Irtisanomissäännöksiä

Irtisanomissäännöksiä refers to the regulations surrounding termination of employment in Finland. These rules are primarily governed by Finnish labor law, most notably the Employment Contracts Act (Työsopimuslaki). The act outlines the conditions under which an employer can terminate an employment relationship and the rights of the employee in such situations.

An employer can terminate an employment contract for two main reasons: personal grounds related to the employee's conduct or performance, or economic and production-related grounds if the employer's operations are significantly reduced or ceased. In cases of termination for personal reasons, the employer must typically provide a written warning to the employee before proceeding with termination, allowing them an opportunity to rectify their conduct.

For economic and production-related terminations, there are specific procedures and notice periods that must be adhered to. The length of the notice period generally depends on the employee's length of service with the company. Employees also have rights in these situations, including the possibility of a severance payment (lomakorvaus) if they are made redundant.

Finnish law emphasizes fair treatment and due process in employment terminations. Both employers and employees have obligations and rights that must be respected. Disputes regarding terminations can be addressed through negotiation, mediation, or ultimately, legal proceedings in labor courts. The regulations aim to balance the needs of businesses with the protection of employees' livelihoods.