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> GOVERNANCE - home > Employment protection legislation database - EPLex > Finland

Finland - Procedural requirements for individual dismissals


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Notification to the worker to be dismissed: no specific form required

Remarks:
  • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
    However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

Notice period:
Remarks:
  • Section 3, Chapter 6, ECA, General notice periods
    “Unless otherwise agreed, the notice periods to be observed by the employer are the following if the employment relationship has continued uninterruptedly:
    1) 14 days, if the employment relationship has continued for up to one year;
    2) one month, if the employment relationship has continued for more than one year but no more than four years;
    3) two months, if the employment relationship has continued for more than four years but no more than eight years;
    4) four months, if the employment relationship has continued for more than eight years but no more than 12 years;
    5) six months, if the employment relationship has continued for more than 12 years.
    • tenure ≥ 1 year
      • 14 day(s).
    • tenure ≥ 4 years
      • 1 month(s).
    • tenure ≥ 5 years
      • 2 month(s).
    • tenure ≥ 10 years
      • 4 month(s).
    • tenure ≥ 20 years
      • 6 month(s).

    Pay in lieu of notice: Yes

    Remarks:
    • Sec. 4, chap. 6, ECA.

    Notification to the public administration: No

    Remarks:
    • Section 3a has been repealed by Act 204/2017.

      See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

    Notification to workers' representatives: No

    Remarks:
    • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

    Approval by public administration or judicial bodies: No

    Approval by workers' representatives: No

    + show references

    Notification to the worker to be dismissed: no specific form required

    Remarks:
    • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
      However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

    Notice period:
    Remarks:
    • Section 3, Chapter 6, ECA, General notice periods
      “Unless otherwise agreed, the notice periods to be observed by the employer are the following if the employment relationship has continued uninterruptedly:
      1) 14 days, if the employment relationship has continued for up to one year;
      2) one month, if the employment relationship has continued for more than one year but no more than four years;
      3) two months, if the employment relationship has continued for more than four years but no more than eight years;
      4) four months, if the employment relationship has continued for more than eight years but no more than 12 years;
      5) six months, if the employment relationship has continued for more than 12 years.
      • tenure ≥ 1 year
        • 14 day(s).
      • tenure ≥ 4 years
        • 1 month(s).
      • tenure ≥ 5 years
        • 2 month(s).
      • tenure ≥ 10 years
        • 4 month(s).
      • tenure ≥ 20 years
        • 6 month(s).

      Pay in lieu of notice: Yes

      Remarks:
      • Sec. 4, chap. 6, ECA.

      Notification to the public administration: No

      Remarks:
      • Section 3a has been repealed by Act 204/2017.

        See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

      Notification to workers' representatives: No

      Remarks:
      • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

      Approval by public administration or judicial bodies: No

      Approval by workers' representatives: No

      + show references

      Notification to the worker to be dismissed: no specific form required

      Remarks:
      • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
        However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

      Notice period:
      Remarks:
      • Section 3, Chapter 6, ECA, General notice periods
        “Unless otherwise agreed, the notice periods to be observed by the employer are the following if the employment relationship has continued uninterruptedly:
        1) 14 days, if the employment relationship has continued for up to one year;
        2) one month, if the employment relationship has continued for more than one year but no more than four years;
        3) two months, if the employment relationship has continued for more than four years but no more than eight years;
        4) four months, if the employment relationship has continued for more than eight years but no more than 12 years;
        5) six months, if the employment relationship has continued for more than 12 years.
        • tenure ≥ 1 year
          • 14 day(s).
        • tenure ≥ 4 years
          • 1 month(s).
        • tenure ≥ 5 years
          • 2 month(s).
        • tenure ≥ 10 years
          • 4 month(s).
        • tenure ≥ 20 years
          • 6 month(s).

        Pay in lieu of notice: Yes

        Remarks:
        • Sec. 4, chap. 6, ECA.

        Notification to the public administration: No

        Remarks:
        • However, in case of a dismissal of a worker on economic grounds and if that worker has an employment history of at least 3 years with the same employer or with a different employer, the employer is obliged to notify the employment office. This obligation also applies when the worker has been in fixed-term employment for at least 3 consecutive years or at least 36 months during the preceding 42 months (Sec. 3a, chap. 9, ECA).

