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In Loviisa, as in the rest of Finland, hiring and firing are governed by national laws and collective agreements. Local practice reflects the same framework that applies to small and large employers alike. Employment decisions must follow rules on contracts, notice periods, justification, and fair treatment.
The core rules cover how to hire, how to document contracts, how to handle performance management, and how to conduct terminations with proper notice and documentation. Although Loviisa-specific ordinances are limited, local employers must comply with nationwide standards and with any local union agreements that apply to their industry. A qualified employment lawyer can help interpret how these rules apply to your business or case in Loviisa.
Source note: The core structure for hiring and firing rests on national employment law and practice in Finland, with local implementation guided by regionally applicable collective agreements and workplace practices.
The following laws are central to Hiring & Firing in Finland and directly impact practice in Loviisa. They establish the framework for contracts, dismissal procedures, and data handling during employment relationships.
Employment Contracts Act (Työsopimuslaki) governs how employment relationships begin, the form and content of contracts, and notice requirements for termination. It sets baseline rules for probationary periods, fixed-term versus permanent contracts, and what constitutes lawful dismissal. This act forms the backbone of most hiring and firing decisions in Finland and applies nationwide, including Loviisa. Recent amendments and clarifications often come through updates to this act and related regulations.
Co-operation Within Undertakings Act (Yhteistoimintalaki) requires employers to conduct formal consultation when significant personnel reductions or major changes are planned. The act applies to larger workplaces and certain restructurings, and it is designed to protect employees during organizational changes. In Loviisa, as in other municipalities, this process helps ensure that employee representatives have a voice and that the company documents its decisions properly. Companies engaging in large-scale downsizing should expect a formal notice and consultation timeline.
Data Protection and Privacy Standards (GDPR and related Finnish Personal Data Act) regulate how employers collect, store, and use personal data during hiring and termination. The General Data Protection Regulation (GDPR) applies across the EU, with Finland's national acts adapting to GDPR requirements. In hiring and firing, this means strict controls on background checks, notification, and data retention. Non-compliance can lead to penalties and enforcement actions.
Source: Finnish Employment Contracts Act and related regulations provide the core framework for hiring and termination; the Co-operation Act governs consultation on significant staffing changes; GDPR governs handling of employee data during hiring and firing. See official sources for detailed text and current amendments.
Notes for Loviisa practitioners: always verify the current text of the acts via official sources. Local practice in Loviisa may involve industry-specific collective agreements that add conditions to notice periods, severance, or procedures beyond the statutory minimum. Consulting a local employment solicitor is advisable before making significant hiring or firing decisions in Loviisa.
The Employment Contracts Act governs how Finnish employers hire, structure contracts, and terminate employment. It sets baseline notice periods and terms for permanent and fixed-term contracts. In Loviisa, like elsewhere in Finland, this act is the primary reference for lawful employment practices.
Begin with a clear, documented reason for dismissal and confirm notice periods under the Act. If restructuring or performance issues drive the dismissal, consider the Co-operation Act requirements for consultation and employee representation. A lawyer helps ensure compliance and minimizes risk.
Valid reasons include performance issues, misconduct, or business necessity. The burden is on the employer to prove the reason is real and that due process was followed, including warnings and opportunities to improve. In borderline cases, legal counsel can assess whether the grounds are sufficient.
Yes. The Act requires written notice with clear terms and, where applicable, the correct notice period. The written notice should specify the reason for termination and any severance or compensation arrangements. Verifying sufficiency with counsel helps prevent disputes.
Notice periods depend on contract type, length of service, and collective agreements. They commonly range from 14 days to several months for long-serving employees. A lawyer can tailor the timeline to the specific employment contract and local agreements in Loviisa.
Discrimination on the basis of pregnancy or family leave is prohibited. Termination must be based on legitimate, non-discriminatory grounds and proper procedures. If pregnancy or leave appears to be a trigger, consult counsel about potential unlawful dismissal.
Finnish practice relies on contract terms and applicable collective agreements, with additional compensation possible in wrongful dismissal claims. There is no fixed national severance amount; counsel can negotiate and pursue appropriate remedies based on the facts.
Unions or employee representatives can participate in consultations for significant staff changes under the Co-operation Act. They help protect employee interests and ensure compliance with procedural requirements. In practice, employers should engage these representatives early in the process.
Collect the employment contract, performance records, warning notices, disciplinary records, and correspondence related to the firing. Also assemble any internal memos about the business need for termination and notes from consultations with employee representatives.
First, document all relevant facts and consult an employment lawyer. You may file a claim with the relevant court or labor dispute body within the applicable deadline. A lawyer can help assess viability and pursue negotiations or litigation.
Yes. Fixed-term contracts end automatically at the conclusion of the term unless renewed. Termination of a fixed-term contract before its end requires just cause. Permanent contracts involve notice and justifiable grounds for dismissal and associated procedures.
Yes. An early legal review reduces risk of wrongful termination claims and helps ensure compliance with Finnish law and any local agreements. A lawyer can structure warnings, performance management, and notice to align with best practices.
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The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
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