Irtisanomisajot

Irtisanomisajot, meaning "dismissal period" or "notice period" in Finnish, refers to the duration of time an employee must continue working after their employer has given notice of termination of employment. This concept is a fundamental aspect of Finnish labor law, designed to provide a buffer for both the employee and the employer.

The length of the irtisanomisajot is determined by law and by collective bargaining agreements. Statutory minimums vary based on the employee's length of service with the employer. Generally, the longer an employee has been employed, the longer the notice period will be. For example, an employee who has worked for less than a year might have a shorter notice period than someone who has been with the company for several years.

During the irtisanomisajot, the employment relationship continues as usual. The employee is expected to perform their duties, and the employer is obligated to pay wages and provide benefits. The notice period serves to give the employee time to search for new employment and for the employer to arrange for a replacement or to manage the transition of responsibilities.

There are specific regulations regarding when an employer can terminate employment without a notice period, which are typically reserved for very serious breaches of contract by the employee. Similarly, employees may also have grounds to terminate their employment with a notice period. The details and specific durations of irtisanomisajot are crucial for both parties to understand to ensure compliance with Finnish labor legislation.