penalty for breach may be agreed (TLS § 22(2)), and damages the penalty does not cover can still be claimed (TLS § 22(3)). Check that the protected information is defined and the penalty is proportionate; a court can reduce an unreasonably high penalty (Law of Obligations Act (VÕS) § 162(1)).