- Labour legislation
- Employment contract and employment relationship
- Working time 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
Job alternation leave and compensation
The Ministry of Economic Affairs and Employment is responsible for the management, guidance and development of the labour-policy aspects of the job alternation leave scheme while the Ministry of Social Affairs and Health is responsible for matters related to job alternation compensation.
Job alternation leave provides
- employees with an opportunity to improve their coping at work
- unemployed jobseekers with a chance to gain work experience and to maintain and improve their labour market skills
- employers with more flexibility and an opportunity to introduce new skills into the work community.
An employee’s job alternation leave is subject to an agreement between the employer and the employee. The employee can use the leave as he or she sees fit. During the job alternation leave, the employee’s employment relationship is dormant.
The employer must hire a substitute for the duration of the job alternation leave. Only a person registered as an unemployed jobseeker in an Employment and Economic Development Office (TE Office) may be hired.
The employee taking the job alternation leave receives a job alternation compensation for the duration of the leave. The compensation is paid by an unemployment fund or the Social Insurance Institution of Finland (Kela).
More detailed information concerning the conditions for job alternation leave is available from the TE Office, unemployment funds and Kela.