Irtisanomiskriteerit

Irtisanomiskriteerit, or dismissal criteria, refer to the specific reasons and conditions under which an employer can legally terminate an employment contract. These criteria are typically outlined in labor laws and collective bargaining agreements. In many jurisdictions, dismissal is generally categorized into two main types: dismissal for a substantial and justified reason, and dismissal for personal reasons.

Dismissal for a substantial and justified reason usually pertains to situations where the employee's conduct or performance creates a significant issue for the employer. This can include serious misconduct, such as theft or insubordination, or repeated failure to meet performance expectations after being given opportunities and support to improve. Economic reasons, such as a downturn in business or restructuring, can also constitute a substantial and justified reason, often leading to redundancy.

Dismissal for personal reasons typically relates to the employee's inability to perform their duties due to reasons such as long-term illness or disability, provided that reasonable accommodations have been explored and found to be impossible or unduly burdensome for the employer. Before any dismissal can occur, employers are often required to follow a due process, which may involve verbal and written warnings, investigations, and opportunities for the employee to respond to allegations. The specific irtisanomiskriteerit and the required procedures vary significantly by country and industry.