Samarbetslag

Chapter 1: General provisions.

Chapter heading: General provisions.

The law’s purpose is to promote cooperation between employer and personnel at workplaces, with timely information exchange and employee influence in company decision-making.

This section says the law aims to promote cooperation at workplaces, regular information exchange, employee influence over decisions, and better business performance and work health.

This section says the law applies to economic businesses and associations with at least 20 regularly employed workers, and also to certain branches with at least 20 workers. Chapter 5 applies only to certain Finnish companies and similar entities with at least 150 workers in Finland.

Denna paragraf anger vilka företag, sammanslutningar och filialer lagen gäller för, samt att vissa bestämmelser i 5 kap. bara gäller när personalgränserna uppfylls.

This section lists several situations where the law does not apply, including certain public offices and institutions, some public-sector bodies, and some company or association decisions about purpose or similar goals.

Detta avsnitt anger flera undantag från lagens tillämpningsområde.

Paragrafen hänvisar till andra lagar som innehåller bestämmelser om arbetstagarnas medverkan i olika arbetsgivarfrågor.

This section points to other Finnish laws that regulate employee participation, representation, workplace safety cooperation, occupational health cooperation, notice to employee representatives, and employee information/consultation in public takeover bids.

This section defines who counts as a staff representative and allows workers to elect a cooperation representative in some cases.

This section defines who counts as a staff representative and lets certain employee groups elect a cooperation ombudsman.

Arbetsgivaren ska föra regelbunden dialog med personalens företrädare i ärenden som omfattas av lagen.

The employer must regularly consult with employee representatives.

Arbetsgivaren ska ordna dialogmöten med personalens företrädare och ansvarar för arrangemangen.

Arbetsgivaren ska ordna dialogmöten med personalens företrädare regelbundet, normalt minst en gång per kvartal eller, om arbetsgivaren har färre än 30 anställda, två gånger per år, om inte annat avtalas.

Arbetsgivaren och personalens företrädare ska hålla regelbunden dialog om företagets läge, arbetsplatsens regler och rutiner, användningen av arbetskraft, kompetensbehov, arbetshälsa och vissa frågor enligt 12 §.

Arbetsgivaren och personalens företrädare ska ha regelbunden dialog om flera arbetsplatsfrågor.

The employer must prepare and maintain a workplace development plan together with employee representatives.

Arbetsgivaren ska tillsammans med personalens företrädare ta fram och hålla uppdaterad en utvecklingsplan för arbetsgemenskapen.

The employer must give employee representatives the information needed for a successful dialogue, in writing and generally at least one week before the dialogue, unless otherwise agreed. After receiving the information, the representative may request more precise details on matters important to the dialogue.

Employers must give employees’ representatives, in writing, the information needed for a productive dialogue, at least one week before the dialogue unless agreed otherwise. After receiving the information, the representative may request more specific details about a matter important to the dialogue.

Employers must regularly give employee representatives specified workplace information, including twice-yearly data and, unless agreed otherwise, annual wage and outsourcing information.

Employers must regularly give employee representatives specified workforce, wage, contractor, and financial information, and update them when material changes occur.

This provision lists matters that must be handled in dialogue under other legislation.

This section lists matters that must be handled in dialogue under other legislation.

Arbetsgivaren och en företrädare för personalen kan ta initiativ till dialog i ärenden enligt 8 §. Om initiativet kommer från personalföreträdaren ska arbetsgivaren normalt behandla det på nästa möte, men kan skjuta upp det till följande möte om initiativet kom senare än två veckor före mötet. I så fall ska personalföreträdaren underrättas.

Employers and employee representatives may initiate dialogue in a matter under section 8. If the employee representative initiates the matter, the employer must raise it at the next meeting unless otherwise agreed or there are many initiatives.

An employer must prepare minutes of dialogue matters on the employee representative’s request, the request must be made before the meeting starts, and the parties must sign the minutes unless they agree otherwise.

On request, the employer must make a protocol for dialogue matters, and the parties must review and sign it unless otherwise agreed.

Arbetsgivaren ska i behövlig utsträckning informera personalen om vissa dialogärenden och de åtgärder som följer av dialogen.

Arbetsgivaren ska informera personalen om vissa ärenden och motiverade åtgärder, och arbetsgivaren samt personalens företrädare ska försöka komma överens om principerna för informationen.

Employers must conduct change negotiations in specified restructuring and workforce-change situations, with stated exceptions for bankruptcy/liquidation.

Arbetsgivare måste föra omställningsförhandlingar i vissa personal- och organisationsförändringar.

Employers must start change negotiations when considering certain layoffs, furloughs, reduced working time, or major unilateral changes to employment terms, and they must restart negotiations without delay once any temporary reason for skipping them ends.

