Best Hiring & Firing Lawyers in Salo

About Hiring & Firing Law in Salo, Finland

Hiring and firing in Salo follows the same national employment law framework that applies across Finland. Key rules come from statutes such as the Employment Contracts Act - Työsopimuslaki - together with sectoral collective agreements - työehtosopimukset - and other laws that cover working hours, annual holidays, occupational safety and non-discrimination. Many everyday details - for example notice periods, probation rules and special protections - are shaped by the written employment contract and any applicable collective agreement. Local public services in Salo, such as the TE Office branch and municipal employment services, also play a role when people are laid off or need unemployment services.

Why You May Need a Lawyer

Employment matters can be legally and emotionally complex. You may need a lawyer if you face any of the following situations:

• Unlawful or contested dismissal - where the employer claims a lawful ground but you believe the termination was unfair or lacked objective justification.
• Collective redundancies or plant closures - when your employer plans staff reductions and statutory co-operation or consultation rules apply.
• Disputes about notice periods, final pay, accrued vacation pay or severance - especially where the contract or a collective agreement is not clear.
• Discrimination, harassment, or retaliation claims - including allegations of illegal treatment linked to age, sex, disability, union activity or pregnancy.
• Problems with fixed-term or probationary contracts - e.g. employer misuse of consecutive fixed-term contracts or unfair termination during probation.
• Requests for reasonable accommodation due to health reasons or disputes over sick leave and return-to-work arrangements.
• Collective bargaining or union-related disputes - where legal expertise is needed to interpret collective agreement terms or to handle negotiations.
• When you need to pursue remedies in court or negotiate settlements - lawyers can draft claims, represent you in court or mediate settlement agreements.

Local Laws Overview

Below are the key legal frameworks and practical points that are particularly relevant for hiring and firing in Salo and elsewhere in Finland.

• Employment Contracts Act - Työsopimuslaki: Sets core rules on formation of contracts, probationary periods, termination procedures, notice periods, fixed-term employment and employer obligations. It is the principal statute governing individual employment relationships.
• Collective Agreements - Työehtosopimus: Many sectors have collective agreements that regulate pay, working hours, notice periods, probation terms and other conditions. Collective agreements often take precedence over a simple contract when they contain mandatory terms for the sector.
• Act on Co-operation within Undertakings - Yhteistoimintalaki: Requires employer consultation with employee representatives in enterprises of a certain size prior to large-scale redundancies or organizational changes. The law prescribes information and negotiation steps.
• Non-discrimination and equality rules: Finnish law prohibits discrimination on multiple grounds and sets requirements for equal treatment and reasonable accommodation at work.
• Working Hours Act and Annual Holidays Act: Affect scheduling, overtime, holiday accrual and pay, which can be relevant when calculating final pay on termination.
• Occupational Safety and Health legislation: Employers must maintain a safe work environment. Dismissal linked to reporting safety problems, or dismissal connected to sickness that relates to workplace conditions, can raise specific legal issues.
• Dispute resolution and courts: Individual employment disputes are typically resolved in the District Court. Collective disputes and certain labour law questions go before the Labour Court - Työtuomioistuin. Trade unions often provide legal support and alternative dispute resolution.
• Public employment services and benefits: TE Office handles unemployment registrations, job search services and guidance. Kela is the agency administering certain social security and benefits. These services become relevant after dismissal or during layoffs.
• Local practice: In Salo, many employers follow national laws and sectoral collective agreements. Local trade unions and municipal employment services can offer advice and practical support.

Frequently Asked Questions

Can my employer dismiss me without giving a reason?

No. Termination should be based on a valid legal ground - commonly either an employee-specific reason such as misconduct or inability to perform the job, or a production-related or financial reason affecting the employer. Employers should provide the grounds for dismissal, usually in writing. If you are unsure about the stated reason, seek advice promptly.

What notice period applies when I am dismissed?

Notice periods depend on the terms of the employment contract, any applicable collective agreement and statutory minimums. Statutory and collective-agreement notice periods vary by length of service and type of termination. Check your contract and the sector collective agreement and consult an expert if the notice given appears inconsistent with those rules.

Can I be dismissed while I am on sick leave or parental leave?

