koondamise

Koondamine refers to the process of reducing the number of employees in an organization or reorganizing the workforce, typically due to economic pressures, changes in technology, or a restructuring of business activities. It can involve removing positions, merging roles, or closing a part of the business. Koondamine is commonly associated with layoffs, whether these are temporary or permanent, and may affect individuals or whole departments.

In Estonian labor practice, koondamine is governed by labor law and related regulations. Employers must justify the decision with objective reasons and carry out the process in a lawful and non-discriminatory way. For larger-scale redundancies, there are usually additional requirements such as consultation with employee representatives or unions and notification to relevant authorities. Employers are encouraged to consider alternatives to dismissal, such as retraining, redeployment within the company, or temporary layoffs, before finalizing terminations.

The procedural steps typically include communicating the intention to koondada in writing, providing the affected employees with reasons and timelines, and giving notice in accordance with statutory or contractual requirements. Employees who are laid off may be entitled to severance pay or other benefits provided by collective agreements, company policies, or employment contracts. After dismissal, individuals can seek unemployment benefits through the relevant state systems, such as the unemployment insurance fund, and may receive support in finding new employment.

Koondamine differs from dismissals for personal reasons, which are related to an employee’s conduct or performance rather than organizational necessity. Both employers and employees should be aware of their rights and obligations to ensure a fair and transparent process.