We are pleased to inform you that as part of the free legal consultation initiative organized by the city of Tallinn, residents will have the opportunity to receive professional legal support in March 2025. The project is designed to help individuals better understand their rights and resolve legal issues efficiently.
📅 19 March 2025 | 🕘 09:00–13:00
📍 Põhja-Tallinn District Government (Kari 13)
📅 21 March 2025 | 🕘 09:00–13:00
📍 City Centre Social Centre (Liivalaia 32)
During these sessions, experienced lawyers will provide guidance on various legal matters.
✔️ Employment law – Understanding your rights as an employee or employer
✔️ Family law – Divorce, child custody, and inheritance matters
✔️ Consumer rights – Resolving disputes with sellers or service providers
✔️ Contract law – Clarifying terms in rental agreements or other contracts
✔️ Property law – Understanding rights regarding apartment associations and related issues
✔️ Communication with authorities – Assistance with state institutions or document-related concerns
✅ Professional Support: Experienced lawyers provide accurate advice
✅ Completely Free: No costs involved for participants
✅ Convenient Locations: Easily accessible in various districts across Tallinn
✅ Empowering Individuals: Gain the knowledge needed to protect your rights
How to Participate?
No pre-registration is required. Simply visit the designated location during the specified time to receive your free consultation.
Legal matters can be complex, and finding trustworthy advice can often feel overwhelming. By providing free legal consultations, the city of Tallinn is ensuring that residents have access to professional guidance, helping them navigate legal challenges confidently.
At ContractOK, we are proud to support this important initiative and remain dedicated to improving legal literacy for everyone in Estonia.
If you or someone you know could benefit from this service, don’t hesitate to attend. Let’s work together to build a more informed and empowered society.
The city is improving access to legal assistance and offering free initial legal consultations, providing an opportunity to receive professional advice on employment law, family law, inheritance law, contract law, obligations law, tax law, consumer protection, enforcement proceedings, legal matters related to apartment associations, and interactions with local governments and state authorities, including guidance on official documents issued to clients.
In the public tender “Improving Access to Initial Legal Consultation and Providing Legal Assistance to Individuals Residing in Tallinn in 2025”, ContractOK OÜ was selected as the winner, earning 100 evaluation points based on the selection criteria.
📢 The first consultation is coming soon! Stay updated to ensure you don’t miss the next consultation dates.
📍 Location: Pirita District Administration (Kloostri tee 6, Tallinn)
📅 Date: February 28, 2025
⏰ Time: 13:00 – 17:00
✔ Family Law
✔ Inheritance Law
✔ Obligations Law
✔ Contract Law
✔ Employment Law
✔ Tax Law
✔ Consumer Protection
✔ Enforcement Proceedings
✔ Legal Issues Related to Apartment Associations
✔ Interaction with Local Governments and State Authorities
📌 Experienced legal professionals will help you find the best solution!
🔹 This is the first free consultation – visit Pirita District Administration on February 28 and receive free legal assistance!
🔹 Stay informed – new consultation dates will be announced soon.
🔗 Free Legal Consultation in Tallinn
🔗 Key Employment Law Questions
🔗 Consumer Rights and Protection
Decision by the Supreme Court of Estonia have clarified disputes regarding the validity of employment contracts. In particular, decision No. 3-2-1-45-22 highlights that an employment contract may be considered concluded even if the employer has not signed the document, if the employee:
✅ Signed the contract and started working, but the employer did not complete the paperwork properly.
✅ Was ready to start work, but the employer refused to formalize the agreement in writing.
💡 Important! Even if the contract is not signed, it does not mean it is invalid. Court practice shows that actual employment relationships are the determining factor.
📌 Prevents disputes – clearly documented terms protect both parties.
📌 Ensures rights – the contract specifies salary, working hours, and responsibilities.
📌 Serves as legal protection – written evidence is crucial in case of conflicts.
⚠ Lack of a written contract can lead to problems such as:
❌ Disagreements over wages.
❌ Difficulty proving working conditions.
❌ Insufficient legal protection for employees.
Learn more about employee rights.
🔹 For Employers:
✔ Always draft and sign employment contracts before the employee starts working.
✔ Ensure the employee fully understands the terms and agrees to them.
🔹 For Employees:
✔ Always request a written contract before starting work.
✔ Keep records of any verbal agreements via email or other written forms.
📌 Remember: as soon as an employee starts working and the employer accepts their performance, an employment relationship is legally established.
Official employment contract requirements.
📢 Employment laws change over time! If your contract was signed years ago, it may no longer comply with current Estonian labor regulations.
Court practice confirms that even if an employment contract is not signed, employment relationships can still be legally recognized. However, having a written contract is essential to protect both employees and employers and to prevent legal disputes.
Want to learn more? Check the official regulations in the Estonian Labor Code.
📢 Share this information! It may help someone protect their employment rights.
A trial day in Estonia is a common way for employers to assess candidates before formal employment. However, is it actually legal?
According to the Employment Contracts Act (Töölepingu seadus, TLS),a trial day is not a legally recognized form of employment. This means that an employer cannot require a candidate to perform work duties without a signed employment contract. If a candidate works without a contract, it may lead to legal consequences and disputes.