Termination during sick leave or parental leave is legally sensitive. Dismissal solely because of temporary incapacity or because you are on parental leave can be prohibited. Employers must show a lawful and objective reason for dismissal. If you suspect the dismissal is linked to leave or health status, contact a lawyer or your union immediately.

What is a probationary period and can I be fired more easily during it?

A probationary period allows both parties to assess suitability for the role. Probationary periods and their length are typically set in the contract or collective agreement. Termination during probation is generally easier than for permanent employment, but it must still respect reasonableness and non-discrimination rules and follow any procedural requirements in the contract or collective agreement.

Do I have a right to severance pay?

Finland does not generally mandate statutory severance pay for ordinary dismissals. Severance payments arise if there is a contract clause, a collective agreement term, or a specific settlement negotiated at termination. In cases of unfair dismissal, a court may award compensation.

What are my options if I believe I was unfairly dismissed?

Possible options include asking for a written explanation, negotiating a settlement, filing a claim with the district court for wrongful termination, or seeking remedies through trade union support. Time limits and procedural rules apply, so obtain advice promptly to preserve your rights.

Are there special rules for fixed-term contracts?

Fixed-term contracts are permitted but must meet specific legal or objective grounds. Repeated successive fixed-term contracts can be treated as permanent employment in certain situations. Ending a fixed-term contract at its agreed end date is normally not a dismissal, but early termination procedures must follow the contract and law.

What must an employer do before carrying out collective redundancies?

For larger layoffs or reorganizations, the employer must inform and consult employee representatives in accordance with the Co-operation Act. The employer must provide detailed information, explore alternatives and negotiate a plan. Failure to follow these procedures can affect the validity of layoffs and give rise to claims.

How can I prove wrongful dismissal - what evidence should I keep?

Keep the employment contract, any emails or written warnings, performance reviews, pay slips, holiday records, medical certificates if relevant, the dismissal letter, and notes of meetings. Document dates, witnesses and the content of discussions. This evidence will be important if you pursue a legal claim or negotiate a settlement.

Who can help me locally in Salo - unions, authorities or offices?

Local resources include your trade union or employer association, the TE Office local branch for unemployment and re-employment services, occupational safety authorities, and municipal employment services. For legal disputes, private employment lawyers or the local district court handle claims. Trade unions often provide legal support to their members.

Additional Resources

When you need reliable information or practical help, consider these types of organizations and public bodies in Finland and at the local level in Salo:

• Ministry of Economic Affairs and Employment - for official guidance on national employment law frameworks.
• TE Office - public employment services for jobseekers, unemployment registration and re-employment support.
• Trade unions and employer organisations - for sector-specific advice, collective agreement interpretation and legal assistance for members.
• Occupational Safety and Health authorities - for workplace safety, harassment and related complaints.
• Labour Court - Työtuomioistuin - for collective labour disputes; District Courts for individual employment disputes.
• Legal aid services and private employment law firms - for representation in disputes. Legal aid may be available depending on income and assets.
• Kela - for information on social security and unemployment benefits after dismissal.
• Salo municipal employment and social services - for local support, counselling and practical assistance during unemployment.

Next Steps

If you need legal assistance with hiring or firing in Salo, follow these practical steps:

1. Gather your documents - contract, pay slips, dismissal letter, emails, performance records and any warnings or medical certificates.
2. Review your contract and check whether a collective agreement applies - this often determines many key terms.
3. Contact your trade union if you are a member - unions frequently provide rapid legal guidance and can intervene on your behalf.
4. If you are not in a union or need independent advice, consult an employment lawyer experienced in Finnish labour law. Ask about fees and whether legal aid or fee arrangements are available.
5. Register with the TE Office if you are unemployed or at risk of unemployment - this protects benefit eligibility and connects you to job services.
6. Consider negotiation or mediation as an early step - settlement discussions can resolve matters faster and with lower cost than court.
7. Act promptly - legal remedies often have time limits and procedural steps that must be followed without delay.

Employment disputes can be resolved in many ways. Early advice and careful documentation improve your chance of a fair outcome. If you are unsure what to do next, begin by speaking with your trade union or a lawyer who specialises in employment law in Finland.