What do I do in a termination situation? 

Employment can be terminated on the basis of two grounds: either for financial or production-related grounds or for grounds related to the employee’s person. 

Termination based on financial or production-related grounds generally takes place as a result of change negotiations. Termination for this reason requires that the work offered has diminished substantially and permanently.  

Person-related grounds for termination most often concern a breach or neglect of obligations that have an essential impact on the employment relationship. In such cases, termination requires that the employee has been warned and given a chance to amend their conduct prior to termination. 

Is your employment relationship being terminated?

Contact the Union for advice as soon as you hear that your job is at risk of termination. 

The employer is obligated to arrange an opportunity for the employer to be heard prior to termination. It is a good idea to take a shop steward or other assistant with you as support when being heard. If you are invited to be heard, you should contact the Union lawyer and clarify your situation.  

When terminating an employment contract based on person-related grounds, the employer must provide the employee with an opportunity to be heard concerning the grounds for termination. When the termination is for financial and production-related grounds, the employer must explain the grounds for termination and the possible alternatives to termination to the employee being dismissed. The employment contract cannot be terminated for financial and production-related grounds if the employee can be placed in or trained for other duties.  

A notice on termination must be personally delivered to the employee being terminated. If this is not possible, the notice may be delivered by letter or electronically. You have the right to receive, upon your request, the grounds for termination and information about the date of termination in writing.  

Do not sign any documents or contracts without reading them carefully and thoroughly. You can always turn to the Union lawyer and have the documents checked before signing. An employment termination agreement, in particular, should be given to a lawyer to read before signing.  You should definitely not sign the notice of termination if it includes additional terms, such as giving up your right to challenge the termination.  

Period of notice. The employment relationship continues normally until the end of the period of notice. The rights and obligations related to the employment relationship remain in force until the period of notice and employment relationship have come to an end.  The employer may release the employee from their obligation to work during the period of notice but the obligation to pay remuneration remains until the end of the period of notice.   

Has your employment already been terminated?

Contact the Union to assess your situation and to discuss possible further measures. Provide us with a detailed description about your situation and the grounds for termination in writing. 

If you suspect that you have been terminated without legal grounds, contact the Union lawyer to clarify your situation. If the employer has terminated the employment contract without proper grounds, it may be possible to demand financial compensation. In such cases, the primary solution is to attempt to negotiate a settlement with the employer. If no settlement can be found, it is possible to take the matter to a district court using the Union’s legal protection benefit.  

If you have been terminated on financial and production-related grounds, you have, under certain conditions, the right to utilise occupational health services for six months after the obligation to work ends. 

Register as an unemployed jobseeker without delay once the employment relationship ends, no later than on the first day of unemployment.  

Unemployment benefits can only be received for the period of time that you are registered as a full-time jobseeker. Remember to comply with the instructions of the employment official and maintain your status as a jobseeker. The employment official will clarify your situation and issue a labour policy statement to the unemployment fund about your eligibility for the benefit.   

If you have been chosen for termination following change negotiations and have accepted a severance package, a waiting period should not be imposed on you. A waiting period means that the jobseeker is not entitled to unemployment security during the first 45 days of unemployment. The acceptance of a severance package can only result in a waiting period if you have put yourself forward as a volunteer to take the severance package. The Union can help you to appeal if you have received a negative decision regarding your right to the benefit.  

Severance compensation is considered deferred income that affects the payment of the earnings-related allowance. Even though you will not receive any earnings-related allowance during the deferral period, you will still need to be registered as an unemployed jobseeker. If you are absent from the labour market for more than six months without an acceptable reason, you will lose any time accrued towards the employment condition and your right to an earnings-related allowance. 

For any matters concerning unemployment security, you can contact the employment official and the Unemployment Fund for Education and Science.