          See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

        Notification to workers' representatives: No

        Remarks:
        • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

        Approval by public administration or judicial bodies: No

        Approval by workers' representatives: No

        + show references

        Notification to the worker to be dismissed: no specific form required

        Remarks:
        • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
          However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

        Notice period:
        Remarks:
        • According to sec. 3, chap. 6, ECA, the length of the notice period varies between 14 days and 6 months, according to the length of service of the employee, as follows:
          * 14 days if the employee has up to 1 year of service;
          * 1 months if the employee has more than 1 and no more than 4 years of service;
          * 2 months if the employee has more than 4 and no more than 8 years of service;
          * 4 months if the employee has between more than 8 years and no more than 12 years of service.
          • tenure ≥ 1 year
            • 14 day(s).
          • tenure ≥ 4 years
            • 1 month(s).
          • tenure ≥ 5 years
            • 2 month(s).
          • tenure ≥ 10 years
            • 4 month(s).
          • tenure ≥ 20 years
            • 6 month(s).

          Pay in lieu of notice: Yes

          Remarks:
          • Sec. 4, chap. 6, ECA.

          Notification to the public administration: No

          Remarks:
          • However, in case of a dismissal of a worker on economic grounds and if that worker has an employment history of at least 3 years with the same employer or with a different employer, the employer is obliged to notify the employment office. This obligation also applies when the worker has been in fixed-term employment for at least 3 consecutive years or at least 36 months during the preceding 42 months (Sec. 3a, chap. 9, ECA).

            See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

          Notification to workers' representatives: No

          Remarks:
          • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

          Approval by public administration or judicial bodies: No

          Approval by workers' representatives: No

          + show references

          Notification to the worker to be dismissed: no specific form required

          Remarks:
          • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
            However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

          Notice period:
          Remarks:
          • According to sec. 3, chap. 6, ECA, the length of the notice period varies between 14 days and 6 months, according to the length of service of the employee, as follows:
            * 14 days if the employee has up to 1 year of service;
            * 1 months if the employee has more than 1 and no more than 4 years of service;
            * 2 months if the employee has more than 4 and no more than 8 years of service;
            * 4 months if the employee has between more than 8 years and no more than 12 years of service.
            • tenure ≥ 1 year
              • 14 day(s).
            • tenure ≥ 4 years
              • 1 month(s).
            • tenure ≥ 5 years
              • 2 month(s).
            • tenure ≥ 10 years
              • 4 month(s).
            • tenure ≥ 20 years
              • 6 month(s).

            Pay in lieu of notice: Yes

            Remarks:
            • Sec. 4, chap. 6, ECA.

            Notification to the public administration: No

            Remarks:
            • However, in case of a dismissal of a worker on economic grounds and if that worker has an employment history of at least 3 years with the same employer or with a different employer, the employer is obliged to notify the employment office. This obligation also applies when the worker has been in fixed-term employment for at least 3 consecutive years or at least 36 months during the preceding 42 months (Sec. 3a, chap. 9, ECA).

              See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

            Notification to workers' representatives: No

            Remarks:
            • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

            Approval by public administration or judicial bodies: No

            Approval by workers' representatives: No

            + show references

            Notification to the worker to be dismissed: no specific form required

            Remarks:
            • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
              However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

            Notice period:
            Remarks:
            • According to sec. 3, chap. 6, ECA, the length of the notice period varies between 14 days and 6 months, according to the length of service of the employee, as follows:
              * 14 days if the employee has up to 1 year of service;
              * 1 months if the employee has more than 1 and no more than 4 years of service;
              * 2 months if the employee has more than 4 and no more than 8 years of service;
              * 4 months if the employee has between more than 8 years and no more than 12 years of service.
              • tenure ≥ 1 year
                • 14 day(s).
              • tenure ≥ 4 years
                • 1 month(s).
              • tenure ≥ 5 years
                • 2 month(s).
              • tenure ≥ 10 years
                • 4 month(s).
              • tenure ≥ 20 years
                • 6 month(s).

              Pay in lieu of notice: Yes

              Remarks:
              • Sec. 4, chap. 6, ECA.

              Notification to the public administration: No

              Remarks:
              • However, in case of a dismissal of a worker on economic grounds and if that worker has an employment history of at least 3 years with the same employer or with a different employer, the employer is obliged to notify the employment office. This obligation also applies when the worker has been in fixed-term employment for at least 3 consecutive years or at least 36 months during the preceding 42 months (Sec. 3a, chap. 9, ECA).

