- 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
Key points of the Co-operation Act
The key objective of co-operation in undertakings is to collectively develop the operations of an undertaking and the employees’ opportunities to have an influence on decisions made within the undertaking, relating to their work, working conditions and their position within the undertaking. The aim is also to enhance joint interaction between personnel groups.
The co-operation procedures are based on providing the personnel with adequate and correctly timed information on the state of the undertaking and its plans. Negotiations are conducted in a spirit of co-operation, must provide an opportunity for genuine interaction, and are conducted with the objective of reaching agreement on the matters under consideration.
Many key matters affecting personnel in the workplace fall within the scope of the co-operation procedure, including any major changes in duties, working methods, transfers from one duty to another and arrangements with respect to working hours when resulting from the closure of the undertaking or any part thereof, its transfer to another place or the expansion or reduction of its operations; changes in the production of services or the product range; principles concerning the use of external labour; and the drafting of a personnel plan and training targets.
Scope of application of the act
- Applies to undertakings normally employing at least 20 persons as parties to an employment relationship
- In certain respects, applies to undertakings normally employing at least 30 persons as parties to an employment relationship
- An undertaking refers to a corporation, foundation or natural person engaged in financial operations, regardless of whether the operation is intended to be profitable or non-profitable.
Parties to co-operation
- The employer and the personnel of the undertaking
Representatives of personnel groups: shop steward or an elected representative, occupational safety delegate or a co-operation representative.
Further information: cooperation ombudsman