Practical aspects and legal provisions

The recruitment trial is mainly intended to support the jobseeking efforts of unemployed jobseekers that possess the necessary professional skills and have the overall labour market capabilities. In the recruitment trial, the company arranging it can assess the suitability of potential employees to the task on offer and their ability to adapt to a work community. The aim of the recruitment trial is to lower the threshold for employing unemployed jobseekers.

The recruitment trial is not considered a service promoting employment when the Unemployment Security Act is applied. For the duration of the recruitment trial, the participants receive the unemployment benefits that they would be entitled to when unemployed.  The recruitment trial is not a service promoting employment referred to in the Unemployment Security Act, which means that the jobseeker is not entitled to increased unemployment allowance on the basis of participating in the trial and it cannot be included in the obligation to work.

As the arrangement is on a voluntary basis, no unemployment security sanctions will be imposed if the jobseeker refuses to take part or fails to complete the service. However, you must have valid reasons for refusing the work offered by the company or the TE Office during the trial or after it. Otherwise, the payment of your unemployment benefits will be discontinued. The valid reasons for refusal are laid down in the Unemployment Security Act. As participation in the recruitment trial is not a condition for receiving unemployment benefits, no expense allowance is paid during the trial period.

Agreement on the recruitment trial
Impact of layoffs, terminations with notice and part-time employment relationships
Duration and working hours
Absences and cancellation
Legal status of the recruitment trial participant

Insurance cover during the recruitment trial
Feedback

Agreement on the recruitment trial

The recruitment trial is a voluntary arrangement. The trial can only take place if the jobseeker and the employer arranging the trial submit a joint proposal to the TE Office. The recruitment trial agreement is jointly concluded by the jobseeker participating in the trial, the company arranging the trial and the TE Office.

The TE Office accepts the proposed trial agreement if there are no legal obstacles to the arrangement and the agreement meets all legal requirements.

The jobseeker participating in the trial and the company arranging the trial may submit a joint proposal for the trial to the TE Office on a form specified for the purpose. The trial can start after the TE Office has approved and signed the agreement.

Recruitment trial proposal and agreement  (in Finnish)

Impact of layoffs, terminations with notice and part-time employment relationships

Under the Employment Contracts Act (55/2001), an employer recruiting staff may be obliged to give priority to its own employees (such as part-time workers and workers that have been laid off) or employees who have been given notice and to which the re-employment obligation applies. The company arranging the trial must state in the recruitment trial agreement that there are no obstacles to the employment of the jobseeker.

Duration and working hours

The maximum duration of the recruitment trial for one employer is one month. The recruitment trial is a voluntary arrangement for the jobseeker which means that there are no minimum working hours per day.

Absences and cancellation

As the recruitment trial is a voluntary arrangement for the jobseeker, the company arranging the trial is not obliged to notify the provider of the unemployment benefits of any absences. The TE Office and the company arranging the trial may cancel the recruitment trial agreement by notifying the other parties of their decision in writing.  However, the agreement may not be cancelled on the basis of illegal discrimination or for another inappropriate reasons.

The jobseeker participating in the trial may end the trial at any time.  As the arrangement is on a voluntary basis, no unemployment security sanctions will be imposed if the jobseeker refuses to take part or fails to complete the service. However, you must have valid reasons for refusing the work offered by the company or the TE Office during the trial or after it. Otherwise, the payment of your unemployment benefits will be discontinued. The valid reasons for refusal are laid down in the Unemployment Security Act.

Legal status of the recruitment trial participant

The legal status of the recruitment trial participant and the obligations of the company arranging the trial are laid down in chapter 4, sections 7, 8,11 and 12 of the Act on Public Employment and Business Service as follows:  

  • The individuals taking part in the trial are not in employment relationship with the TE Office or the company arranging the trial.
  • The Act on Equality between Women and Men (609/1986) and the Non-discrimination Act (1325/2014) are applied to the individuals taking part in the trial.
  • The company arranging the trial is responsible for the occupational safety and health of the individuals participating in the trial, as laid down in the Occupational Safety and Health Act (738/2002) and the Young Workers' Act (998/1993).  The Ministry of Economic Affairs and Employment takes out a group liability insurance for the trial participants. A compensation for an accident occurring during the trial or an occupational disease resulting from it is provided from state funds on the same basis as compensation is provided for occupational accidents and diseases under the Occupational Accidents, Injuries and Diseases Act (459/2015), unless the individual in question is entitled to at least equal compensation under other acts.
  • The provisions on daily rest periods contained in section 28 of the Working Hours Act (605/1996) and provisions on work schedules contained in section 35 of the same act are applied during the trial.
  • The following provisions of the Act on the Protection of Privacy in Working Life are applied during the trial: section 3; section 4(1,2); section 5(1,2 and 4); section 6; section 7(1-3); sections 9, 10, 14 and 15; chapters 5 and 6; section 21(2) and sections 22 and 24.
  • The company arranging the trial may not assign any of the obligations arising from this agreement to other parties.
  • The company arranging the trial must give the name of the recruitment trial participant and the details of the terms and conditions of the agreement on the trial to the local union representative or any other person that represents the employees of the company arranging the trial.
  • The time spent by the jobseeker in the company as a recruitment trial participant must be deducted from the maximum duration of the trial period referred to in chapter 1, section 4 of the Employment Contracts Act if the participant is employed in the same or in similar tasks after the end of the trial.

Insurance cover during the recruitment trial

The Ministry of Economic Affairs and Employment takes out insurance for recruitment trial participants for occupational diseases and accidents and for any damage caused to the company arranging the trial.

Feedback

Please send the completed feedback form to the TE Office that signed the recruitment trial agreement

  • in the companies’ and employers’ Oma asiointi service. Enter the service with your Katso ID, go to section Yhteydenotot ja asiakirjat and select Rekrytointikokeilumahdollisuus as the subject.
  • You can submit the feedback by mail or
  • in person. 

Feedback form (in Finnish)

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