Employment
Labour Code with statutory grounds required for dismissal
The 2006 Labour Code permits termination by the employer only on grounds listed in the Code, with a two-month notice period running from the start of the following month. The 2023 amendment regularised remote work and improved protection for short-hours agreements.
Key rules
- Employer notice is permitted only on the statutory grounds in section 52.
- Notice is two months, beginning on the first day of the following month.
- Severance is one to three monthly salaries for redundancy, by length of service.
- Annual leave is at least four weeks, expressed in hours since 2021.
Governing law
- Labour Code (262/2006)As amended in 2023 for remote work.
- Employment Act (435/2004)Job placement and illegal work.
- Act on collective bargaining (2/1991)Collective agreements and extension.
In practice
An invalid dismissal must be challenged in court within two months of the intended termination date, and the remedy is continued employment with back pay.