For employment terminations, the objective of change security is to speed up and facilitate the terminated employee's access to a new job.
The change security operating model includes
Notification to the TE Office of the start of cooperation negotiations
If you are an employer within the scope of the Act on Co-operation within Undertakings, you must notify your TE Office of your cooperation negotiations. This notification must be made no later than the beginning of the procedure. Notice must be given of the negotiations if they could lead to lay-offs or redundancies, regardless of the number of persons affected by the negotiations.
The notification is free-form, but it must be submitted in writing. You can submit the notification to the change security expert for your area. The information can be found in the links on this page.
When the number of terminated employees is 10 or more
An action plan to promote employment must be drawn up in cooperation with the personnel. This must be prepared when the cooperation procedure begins.
The action plan must include
Notify the TE Office of any employment terminations if they apply to 10 or more employees. Provide the TE Office with details of the number of terminations due to occur, the profession or work duties of the employees, and the date of the terminations. Also inform the employees that they are entitled to an employment plan.
You can submit a notification using the form ‘Employer's notification to the TE Office’. Send the completed form to the TE Office by logging in with your Suomi.fi e-Identification to the Enterprise and Employer E-Services and selecting Contacts and Documents on the front page of the service.
When there are fewer than ten terminated employees
The cooperation procedure must include operating principles that support applying for other work, training, and TE services during the period of notice.
If you employ at least 30 people on a regular basis, any terminated employees who have been working for you for five years or more must be given the opportunity to participate in employment-promoting coaching or training which is paid for by the employer. This training must be made available either during the notice period or at the beginning of unemployment.
The employer has an obligation to arrange occupational health care for terminated employees that extends for six months after the employee's work duties have ended. For this period, the employer will receive a reimbursement under the Health Insurance Act.
This obligation applies to employers who regularly employ 30 or more employees. In addition, the employee's employment relationship must have lasted for at least 5 years.
We will provide help for employers and employees concerning change security.