Yhteistoimintajärjestelmään

Yhteistoimintajärjestelmään refers to a system of co-operation in Finnish employment law. It is a framework that governs how employers and employees, through their representatives, engage in dialogue and negotiation regarding significant decisions affecting the workforce. The primary goal of yhteistoimintajärjestelmään is to promote employee involvement and to ensure that changes are implemented in a manner that considers the interests of both parties.

This system is established by the Act on Co-operation within Undertakings (laki yhteistoiminnasta yrityksissä). It applies to employers who regularly employ at least 20 people. The scope of cooperation covers various matters, including changes in business operations, restructuring, significant workforce reductions, and the introduction of new technologies or work practices that impact employees.

The process typically involves information sharing, consultation, and negotiation. Employers are obligated to provide timely and adequate information to employee representatives and to consult with them before making decisions. In certain situations, such as planned redundancies, negotiations are also required. The employee representatives can be elected shop stewards or other designated personnel. The aim is to reach a mutual understanding and, where possible, an agreement, though the final decision-making power often rests with the employer.

Yhteistoimintajärjestelmään aims to foster a more transparent and participatory work environment, reducing potential conflicts and improving the quality of decision-making by incorporating employee perspectives. It is a crucial element of Finnish labour relations, emphasizing a collaborative approach to managing workplace changes.