Article

55/2001: Ch. 6, Sec. 1-3. 1333/2021: Ch. 3, Sec. 16, 17, 19, 23. 335/2007: §3. 1233/2013: Ch. 5, Sec. 21, 27. 449/2007: Sec. 7, 13

Description

Employers are required to give notice prior to the termination of employment. Unless otherwise agreed, the notice period is calculated based on the employee’s length of service, as follows:

• 14 days of notice if employed for less than one year;
• one month if employed for 1–4 years;
• two months if employed for 4–8 years;
• four months if employed for 8–12 years;
• six months if employed for more than 12 years.

In case the employee quits his/her job, the notice period is 14 calendar days for an employment that has lasted up to five years, and one month for employments longer than five years. An employer and employee also have the possibility to agree on the length of the notice period. However, it can never exceed six months.

In case of cooperation negotiations, employers must notify the employees at the latest five days before the negotiations begin if there are likely to be layoffs or other changes of essential terms of an employment contract. When fewer than 10 employees are affected, negotiations will last a minimum of 14 days; with 10 or more employees affected, the minimum negotiating period is six weeks. In practice, redundancies can then take effect at earliest five days plus 14 days or five days plus six weeks from the employer's first notification. The limit of 14 days is also applicable in cases where the negotiations concern furloughs of a maximum of 90 days, and when an employer regularly has below 30 employees.

Commentary

Many collective bargaining agreements also contain minimum provisions regarding the length of the applicable notice period. In such cases, the employer and employee need to follow the provisions set out in the collective agreement, unless the collective agreement states otherwise.

Additional metadata

Cost covered by

Employer National government

Involved actors other than national government

National government

Involvement (others)

None

Thresholds

Affected employees: No, applicable in all circumstances
Company size: No, applicable in all circumstances
Additional information: No, applicable in all circumstances

Sources

• Ius Laboris (2011), Individual Dismissals Across Europe, Brussels
• Ius Laboris (2009), Collective Redundancies Guide, Brussels
• Employment Contracts Act (55/2001)
• Työsopimuslaki (55/2001)
• Laki yhteistoiminnasta valtion virastoissa ja laitoksissa (1233/2013)
• Laki työnantajan ja henkilöstön välisestä yhteistoiminnasta kunnissa (449/2007)
• Co-operation Act (1333/2021)
• Yhteistoimintalaki (1333/2021)