irtisanomisissa

Irtisanomisissa refers to the termination of an employment contract in Finland. The term encompasses both individual dismissals and collective redundancies that affect several employees at once. The process is governed primarily by the Employment Contracts Act (työsopimuslaki) and, where applicable, by sector-specific collective agreements (TES).

Grounds for termination fall into two broad categories. Personal grounds (henkilökohtaiset syyt) concern the employee’s performance, conduct, or other individual factors. Economic or production-related grounds (taloudelliset ja tuotannolliset syyt) justify dismissals based on business needs, such as restructuring, downsizing, or shifts in demand. In collective dismissals, the employer must demonstrate justified economic or production reasons and follow the required procedural steps, including negotiations with the employee’s union or other representative bodies.

The termination process requires a written notice that states the grounds for dismissal. Notice periods, which vary with length of service and may be influenced by collective agreements, apply to both employer-initiated and employee-initiated dismissals. In addition, the law allows for temporary layoffs (tilapäinen lomautus) and efforts to find alternative arrangements, such as reassignment or retraining, where possible.

Employees have rights during the process, including the opportunity to present their views and to appeal discriminatory or unlawful terminations. In cases of disputes, matters can be reviewed by relevant authorities or courts, with labour relations practices guiding resolution.

After termination, employees may be eligible for unemployment benefits and job-search support, financed through unemployment funds and TE services. Employers must comply with notice requirements and provide necessary information to support the employee’s transition.