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Employment relationships in Lahti follow national Finnish employment law, which sets the basic rules for hiring, employment contracts, working conditions, and termination. Local employers and employees also rely heavily on sectoral collective agreements and practices common in the Päijät-Häme region. The most important laws are the Employment Contracts Act, the Working Hours Act, the Annual Holidays Act and the Act on Co-operation within Undertakings. In practice this means that hiring and firing in Lahti is governed by a combination of statutory rights, collective agreement rules and case law, and many disputes are handled with the assistance of trade unions, employers associations or courts.
Employment issues can be legally complex and emotionally charged. You may want to consult a lawyer in several situations:
- If you face termination and need to know whether it is legal or wrongful.
- If your employer fails to follow co-operation and consultation procedures during planned layoffs or redundancies.
- If you are subject to discrimination, harassment or unequal treatment at work.
- If a dispute concerns unpaid wages, holiday pay, overtime compensation or other wage claims.
- If you are offered a settlement agreement and want to check whether the terms protect your rights.
- If you are an employer facing a contested dismissal, collective negotiations or complex restructuring and need to manage legal risk.
- If confidentiality, restrictive covenants, non-compete clauses or data protection issues arise during hiring or termination.
Key legal elements that apply in Lahti are set at the national level but are implemented locally by authorities and actors. Important points to know:
- Employment Contracts Act (Työsopimuslaki): Governs formation of employment contracts, written statements of terms, probationary periods, termination formalities and notice periods. Employers must provide essential written information about terms and conditions soon after employment starts.
- Co-operation Act (Laki yhteistoiminnasta yrityksissä): Requires employers to negotiate and consult with employee representatives or the workforce before major changes, such as mass redundancies or significant reorganisations. Proper procedure is critical for lawful dismissals related to production or staff reductions.
- Collective agreements (työehtosopimus): Many sectors have binding collective agreements that set minimum pay, notice periods, overtime pay and other conditions. In Finland collective agreements often determine practical details of hiring and firing more than statutory rules.
- Working Hours Act and Annual Holidays Act: Regulate maximum working hours, rest periods, overtime compensation and entitlement to annual leave.
- Anti-discrimination and non-discrimination rules: Employers may not discriminate on grounds such as age, sex, religion, disability, ethnicity or family leave status. Special protection exists for pregnant employees and parents on leave.
- Fixed-term and probationary employment: Fixed-term contracts must be justified by a lawful reason if used repeatedly. Probationary periods are limited by law and must be agreed in writing.
- Termination formalities: Termination must generally be in writing and include grounds for dismissal. There are different legal standards for dismissing during probation, for personal reasons and for production-related reasons.
- Remedies and dispute resolution: Wrongful dismissal claims can be brought to the district court. Collective disputes go to the Labour Court. Trade unions often provide legal help and can use labour dispute mechanisms.
- Administrative bodies: Local TE Office (employment office) provides unemployment and job-seeker services. Occupational safety and labour inspection matters are handled by the Regional State Administrative Agency and the occupational safety authorities.
No. Employers must have an objective and weighty reason to dismiss an employee. Reasons fall into two main categories - personal reasons related to the employee and production or financial reasons related to the employer. Dismissal procedures and evidentiary standards differ depending on the reason. During probationary periods dismissal is easier but still must not be discriminatory or abusive.
Notice periods depend on length of employment and what is agreed in collective agreements or the employment contract. The Employment Contracts Act provides statutory minimum notice periods which increase with service time, but many sectors have longer notice periods under collective agreements. Notice must be given in writing.
Yes. While an employment contract can be concluded orally, employers must provide a written statement of the essential terms and conditions of employment no later than one month after the employment begins. The statement should cover duties, working hours, pay, notice periods and other key terms.
Act promptly. Contact your trade union if you are a member, or consult a lawyer for early advice. Preserve all relevant documents and written communications. Many disputes are first tried through negotiation or mediation. If necessary you can bring a claim in district court or seek damages through the courts. Time limits vary, so prompt action is important.
A collective agreement is a negotiated contract between trade unions and employers associations that sets minimum terms for wages, working hours, notice periods and other conditions for an entire sector. If your workplace is covered by a collective agreement, its rules normally override the statutory minimums where they are more favourable. Many practical hiring and firing rules are found in collective agreements.
Yes. Finnish law provides strong protection against dismissal due to pregnancy, childbirth or parental leave. Termination on such grounds is likely unlawful and can lead to remedies including damages or reinstatement. Employers must respect special protections and cannot use parental leave as a justification for dismissal.
For planned collective redundancies or major reorganisations, the employer must follow the Co-operation Act and negotiate with employee representatives. The employer must provide information, hold timely negotiations and explore alternatives to dismissals. Failure to follow the co-operation procedure can make dismissals unlawful or expose the employer to liability.
There is no general statutory right to severance pay. Some collective agreements, employment contracts or company policies provide for severance packages. In certain wrongful dismissal situations the court may award damages that act as compensation, but this is not the same as agreed severance pay.
Employers may require checks only to the extent they are necessary for the duties of the post and must respect privacy and data protection rules under GDPR. Criminal record checks are typically permitted for roles with legal requirements or safety implications. Medical examinations must be job-related and proportionate.
Start with trade unions if you are a member - they often provide legal assistance for employment disputes. The TE Office can advise on unemployment issues. Public legal aid may be available based on income and case type. You can also seek initial guidance from the local chamber of commerce or municipal employment services. For complex disputes consult an experienced employment lawyer.
Useful organisations and authorities to contact or consult when dealing with hiring and firing issues in Lahti:
- Ministry of Economic Affairs and Employment (Työ- ja elinkeinoministeriö) - sets national employment policy.
- Regional State Administrative Agency (Aluehallintovirasto, AVI) - supervises occupational safety and working conditions in the region.
- TE Office - Työ- ja elinkeinotoimisto - for unemployment registration, jobseeker services and labour market information.
- Finnish Labour Court (Työtuomioistuin) and local district courts - for resolving labour disputes and litigation.
- Trade unions - industry unions affiliated with SAK, STTK or Akava often provide legal support to members.
- Employers associations and Chambers of Commerce - provide guidance for employers on legal compliance.
- Finnish Bar Association - to find qualified employment law lawyers.
- Kela - for social security issues tied to employment, such as sickness benefits and parental allowances.
If you need legal assistance with a hiring or firing matter in Lahti, follow these practical steps:
- Gather documents: employment contract, written statements of terms, pay slips, termination letter, emails and any records of meetings.
- Check whether a collective agreement applies and read the key provisions on notice, pay and termination.
- Contact your trade union if you are a member - they can often provide immediate help and legal counsel.
- Consider early consultation with an employment lawyer to evaluate whether the dismissal or proposed action is lawful and to discuss options such as negotiation, mediation or litigation.
- If you worry about time limits, act quickly - many remedies are time-sensitive. Even if you are unsure, initial advice can clarify deadlines and next steps.
- If you are an employer, document the process carefully, follow co-operation rules for large-scale changes, and seek legal advice before implementing dismissals to reduce legal risk.
Early, informed action increases your chances of a fair outcome. Legal professionals familiar with Finnish employment law and local practices in Lahti can guide you through negotiation, administrative processes and court proceedings when necessary.