Employers must start change negotiations before certain layoffs, reductions of hours, or major changes to working conditions, unless urgent and previously unknown reasons prevent negotiations.

The employer negotiates with the employee representative for the affected workers; if there is no representative, the negotiations are held with the affected workers. In some individual-worker matters, the workers may demand that the negotiation include a staff representative. The acquirer or transferee company may also take part in business transfer, merger, or division negotiations.

Omställningsförhandlingar ska föras med arbetsgivaren och rätt personalföreträdare, eller med berörda arbetstagare om ingen företrädare finns.

The employer must make a written negotiation proposal before the change negotiations begin, with key details about timing, place, and issues to be discussed.

The employer must make a written negotiation proposal before restructuring negotiations begin, and in some cases at least five days beforehand.

During transition negotiations, the grounds, effects, and alternatives for the measures affecting personnel must be discussed.

Vid omställningsförhandlingar ska grunder, verkningar och alternativ för åtgärder som berör personalen behandlas. Om förhandlingarna gäller vissa uppsägningar, permitteringar, deltidsändringar eller väsentliga avtalsändringar ska också vissa begränsnings- och lindringsalternativ samt förslag från personalföreträdare eller arbetstagare behandlas. Parterna ska agera konstruktivt och försöka få förhandlingarna att gå framåt.

If an employer is planning redundancies, it must submit an action plan or action principles at the start of the negotiations, depending on how many employees may be dismissed.

Arbetsgivaren ska vid vissa planerade uppsägningar lämna ett förslag till en handlingsplan eller handlingsprinciper och ta fram stöd för omställning och sysselsättning.

A staff representative or participating worker may submit written proposals and alternative solutions for consideration in the restructuring negotiations, and they should be submitted in good time before the meeting concerned.

Employee representatives or participating employees may submit written proposals and alternative solutions for consideration in the restructuring negotiations, and the employer must explain in writing why proposals are not suitable or feasible if that is the employer’s view.

The employer is treated as having met the negotiation duty once the required transition negotiations have been held under the chapter’s procedure rules.

An employer is treated as having met the negotiation duty when change negotiations have been conducted under the chapter’s procedure rules. In some cases, that duty cannot be treated as fulfilled until 6 weeks after negotiations begin, or 14 days in listed situations if no other agreement is made.

På begäran ska arbetsgivaren se till att protokoll upprättas över ärenden som behandlats i omställningsförhandlingarna, och parterna ska normalt justera och underteckna protokollet om inte något annat avtalas.

På begäran ska arbetsgivaren se till att protokoll upprättas över ärenden i omställningsförhandlingar, och parterna ska justera och underteckna protokollet om inget annat avtalas.

The employer must, within a reasonable time after certain change negotiations, present an assessment and later provide a report on the decision and expected timing of the change.

Employers must, within a reasonable time after certain transition negotiations, provide an assessment of the contemplated decision, affected workers, possible layoff duration, and when the decision will be implemented.

Överlåtaren och förvärvaren ska informera personalföreträdarna om den planerade eller faktiska överlåtelsen, skälen, följderna för arbetstagarna och planerade åtgärder.

The transferor and the transferee must inform employee representatives about the transfer, its reasons, its legal/economic/social effects on workers, and planned measures affecting workers.

The acquirer must let employee representatives ask clarifying questions and answer them after giving the required information. The employer must, on request of the employee representatives, present the same information to all personnel.

Förvärvaren måste låta personalföreträdarna ställa förtydligande frågor och svara på dem efter att viss information har lämnats. Arbetsgivaren måste också, på begäran av personalföreträdarna, lämna samma typ av uppgifter till hela personalen.

Rules in this chapter for transfer of business also apply to company mergers and divisions.

Reglerna i detta kapitel om överlåtelse av rörelse gäller också fusion och delning av företag.

Employees have a right to take part in handling important matters in the employer’s management bodies, and the employer and employees should first agree on how employee representation is arranged.

Employees have a right to take part in handling important matters in the employer’s governing bodies. The employer and employees should first agree on how this representation will work; if they do not agree, it is carried out under section 31 at the employees’ request. The cooperation ombudsman may also grant permission to use a different method.

Employee representation may be agreed between the employer and at least two employee groups, but the agreement must be written and cannot waive certain listed sections or liability rules.

Employee administrative representation can be arranged by agreement between the employer and at least two employee groups representing a majority of employees.

Personalen har under vissa villkor rätt att utse företrädare och suppleanter till arbetsgivarens ledningsorgan för förvaltningsrepresentation.

Employees can require workplace representation in the employer’s governing bodies, and then appoint their representatives and deputy members.