A trial day allows an employer to evaluate a candidate’s skills before offering a contract. It is especially common in service, manufacturing, and office jobs. However, under Estonian labor law, this practice is not legally valid.
Even if a candidate works for just one day, it still establishes an employment relationship. In such cases, the employer must sign a contract, pay wages, and cover taxes.
Therefore, inviting a candidate for a trial day without a contract may violate labor laws.
Employers have several legal ways to evaluate candidates. Below are three alternatives to trial days:
If an employer requires a candidate to work without a contract, it violates Estonian labor law (TLS). In such cases, candidates have the right to:
✅ Claim wages and social benefits, even if no contract was signed.
✅ File a complaint with the labor inspectorate or a court to protect their rights.
✅ Receive compensation and back payments, which the employer is legally required to pay.
To avoid fines and reputational damage, employers should ensure full compliance with labor regulations.
Employer’s Responsibility: Legal Alternatives to a Trial Day
To stay compliant with labor laws, employers should use legal hiring methods. Here are three key recommendations:
✅ Conduct interviews and simulations instead of assigning real tasks.
✅ Use a probation period to test skills in a legal framework.
✅ Assign test tasks or practical cases that do not establish an employment relationship.
A transparent and lawful hiring process helps employers avoid risks and builds trust with candidates.
To conclude, a trial day is common, but Estonian labor law does not recognize it as a valid form of employment. Therefore, employers cannot require candidates to perform work duties without a signed contract.
To assess candidates fairly, employers should use legal alternatives such as a probation period, test tasks, and structured interviews. Following labor laws helps prevent disputes and ensures a more transparent and fair job market.
Do you know if all the terms in your employment contract comply with Estonian law? Upload your contract here and get a price estimate for a professional review.
If the price suits you, proceed with the payment and receive:
✅ A clear explanation of key contract clauses.
✅ A review of missing elements that should be included.
✅ Advice on how to properly terminate your employment to secure compensation.
✅ Additional legal tips to protect your workplace rights.
💡 Learn more about Estonian labor laws on ContractOK.ee.
Key Changes to the Employment Contract Act in 2024: What You Need to Know
As of 2024, several important amendments to the Employment Contract Act have come into effect, significantly impacting both employees and employers. These changes address working hours, minimum wage, parental leave rights, and other crucial aspects of the labor market. Below are the main updates that each party to an employment contract should be aware of.
Abolishment of Variable Hour Agreements: Starting June 2024, it is no longer possible to make variable hour agreements in retail. These agreements, which allowed employees to work up to an additional eight hours per week, proved too bureaucratic. Although the previous system offered flexibility, it was rarely used by employers. Discussions are now underway on how to make working hour regulations more flexible to better accommodate the interests of both employers and employees.
Increase in Minimum Wage: In 2024, the minimum wage rose to €820, which is €95 more than the previous year. According to the agreement, the minimum wage will gradually increase and is expected to reach 50% of Estonia’s average wage by 2027. This change is a significant step toward raising employee income and improving living standards.
Changes to Work and Rest Time Requirements: Work and rest time requirements have changed significantly in line with a new European Court decision. Employees must now be granted a daily rest period of 11 hours, which no longer counts as part of the weekly rest period. Additionally, employees must receive either 36 or 48 hours of weekly rest time. These changes to the Employment Contract Act in 2024 aim to protect employee health and prevent overwork.
Equalization of Parental Leave: Parental leave rights now apply equally to all parents, regardless of gender or family composition. For example, same-sex parents may use paternity leave if the other parent is on maternity leave. This change ensures fairer treatment for all families.
Discontinuation of the Trial Work Service: As of 2024, the Unemployment Insurance Fund has discontinued the trial work service, which previously allowed job seekers to try out a job before signing a contract. This change means job seekers can no longer use this service to assess suitability.
These 2024 amendments to the Employment Contract Act highlight the importance of carefully reviewing your employment contract.
Use Contractok.ee to ensure your employment contract meets all current requirements!
When can salary be reduced?
Salary reduction is permissible under § 73 of the Employment Contracts Act (ECA) and § 112 of the General Part of the Law of Obligations Act (LOA). To clarify, this requires a written notice specifying:
Under what circumstances can salary be reduced?
In essence, salary reduction is allowed when an employee fails to follow the employer’s instructions. Specifically, the failure must impact the quality or outcome of the work. However, instructions must:
How quickly must the decision be made?
The employer must act promptly. For instance, the decision should ideally be made immediately after reviewing the work. Then again, the reduction can be applied on the next payday.
What is the extent of salary reduction?
To illustrate, the reduction must be proportional to the quality of the work performed. Furthermore, if the employee corrects their mistakes, the salary cannot be reduced for that portion of the work.
How is the employee notified?
The employer must issue a clear and detailed written notice. Moreover, this notice should explain the reasons for the reduction, its extent, and any other relevant details.
Minimum salary guarantee:
On the whole, salary reduction cannot lower an employee's income below the statutory minimum wage. In addition, dependents must be considered in such decisions.
