Termination

There is an obligation to pay compensation for all a Post-compete restricted periods …

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Where an employee is dismissed without a ‘proper and weighty’ reason, the dismissal will be considered unfair and illegal …

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An employee may only be dismissed in companies with 10+ people if there are ‘proper and weighty’ reasons, and this should normally be preceded by verbal and written warnings …

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Fixed-term contracts naturally come to an end upon the expiry of the agreed date, however, it may be terminated early in exceptional cases …

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An employee does not need to give reasons for resigning but they must give the required notice as stated in their contract or provided by law (see Finland :: Notice periods) to their employer …

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If exceptional circumstances exist an employer or employee may ‘cancel’ the employment relationship, such that each party’s obligations under the contract immediately come to an end …

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It is not permissible to dismiss an employee because of their participation in industrial action arranged by an employee organisation or in compliance with the Collective Agreements Act …

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There is no statutory right to severance pay except in the case of redundancy …

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Upon departure, an employee is entitled to receive a written certificate stating the duration of their employment relationship and the principal work duties they performed …

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Notice must be delivered personally to an employee, sent by registered post or issued electronically …

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As an alternative to redundancy employers may temporarily layoff workers or place them onto part-time contracts …

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An employer is permitted to terminate the employment relationship for financial or production-related reasons or for reasons arising from the reorganisation of the employer’s operations …

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The termination of employment relationships is predominantly governed by the Employment Contracts Act, although additional requirements may be contained in collective bargaining agreements …

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