                See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

              Notification to workers' representatives: No

              Remarks:
              • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

              Approval by public administration or judicial bodies: No

              Approval by workers' representatives: No

              + show references

              Notification to the worker to be dismissed: no specific form required

              Remarks:
              • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
                However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

              Notice period:
              Remarks:
              • According to sec. 3, chap. 6, ECA, the length of the notice period varies between 14 days and 6 months, according to the length of service of the employee, as follows:
                * 14 days if the employee has up to 1 year of service;
                * 1 months if the employee has more than 1 and no more than 4 years of service;
                * 2 months if the employee has more than 4 and no more than 8 years of service;
                * 4 months if the employee has between more than 8 years and no more than 12 years of service.
                • tenure ≥ 1 year
                  • 14 day(s).
                • tenure ≥ 4 years
                  • 1 month(s).
                • tenure ≥ 5 years
                  • 2 month(s).
                • tenure ≥ 10 years
                  • 4 month(s).
                • tenure ≥ 20 years
                  • 6 month(s).

                Pay in lieu of notice: Yes

                Remarks:
                • Sec. 4, chap. 6, ECA.

                Notification to the public administration: No

                Remarks:
                • However, in case of a dismissal of a worker on economic grounds and if that worker has an employment history of at least 3 years with the same employer or with a different employer, the employer is obliged to notify the employment office. This obligation also applies when the worker has been in fixed-term employment for at least 3 consecutive years or at least 36 months during the preceding 42 months (Sec. 3a, chap. 9, ECA).

                  See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

                Notification to workers' representatives: No

                Remarks:
                • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

                Approval by public administration or judicial bodies: No

                Approval by workers' representatives: No

                + show references

                Notification to the worker to be dismissed: no specific form required

                Remarks:
                • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
                  However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

                Notice period:
                Remarks:
                • According to sec. 3, chap. 6, ECA, the length of the notice period varies between 14 days and 6 months, according to the length of service of the employee, as follows:
                  * 14 days if the employee has up to 1 year of service;
                  * 1 months if the employee has more than 1 and no more than 4 years of service;
                  * 2 months if the employee has more than 4 and no more than 8 years of service;
                  * 4 months if the employee has between more than 8 years and no more than 12 years of service.
                  • tenure ≥ 1 year
                    • 14 day(s).
                  • tenure ≥ 4 years
                    • 1 month(s).
                  • tenure ≥ 5 years
                    • 2 month(s).
                  • tenure ≥ 10 years
                    • 4 month(s).
                  • tenure ≥ 20 years
                    • 6 month(s).

                  Pay in lieu of notice: Yes

                  Remarks:
                  • Sec. 4, chap. 6, ECA.

                  Notification to the public administration: No

                  Remarks:
                  • However, in case of a dismissal of a worker on economic grounds and if that worker has an employment history of at least 3 years with the same employer or with a different employer, the employer is obliged to notify the employment office. This obligation also applies when the worker has been in fixed-term employment for at least 3 consecutive years or at least 36 months during the preceding 42 months (Sec. 3a, chap. 9, ECA).

                    See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

                  Notification to workers' representatives: No

                  Remarks:
                  • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

                  Approval by public administration or judicial bodies: No

                  Approval by workers' representatives: No

                  + show references

                  Notification to the worker to be dismissed: no specific form required

                  Remarks:
                  • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
                    However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

                  Notice period:
                  Remarks:
                  • According to sec. 3, chap. 6, ECA, the length of the notice period varies between 14 days and 6 months, according to the length of service of the employee, as follows:
                    * 14 days if the employee has up to 1 year of service;
                    * 1 months if the employee has more than 1 and no more than 4 years of service;
                    * 2 months if the employee has more than 4 and no more than 8 years of service;
                    * 4 months if the employee has between more than 8 years and no more than 12 years of service.
                    • tenure ≥ 1 year
                      • 14 day(s).
                    • tenure ≥ 4 years
                      • 1 month(s).
                    • tenure ≥ 5 years
                      • 2 month(s).
                    • tenure ≥ 10 years
                      • 4 month(s).
                    • tenure ≥ 20 years
                      • 6 month(s).

                    Pay in lieu of notice: Yes

                    Remarks:
                    • Sec. 4, chap. 6, ECA.

