- Labour legislation
- Employment contract and employment relationship
- Working hours and annual holiday
- Improving and maintaining employees’ competence
- Non-discrimination and equality in working life
- Protection of privacy at work and working with children
- Co-operation procedure and other personnel representation systems
- Key points of the Co-operation Act
- Negotiation obligation
- Content and timing of negotiation obligation
- Duty to inform representatives of personnel groups
- Undertaking’s general plans, principles and objectives
- Personnel and training plan
- Matters to be handled in the co-operation procedure
- Co-operation procedure when the use of personnel is reduced
- Confidentiality and sanctions
- Co-operation within a Finnish group of undertakings
- Co-operation within a community-wide group of undertakings and an undertaking
- Employee Involvement in European Companies (SE) and European Cooperative Societies (SCE)
- Personnel funds
- Key points of the Co-operation Act
- Collective agreements and mediation in labour disputes
- Contractor’s obligations and liability
- Employee’s position if employer becomes insolvent
- Working life development
- Integration of immigrants
- Employment
- Support and compensations
- Employment Bulletin and Employment Service Statistics
Duty to inform representatives of personnel groups
The Co-operation Act lays down stipulations on the duty to inform the representatives of personnel groups:
- Financial statements / those subject to the Securities Market Act and other undertakings
- The undertaking provides, at minimum, 2 reports during the financial period on the financial standing of the undertaking, where it provides details on the outlook of production, service or other operations, employment, profitability and the cost structure. The employer must, without delay, inform the representatives of the personnel groups of any material changes. In addition, the employer must present the report referred to above upon the request of the representatives of the personnel groups or, if the undertaking employs at least 20 but fewer than 30 employees, to the undertaking’s entire personnel.
- The undertaking is to provide the representative of the personnel group the statistical information on the wages paid to personnel annually. Upon the request of a representative of the personnel group, statistical data on the salaries must be provided, classified by occupational group.
- On a quarterly basis, the employer must provide the representatives of the personnel groups, upon their request, with a report on the number of employees in fixed term and part-time employment relationships within the undertaking.
- On an annual basis, the employer must present the representatives of the personnel groups, upon their request, with a report on the principles applied within the undertaking on the use of subcontracted labour, including worksites and duties and the period or periods during which such labour is used, whenever such work is performed on the employer’s premises or worksite and whenever it is related to the employer’s normal duties (subcontracted labour is not included in this).
Co-operation procedure in connection with a business transfer/merger or division
- In connection with a business transfer, both the transferor and transferee must inform the representatives of the personnel groups of the following issues; the time of the transfer, the reasons for the transfer, the consequences of the transfer, and measures affecting employees. The duty to inform also applies to mergers and divisions of undertakings. If the business transfer, merger or division otherwise affects the personnel or personnel reductions are being considered, separate co-operation negotiations must be arranged.
- The duty to inform also applies to mergers and divisions of undertakings.
- If the business transfer, merger or division otherwise affects the personnel or personnel reductions are being considered, separate co-operation negotiations must be arranged.
Further information: cooperation ombudsman