Irtisanomissäännöissä

Irtisanomissäännöissä refers to the rules or provisions governing termination of employment in Finland. These rules are primarily laid out in the Finnish Employment Contracts Act (Työsopimuslaki). The act specifies the grounds and procedures for both employers and employees to terminate an employment contract.

Employers can terminate an employment contract for two main reasons: personal reasons, which relate to the employee's conduct or performance, or economic and production-related reasons, such as significant changes in the company's operations or financial situation. The law requires employers to have a valid and weighty reason for termination. In cases of termination for personal reasons, the employer must typically provide a written warning and give the employee an opportunity to correct their conduct before proceeding with termination. For economic and production-related reasons, specific procedures regarding employee information and consultation may apply.

Employees also have the right to terminate their employment contract. They can do so for personal reasons, such as a significant change in their personal circumstances, or if the employer has fundamentally breached the employment contract. Employees are generally required to observe a notice period, which is determined by the length of their employment.

Both parties must adhere to statutory notice periods when terminating the contract, unless a specific exception applies. The notice period varies based on the duration of the employment relationship. The Employment Contracts Act also details the consequences of wrongful termination, and provides for legal recourse in such situations. The rules aim to balance the employer's need for flexibility with the employee's right to job security.