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Finlande - Conditions de fond du licenciement


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Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; état de santé ; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA and sec. 8 of the Non-discrimination Act (1325/2014):Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.
    Sec. 4, chap. 1 ECA: Discriminatory termination during the probation period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; état de santé ; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA and sec. 8 of the Non-discrimination Act (1325/2014):Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.
    Sec. 4, chap. 1 ECA: Discriminatory termination during the probation period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; état de santé ; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA and sec. 8 of the Non-discrimination Act (1325/2014):Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.
    Sec. 4, chap. 1 ECA: Discriminatory termination during the probation period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; état de santé ; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA and sec. 8 of the Non-discrimination Act (1325/2014):Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.
    Sec. 4, chap. 1 ECA: Discriminatory termination during the probation period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; état de santé ; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA and sec. 8 of the Non-discrimination Act (1325/2014):Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.
    Sec. 4, chap. 1 ECA: Discriminatory termination during the probation period.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; état de santé ; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA and sec. 8 of the Non-discrimination Act (1325/2014):Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; état de santé ; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA : Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; état de santé ; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA : Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; état de santé ; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA : Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale; origine ethnique
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA : Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.


+ show references

Obligation d'informer le travailleur des raisons du licenciement : Oui
Remarks:
  • Sec. 2 & 3, chap. 9, ECA.


Motifs autorisés (licenciement justifié) : tout motif légitime
Remarks:
  • See: sec.1-3, chap. 7, ECA.
    As a general condition, termination of employment cannot take place without a "proper and weighty reason". Two types of reasons are listed in the ECA: these are reasons connected with the employee's person (conduct, and capacity) and economic reasons.


Motifs prohibés: grossesse ; congé de matérnité; avoir déposé une plainte contre l'employeur; maladie ou accident professionel temporaire; race; sexe; orientation sexuelle ; religion ; opinion politique ; nationalité/origine nationale ; âge ; affiliation et activités syndicales ; handicap; langue; membres de la famille sur le même lieu de travail; congé parental; participation à une grève légale
Remarks:
  • See:
    * Sec. 2, chap. 2, ECA : Prohibition of discrimination.
    * Sec. 2, chap. 7, ECA: Termination grounds related to the employee's person provides a list of invalid grounds.
    * Sec. 9, chap. 7, ECA : Termination in the case of an employee who is pregnant or on family leave.


Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs avec des responsabilités familiales
Remarks:
  • * Workers' representatives:
    Sec. 10, chap. 7, ECA: Dismissal of a "shop steward or elected representatives" based on individual grounds requires the consent of the majority of the employees whom he represents.
    Economic dismissal of those representatives are authorized provided the job they occupy ceases completely and the employer has been unable to find another suitable job or to train the person for some other work.

    * Pregnant women and employees on family leave: sec. 9, chap. 7, ECA deems the dismissal to be based on employee's pregnancy or family leave and places the onus on the employer to prove that the dismissal is based on another reason.
    In addition, sec. 9, chap. 7 ECA states that the employer can terminate the employment relationship with employee on maternity, special maternity, parental or child care on economic grounds only in case of complete cessation of activities.