Transition security specialists
Our impartial transition security specialists provide information on transition security services and support employers and personnel in the different stages of the change. Employers have certain obligations when it comes to dismissing or laying off employees, which depend on their total number of employees and the number of employees to be dismissed or laid off.
Transition security includes services that help employees to be laid off or dismissed find new jobs or training opportunities and support the employer through the change. Transition security includes several support measures for both the employer and the employees.
Notification to Helsinki Employment Services
Submit the employer’s written negotiation proposal to us no later than at the start of the change negotiations.
If the change negotiations affect several locations, submit the written negotiation proposal to the municipality of your company's head office. In change negotiations affecting several locations, it is sufficient to submit the negotiation proposal to a single employment authority.
If you are dismissing ten or more employees as a result of change negotiations, you must report the results of the change negotiations to the municipality of the workplace.
Please submit written negotiation proposals and the results of change negotiations by email to Employment Services’ transition security specialists at: muutosturva@hel.fi(Link opens default mail program).
Contact Employment Services’ transition security specialists and ask about our services for employers in change situations(Link leads to external service).
Action plan to promote employment
When change negotiations concern the dismissal of ten or more employees, the employer must draw up an action plan to promote employment. In the event of change negotiations affecting fewer than ten employees, the employer must present operating principles corresponding to the action plan to employee representatives.
Training and coaching for employees
Companies with at least 30 employees must offer employees to be dismissed on production-related and financial grounds the opportunity to participate in coaching or training that promotes employment. This applies to employees who have been employed by the company for at least five years.
Occupational health services
If you regularly employ at least 30 employees and the employment of employees dismissed on production-related and financial grounds has lasted for at least five years, you are obliged to arrange occupational health care for these employees for six months as of the termination of the employment relationship.
Paid employment leave
As an employer, you must offer paid employment leave to employees dismissed on production-related and financial grounds. The duration of the paid employment leave depends on the length of the employee's period of notice.
Information events
Employers must organise information events where employees are informed about transition security and associated services.
Informing employees aged 55 or over about extended transition security
Under the Employment Contracts Act, all employers must inform employees aged 55 or over about their right to extended transition security. Extended transition is provided under certain criteria if the employee to be dismissed is aged 55 or over and has been in your employ for at least five years.
Obligation to re-employ
Employers that dismiss employees on production-related and financial grounds or in connection with a reorganisation procedure are subject to the obligation to re-employ. This means that if the employer requires employees again after the dismissal, they must offer work to the dismissed employees first. The obligation to re-employ is subject to certain conditions.
Contact Employment Services’ transition security specialists and ask about our services for employers in change situations(Link leads to external service)