Change security for the employer
If you need to dismiss employees for production-related and financial reasons, familiarise yourself with change security. Change security helps both the employer and the employee who is to be dismissed.
The objective of change security is to help the dismissed employee and make the change situation easier for you as an employer.
The change security operating model includes
- enhanced communication,
- preparation of an action plan to promote employment together with personnel,
- preparation of an employment plan in TE services for a dismissed person,
- paid leave for dismissed employees to look for a new job,
- arranging training or participating in the costs of studies organised by other parties so that the dismissed person may acquire training during the period of notice or in the early stages of unemployment, and
- providing occupational health care to the dismissed person for six months from the end of the obligation to work.
The TE Office also offers you change security services in regions that are part of the local government pilot on employment. There are designated change security experts at TE Offices who are responsible for TE services in change security situations. Additionally, the TE Office is responsible for preparing an employment plan for job seekers who are part of the municipal experiment when the job seeker who is covered by the change security has not yet transferred to the local government pilot on employment.
Change security includes obligations that apply to you as an employer. The obligations depend on the number of your subordinates and the number of people you are about to dismiss.
Prepare an action plan to promote employment with the personnel
If you intend to dismiss at least ten employees, you must prepare an action plan to promote employment together with your personnel. This must be prepared when the cooperation procedure begins.
The action plan must include
- the planned timetable for change negotiations,
- procedures to be followed in the change negotiations,
- the plans for principles to be observed during the period of notice while using the services of TE services, and
- the principles to be used in helping the affected employees find new employment or training.
Please notify the TE Office of the termination of the employment relationship of the dismissed employees. Inform the TE Office of the number of employees to be dismissed, their professions, work duties, and the dates of termination of their employment relationships. Inform the employees that they are entitled to an employment plan.
You can submit a notification using the form ‘Employer's notification’. Use Suomi.fi e-Identification to log in to the Enterprise and Employer E-service, select ‘Contacts and documents’ on the front page and send the completed form.
If there are fewer than ten employees to be dismissed, you must explain in the change negotiations how your employees can apply for other jobs, training, or TE services during their period of notice.
Provide coaching or training for dismissed employees
If you regularly employ at least 30 employees, you must offer those dismissed the opportunity to participate in coaching or training that promotes employment. This applies to employees who have been employed by you continuously for at least five years. You can offer the possibility either during the period of notice or in the early stages of unemployment.
You must pay for the coaching or training you offer. You can also agree with the employee that you will pay for the training or coaching that they themselves acquire.
The principles governing the organisation of training or coaching are recorded in the work community development plan, which must be updated after the change negotiations.
If you fail to comply with the obligation to provide coaching or training, you must pay your employee a sum equivalent to the value of the coaching or training.
Arrange occupational health care for the dismissed employee
If you regularly employ at least 30 employees and the dismissed employee's employment has lasted for at least five years, as an employer, you are obliged to arrange occupational health care for six months as of the termination of the obligation to work. For this period, you will receive compensation under the Health Insurance Act.