In a recent hybrid event, our experts Anu Waaralinna, Mari Mohsen and Jenna Helenius provided an overview of current topics in the Finnish employment market. In particular, the seminar focused on the key changes planned to the new Co-operation Act, recent case law and practical guidance based on them, as well as the Whistleblower Protection Directive and its specific impact on the workplace from an employment law perspective.
Key takeaways
The new Co-operation Act
The new Co-operation Act, which enters into force in 1 January 2022, consists of the following three elements: (i) a continuous dialogue between the employer and the employees; (ii) negotiations in changing situations (change negotiations); and (iii) personnel representation in the management of the company. As was the case with the former Act, the new Act will apply to companies and organizations employing at least 20 people.
The new Co-operation Act introduces a new procedure for developing the relationship between the employer and employees in the long term (a continuous dialogue). According to the new Act, the employer and the employee representatives must have regular interaction on at least a quarterly basis, unless agreed otherwise. The continuous dialogue should address, among other things, the financial situation of the company or organization, workplace rules and practices, and employee issues. The practical ways of implementing the dialogue are to be agreed at the workplace.
In the new Act, the...
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