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Wrongful termination, sometimes referred to as illegal or unjustified dismissal, occurs when an employer terminates an employee’s contract in violation of employment laws or without a lawful reason. In Kajaani, Finland, employment relationships are regulated primarily by the Finnish Employment Contracts Act, collective agreements, and the general principles of labor law. These laws provide protection for employees against unfair dismissal, ensuring that terminations are both justified and carried out with due process. Employees cannot be let go arbitrarily, and employers must follow strict protocols before ending employment.
Dealing with wrongful termination cases can be complex, especially when you are unfamiliar with legal procedures or specific labor laws. You may need a lawyer if you believe you were dismissed without proper grounds, if you suspect discrimination or retaliation played a role in your termination, or if you were not provided with the legally required notice or severance pay. Legal professionals can help you understand your rights, evaluate whether the dismissal was lawful, represent you in negotiations with your former employer, and if necessary, handle proceedings before Finnish courts or labor tribunals.
In Kajaani, as part of Finland, wrongful termination is primarily governed by the Finnish Employment Contracts Act. The law outlines the acceptable reasons for termination, which must always be substantial and related to either the employee’s conduct or the employer’s financial or production-related needs. Dismissals must be justified by serious negligence, significant breach of duties, or substantial changes in the company’s circumstances. Employers are required to provide written reasons for termination upon request and must usually give notice periods defined by law or collective agreements. Discrimination based on factors such as age, gender, religion, or union membership is strictly prohibited. Employees also have the right to contest dismissals they believe are unjustified.
Wrongful termination occurs when an employer ends an employment relationship without a valid reason as defined by the Employment Contracts Act or fails to observe the required procedures for dismissal.
Valid reasons include serious breach of employment duties, repeated negligence, or the employer’s financial and production-related grounds, such as redundancy. Personal conflicts or minor misconduct generally do not justify termination.
Yes, an employer must provide statutory notice unless the dismissal is for extremely serious misconduct justifying immediate termination. Notice periods vary depending on the duration of employment and any applicable collective agreements.
Generally, you cannot be fired solely because of illness or disability. Dismissal can only be justified if long-term illness seriously impedes your ability to work and no reasonable adjustments can be made.
Yes, you have the right to request a written explanation for the dismissal, and the employer must provide this upon your request.
If you suspect discrimination, such as being terminated due to age, gender, ethnicity, religion, or union activity, this could constitute wrongful termination and you have the right to challenge it.
You may be entitled to compensation, which can include lost wages, damages for emotional distress, and in some cases, additional punitive damages as determined by a court or tribunal.
You can seek advice from the occupational safety and health authorities, contact your trade union, or consult a lawyer to file a claim against your employer. Legal proceedings may follow if no resolution is reached.
Yes, claims related to unlawful termination generally need to be filed within two years from the date of dismissal, though it is advisable to act as soon as possible.
Immediate termination without notice is only permitted in cases of serious misconduct. In most cases, the employer must follow the proper notice procedure and provide grounds for dismissal.
- The Occupational Safety and Health Administration of Finland (Työsuojelu) - Local employment and economic development offices (TE-toimisto) - The Central Organisation of Finnish Trade Unions (SAK) - The Finnish Bar Association for finding a qualified lawyer - Employee and employer unions specific to your sector - The Ministry of Economic Affairs and Employment of Finland
If you believe you have been wrongfully terminated in Kajaani, it is essential to gather all relevant documents, such as your employment contract, correspondence with your employer, and notice letter. Consider contacting a local trade union or the occupational safety and health authority for initial guidance. Consulting with a lawyer who specializes in employment law will help you assess your case, understand the potential outcomes, and take the right legal actions. Acting promptly is important to protect your rights and to ensure all statutory deadlines are met.