The personnel management representative must be employed by the company, be an adult, and not be bankrupt or under a business ban. If the representative loses eligibility, resigns, or cannot act, the personal deputy takes over until a new ordinary member is elected or the obstacle ends.

The employee’s management representative must be employed by the company, be an adult, and not be bankrupt or under a business ban.

If employee groups cannot agree on how to choose employee administrative representatives, the representatives must be elected using the relevant election procedure rules in section 30. Employee groups nominate the candidates.

If the personnel groups cannot agree on electing employee management representatives, the representatives must be elected using the applicable procedure, and the personnel groups nominate the candidates.

Personalens förvaltningsrepresentanter har vissa samma rättigheter som de övriga organmedlemmarna, men får inte delta i vissa ärenden och kan få sin rösträtt begränsad genom avtal.

Employee representatives have the same rights, duties, and responsibility as the company-selected members of the body, but they may not take part in certain matters; they also have rights to training and to access case materials.

Personnel representatives are entitled to sufficient leave from work for statutory duties and cooperation training, and the employer must compensate related income loss.

Employee representatives have a right to time off for their statutory tasks and related training/preparations, and the employer must compensate lost earnings and certain other work-related time.

Personalföreträdare har rätt att konsultera sakkunniga och få uppgifter från dem i vissa förberedelser och förhandlingar.

Personal representatives may consult experts and get information from them when preparing for or conducting certain negotiations, and the experts must be released from work and compensated for lost income.

Bestämmelsen säger att vissa personalrepresentanter har det uppsägningsskydd som anges i en annan lagregel, och att detta också gäller personalens förvaltningsrepresentant och dennes suppleant.

The same termination-protection rules apply to certain employee representatives and to the personnel administration representative and their deputy.

Certain nationwide employer and employee associations may agree to depart from chapters 2 and 3, with a listed exception for specific notice and filing rules in redundancies of at least 10 workers.

Riksomfattande arbetsgivar- och arbetstagarorganisationer får avtala om avvikelser från kapitel 2 och 3, men inte från vissa regler om förhandlingsframställning och anmälan vid uppsägning av minst tio arbetstagare.

Om ett ärende också ska hanteras enligt ett bindande kollektivavtals förhandlingsordning, får dialog eller omställningsförhandlingar inte startas eller ska avbrytas om arbetsgivaren eller en berörd förtroendeman kräver det.

If a matter must also be handled under a collective agreement’s negotiation order binding on the employer, the dialogue or adjustment negotiations must not start or must stop if the employer or a shop steward requests that treatment.

Vissa arbetstagare och personalföreträdare måste hålla vissa uppgifter konfidentiella.

Vissa arbetstagare, personalrepresentanter och en sakkunnig måste hålla vissa uppgifter hemliga.

The employer does not have to give information to employees or their representatives if disclosure would objectively cause significant inconvenience or harm to the company or its operations.

An employer does not have to give employees or employee representatives information if disclosure would objectively cause significant inconvenience or harm to the company or its business.

This section says the rules on the labour council’s opinions about whether this law applies to a company or association are found in another act.

This section says rules on the Labour Council’s opinions about whether this law applies to a company or association are found in another law.

This section says compliance supervision for this law is governed by the Act on the Cooperation Ombudsman, and also by certain employer and employee associations.

This section says compliance with the law is supervised under the Ombudsman for Equality Act, and also by certain employer and employee associations that have concluded nationwide collective agreements.

An employer who unlawfully dismisses, lays off, moves a worker to part-time work, or unilaterally changes an essential contract term may have to pay compensation to the worker, up to EUR 35,000.

Arbetsgivare kan behöva betala gottgörelse till en arbetstagare om vissa regler om uppsägning, permittering, deltidsarbete eller ändring av väsentliga avtalsvillkor inte följs.

Statsrådet får genom förordning justera maximibeloppet för gottgörelsen vart tredje år så att det följer förändringen i penningvärdet.

Statsrådet får genom förordning justera maximibeloppet för gottgörelse vart tredje år så att beloppet motsvarar förändringen i penningvärdet.

Employers and their representatives may be fined for certain intentional or negligent breaches of cooperation and confidentiality duties.

Employers or their representatives may be fined if they intentionally or negligently fail to meet listed cooperation and information duties, unless the act is minor.

This section says the law starts on 1 January 2022 and repeals two earlier laws, with transitional rules for references in other laws.

This section says the law enters into force on 1 January 2022 and repeals two earlier laws.

Section 48 sets transitional rules for workplace cooperation matters, including when dialogue is not required, how existing agreements may continue, and deadlines to update plans and employee-representation arrangements.

This transitional section says some pending consultation matters and existing agreements keep their old treatment for now, and it sets deadlines for updating personnel and training plans and employee-representation arrangements.