The employer is obliged to pay the last salary payment or final statement, including any vacation pay due, no later than the end of the employment relationship, unless otherwise agreed in the employment contract or in the applicable collective agreement. If the payment of the remaining declaration of what has been agreed is delayed, you are entitled to full remuneration plus penalty interest for the period of delay, but not more than six days. At the request of the employee, the employer must immediately submit a written declaration indicating the end date of the employment relationship and the known reasons for his dismissal or dismissal on the basis of which the employment relationship is terminated or terminated. In order to avoid misunderstandings and unnecessary legal action, it is important to explain the reasons for the termination or termination in a clear and truthful manner. As an employee with an employment contract valid for an indefinite period, you can terminate your contract at any time. You are not required to give reasons for your dismissal, but you must comply with the notice period provided for by the Employment Contracts Act and/or the collective agreement applicable to your work. Before your employment relationship ends, you must have an opportunity to comment on the reasons for the dismissal. You have the right to use an assistant. You cannot terminate a fixed-term employment contract unless this has been agreed with the employer or the duration of the contract is longer than five years.

If you want to end a fixed-term employment relationship, check if it has been agreed in the employment contract that you are allowed to do so. If not, you can ask your employer if they would accept a dismissal. Please note! Frequently asked questions about the coronavirus outbreak and the layoff are available on this page. You can request a written explanation of the reasons for the dismissal via this form: Request for document from the employer (doc, in Finnish). An employment contract valid for an indefinite period is generally terminated either by the employer or by the employee. The employee does not have to give any particular reasons for dismissal, but he is required to respect the notice period. The employer, on the other hand, cannot terminate an employment relationship without a valid and compelling reason. The employer must also respect the notice period. The employer must consult the employee before terminating the employment relationship At the request of the employee, the latter must immediately issue a written declaration indicating the date of termination of the employment relationship and the reasons for dismissal of which he is aware.

The termination of the employment relationship must be communicated personally to the other party. If this is not possible, the notification can be made by post or e-mail. An employment relationship may be terminated as terminated due to the expiry of its time limit, termination, termination or in special circumstances. Employers and employees can terminate the employment relationship if there are legal grounds for dismissal. The employee may terminate the employment relationship if the employer violates or neglects its obligations under the employment contract or the law in a way that significantly affects the employment relationship. A cancellation is only allowed for an extremely heavy reason. The employer may also terminate the employment relationship if there is an extremely important reason to do so. Personally submit your dismissal to the employer or their representative to end your employment relationship. If this is not possible, you can submit the notification by mail or electronically. In the latter case, the notification shall be deemed to have been received no later than seven days after it has been sent. If the employee has not performed his obligations under the employment contract, he cannot be informed until he has been notified and has had the opportunity to change his behaviour.

If the employer terminates the employment relationship of an employee who is currently on annual leave or on leave of two weeks or more in order to adjust the hours of work, the notice of dismissal sent by letter or e-mail is deemed to have been delivered at the earliest the day after the end of the leave or leave. Apart from the above points, an employment contract can only be terminated for an extremely heavy reason. Such a reason may be considered present if one of the parties commits such a serious breach or negligence of the terms and conditions of employment that the other party cannot reasonably be expected to continue the employment relationship for the duration of the notice period. You can also end your employment relationship verbally, but it is recommended that you end it in writing so that you can verify it later if necessary. When you start a new job, you can arrange a trial period when signing the employment contract. If the employment contract provides for a trial period, you and your employer may terminate the contract without notice during the trial period. However, the employment relationship may not be terminated for discriminatory or unreasonable reasons having regard to the purpose of the probationary period. If no probationary period has been agreed, there is no trial period. . In order for your employer to terminate your employment relationship, they must have legally justifiable reasons for doing so.

At your request, your employer must immediately send you a written statement indicating the date of termination of the employment relationship and the reasons for the termination or termination of the employment relationship. . Employers and employees may agree on a probationary period at the beginning of the employment relationship, during which either party may terminate the employment relationship without notice. However, the employment relationship may not be terminated during the probationary period for discriminatory reasons or unreasonable reasons for the purposes of the probationary period. The employee must be given the opportunity to express his or her opinion on the matter. The employee has the right to use an assistant. The balance must be paid on the last business day, unless otherwise agreed. .