                    Notification to the public administration: No

                    Remarks:
                    • However, in case of a dismissal of a worker on economic grounds and if that worker has an employment history of at least 3 years with the same employer or with a different employer, the employer is obliged to notify the employment office. This obligation also applies when the worker has been in fixed-term employment for at least 3 consecutive years or at least 36 months during the preceding 42 months (Sec. 3a, chap. 9, ECA).

                      See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

                    Notification to workers' representatives: No

                    Remarks:
                    • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

                    Approval by public administration or judicial bodies: No

                    Approval by workers' representatives: No

                    + show references

                    Notification to the worker to be dismissed: no specific form required

                    Remarks:
                    • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
                      However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

                    Notice period:
                    Remarks:
                    • According to sec. 3, chap. 6, ECA, the length of the notice period varies between 14 days and 6 months, according to the length of service of the employee, as follows:
                      * 14 days if the employee has up to 1 year of service;
                      * 1 months if the employee has more than 1 and no more than 4 years of service;
                      * 2 months if the employee has more than 4 and no more than 8 years of service;
                      * 4 months if the employee has between more than 8 years and no more than 12 years of service.
                      • tenure ≥ 1 year
                        • 14 day(s).
                      • tenure ≥ 4 years
                        • 1 month(s).
                      • tenure ≥ 5 years
                        • 2 month(s).
                      • tenure ≥ 10 years
                        • 4 month(s).
                      • tenure ≥ 20 years
                        • 6 month(s).

                      Pay in lieu of notice: Yes

                      Remarks:
                      • Sec. 4, chap. 6, ECA.

                      Notification to the public administration: No

                      Remarks:
                      • However, in case of a dismissal of a worker on economic grounds and if that worker has an employment history of at least 3 years with the same employer or with a different employer, the employer is obliged to notify the employment office. This obligation also applies when the worker has been in fixed-term employment for at least 3 consecutive years or at least 36 months during the preceding 42 months (Sec. 3a, chap. 9, ECA).

                        See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

                      Notification to workers' representatives: No

                      Remarks:
                      • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

                      Approval by public administration or judicial bodies: No

                      Approval by workers' representatives: No

                      + show references

                      Notification to the worker to be dismissed: no specific form required

                      Remarks:
                      • Sec. 4, chap. 9, ECA: A notice on termination of an employment contract shall be delivered to the employer or its representative, or to the employee, in person. If this is not possible, the notice may be delivered by letter or electronically.
                        However, if so requested by the employee, the employer must notify the employee without delay in writing of the date of termination of the employment contract and of the grounds for termination or cancellation known by the employer to have caused the termination (sec. 5, chap.9 ECA).

                      Notice period:
                      Remarks:
                      • According to sec. 3, chap. 6, ECA, the length of the notice period varies between 14 days and 6 months, according to the length of service of the employee, as follows:
                        * 14 days if the employee has up to 1 year of service;
                        * 1 months if the employee has more than 1 and no more than 4 years of service;
                        * 2 months if the employee has more than 4 and no more than 8 years of service;
                        * 4 months if the employee has between more than 8 years and no more than 12 years of service.
                        • tenure ≥ 1 year
                          • 14 day(s).
                        • tenure ≥ 4 years
                          • 1 month(s).
                        • tenure ≥ 5 years
                          • 2 month(s).
                        • tenure ≥ 10 years
                          • 4 month(s).
                        • tenure ≥ 20 years
                          • 6 month(s).

                        Pay in lieu of notice: Yes

                        Remarks:
                        • Sec. 4, chap. 6, ECA.

                        Notification to the public administration: No

                        Remarks:
                        • However, in case of a dismissal of a worker on economic grounds and if that worker has an employment history of at least 3 years with the same employer or with a different employer, the employer is obliged to notify the employment office. This obligation also applies when the worker has been in fixed-term employment for at least 3 consecutive years or at least 36 months during the preceding 42 months (Sec. 3a, chap. 9, ECA).

                          See also sec. 48 of the ACU, applicable only to undertakings employing at least 20 workers: When the employer proposes measures that may lead to termination (on economic grounds), he or she should also inform the employment office.

                        Notification to workers' representatives: No

                        Remarks:
                        • However, according to the Act on Co-operation within Undertakings (2007), notification to worker's representatives and negotiation are compulsory when the dismissal affects a single worker provided such dismissal is based on financial and productive grounds, and the undertakings employs at least 20 workers. (see sec. 44-53 ACU)

                        Approval by public administration or judicial bodies: No

                        Approval by workers' representatives: No