Change negotiations are statutory talks between the employer and the personnel before significant changes at the workplace. These negotiations aim to assess the impacts of the changes and find alternatives together.
The employer must open change negotiations when considering
Change negotiations were previously called the cooperation procedure, i.e. co-operation negotiations.
The obligation to hold change negotiations is laid out in the Act on Co-operation within Undertakings.
These obligations do not only apply to companies, but to all employers whose number of personnel meets the requirements of the Act on Co-operation within Undertakings.
Always hold change negotiations when you are considering
Change negotiations are also a good idea, when
The employer initiates and conducts the negotiations. The employer is usually represented by the CEO, a supervisor, or an HR representative.
The personnel are usually represented by a shop steward, elected representative, or occupational safety and health representative. If the personnel have not designated a representative, the negotiations must be held with the entire personnel.
Arrange the change negotiations early enough that your employees have a genuine opportunity to participate in the negotiations and contribute to the final result.
This is the process of the change negotiations:
Minimum length of the negotiations:
If the proposal concerns the redundancy of at least 10 employees:
Submit the negotiation proposal to your region’s employment authority if the change negotiations concern, under financial or production-related grounds, redundancies, lay-offs, reduction of contracts to part-time work, or unilateral changes to essential conditions of the employment contract.
Submit the proposal no later than when the negotiations begin.
Also notify the employment authority of the outcome of the negotiations if the proposal concerns the redundancy of at least 10 employees.
The guidelines of the employment authorities may vary from region to region – check them on the website of your employment area. You can find the contact details of your region’s employment authority through Job Market Finland.Opens in a new window.
You will receive counselling and support from your region’s employment authority when the change negotiations concern personnel changes. The employment authority also helps the redundant persons find employment through transition assistance.
The nationwide Enterprise Finland Advisory ServicesOpens in a new window. or your employers’ association also provide counselling services.
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