irtisanomisia

Irtisanomisia, in Finnish labor law, refers to the unilateral termination of an employment contract by the employer. It is used to end a contract before its normal expiry and is distinct from an employee’s resignation or from temporary layoffs (lomautus). The term is commonly discussed in relation to both permanent and fixed‑term contracts, though fixed‑term contracts usually end by their term unless renewed.

Grounds for an irtisaniminen must be justified. The employer may base termination on business, production, or financial reasons (economic or structural changes) or on the employee’s inability to meet the requirements of the job or on misconduct. In every case the employer must demonstrate a legitimate and objective basis for ending the employment relationship, and the employee has the right to be informed of the grounds in writing.

A notice period is required. Its length depends on factors such as the employee’s length of service and the applicable collective agreement. During the notice period the employee generally remains in employment and receives regular pay, although some arrangements may include temporary layoff provisions under the collective agreement.

Co-operation requirements apply in many cases of significant layoffs. When a dismissal affects a group of employees—often defined by a threshold (for example, a sizable number within a 90‑day period)—the employer must negotiate with the employee representatives or a union under the applicable cooperation laws. The aim is to explore alternatives, such as internal transfers or retraining, before finalizing dismissals.

Rights and remedies: The employee may contest the termination if they believe the grounds are insufficient or improperly applied. If found unjust, remedies may include damages or reinstatement, depending on the court or arbitration outcome and the terms of contracts or collective agreements. After dismissal, individuals may seek unemployment benefits and re‑employment support through public services.