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Changes to collective agreements due to the coronavirus epidemic

Updated: 17.08.2021

Due to the corona epidemic, in 2020 PAM agreed with employers ’unions on temporary changes to collective agreements to address the situation. Approximately all temporary changes ended no later than December 31, 2020. However, for example, the extended readmission obligation for a terminated person still has an effect.

In the spring, the changes were agreed to end in the summer, but were extended so that most were in effect until the end of 2020. The Parliament also made temporary exceptions to labor and unemployment security legislation, most of which expired at the end of 2020. You can find information about legislative changes here (in Finnish).

Once the temporary changes have expired, the terms and conditions of employment can be checked for each collective agreement here.

Click your agreement sector below to see the changes in place in that sector for a limited period.

Agreement sectors


Commercial sector

There are no temporary amendments to the collective agreement in the field of trade.

However, the extension of the readmission obligation still has an impact. The extended readmission obligation applies to workers made redundant on economic and production grounds from 1.4.2020 to 31.12.2020.

According to a temporary amendment to a collective agreement, an employer must offer work to its dismissed employee on economic and productive grounds if the employer needs employees within 9 months (normally 4 or 6) of the termination of the employment for the same or similar tasks performed by the dismissed employee. The employment relationship ends after the notice period. Termination periods have been agreed in collective agreements. A condition for the readmission obligation is also that the employee is still a jobseeker at the TE Office.
 

Hotel, restaurant and leisure services

Notification periods for shift lists shortened – new flexibility element due to Covid-19 restrictions (tourism, restaurant and leisure services)
PAM and the employers’ federation MaRa have agreed temporary exceptional rules on the drawing up and announcement of shift lists. In the exceptional situation a shift list can be given to an employee one week before it starts and shifts can be entered for 1-2 weeks at a time. These changes must be agreed locally. A time shorter than the minimum weekly notice period cannot be agreed.

Local agreement is possible if the demand for services and the need for labor is exceptionally difficult to predict due to the interest rate pandemic. The local agreement may cover the whole company or its individual branch. The agreement should only be introduced at sites where there are no conditions for drawing up a list of normal length (three-week period at a time). When the contract is concluded, it must be agreed and it must indicate which establishments it covers.

If the company has a chief shop steward, the employer must agree with him/her. If there are several chief shop stewards in the company, the employer must agree with each chief shop steward separately in accordance with the shop steward's organization. In the case of supervisors, the supervisor's shop steward agrees, if one has been elected. On the other hand, if the supervisors do not have a shop steward, the contract made by the employee shop stewards also covering the supervisors.

If there is no shop steward in the company, the employer must agree with the staff of the establishment. Employees include regular temporary employees of an establishment if their employers and those of their own employees belong to the same group or group of companies. An agreement can be made if a majority of staff agree to it.

The contract can be terminated with one month's notice.

In the event that the authorities impose new restrictions on the duration of a published work schedule, the employer may, for imperative reasons, amend that work schedule, unless other work is available. In this way, any missing working hours are recorded and given later as soon as possible. If the company has a shop steward, the reasons for the change must be reviewed with him/her.

The agreed changes will take effect in tourism, restaurant and leisure services on April 1, 2021 and will continue until September 30, 2021, if necessary. 

Here is a form for local agreement (in Finnish)

The extension of the readmission obligation still has an impact 

The extended readmission obligation applies to workers made redundant on economic and production grounds from 1.4.2020 to 31.12.2020.

According to a temporary amendment to a collective agreement, an employer must offer work to its dismissed employee on economic and productive grounds if the employer needs employees within 9 months (normally 4 or 6) of the termination of the employment for the same or similar tasks performed by the dismissed employee. The employment relationship ends after the notice period. Termination periods have been agreed in collective agreements. A condition for the readmission obligation is also that the employee is still a jobseeker at the TE Office.

There are no other temporary provisions of the collective agreement.

 

Amusement, theme and adventure parks collective agreement

Notification periods for shift lists shortened – new flexibility element due to Covid-19 restrictions (for emplyees at amusement, theme and adventure parks)
New 1.10.2020: PAM and the employers’ federation MaRa have agreed temporary exceptional rules on the drawing up and announcement of shift lists. In the exceptional situation a shift list can be given to an employee one week before it starts and shifts can be entered for 1-2 weeks at a time. These changes must be agreed locally with shop steward. If there is no shop steward in the company, the matter must be agreed with the staff working at the office in question.

The agreed changes will take effect in the sector on October 1, 2020 and will continue until March 31, 2021, if necessary. The agreed exemptions apply to all companies in the sector and are subject to the same obligations as the collective agreement in force in the sector. If a company has several work places, then the agreement should only be introduced in those places where the conditions for drawing up a normal-length list do not exist.

During the period 1.5.2021-31.8.2021, it may be agreed locally that the employee shift list may be published with a weekly notice period of one week or two at a time if demand for services and labor needs are exceptionally difficult to predict due to the corona pandemic. If there is a shop steward in the company, this must be agreed with him/her.

However, if the corona pandemic no longer adversely or unforeseenly affects the demand for services, the shift lists must be drawn up in accordance with the collective agreement at normal lengths.

However, the provisions of the collective agreement shall be complied with with regard to the maximum hours of working time, the placement of holidays, etc.

New 26.2.2021!: PAM and the employers' federation MaRa have agreed on temporary exemption provisions for changing the shift list. 
If, due to restrictions imposed by the authorities (for example, the Government, the Regional State Administrative Agency or the municipality), it is impossible to carry out shifts after the publication of the shift list, the employer may change the shift list accordingly. Hours that may be lacking in this way will be put down and given / placed within six (6) months of the cancellation. This right of transfer applies to shifts for which the shift list has been published no later than 31 August 2021. If there is a shop steward in the company, then the matter will be verified with him.

If it is not possible to provide the working hours within the above-mentioned period or the employment relationship is terminated for a reason other than the employee's before the transferred working hours have been given, those working hours will be reimbursed to the hourly paid employees.

After that deadline, the hours transferred by a monthly employee may no longer be contracted. If the employment of a monthly-paid employee is terminated for a reason attributable to the employee before the hours transferred have been commissioned, the corresponding amount may be deducted from the employee's salary.

The agreed temporary changes will enter into force on 1 March 2021.
 

The extension of the readmission obligation still has an impact 

The extended readmission obligation applies to workers made redundant on economic and production grounds from 1.4.2020 to 31.12.2020.

According to a temporary amendment to a collective agreement, an employer must offer work to its dismissed employee on economic and productive grounds if the employer needs employees within 9 months (normally 4 or 6) of the termination of the employment for the same or similar tasks performed by the dismissed employee. The employment relationship ends after the notice period. Termination periods have been agreed in collective agreements. A condition for the readmission obligation is also that the employee is still a jobseeker at the TE Office.

The postponing of annual holiday may still have an affect 

A temporary amendment was made to the provisions of the collective agreement concerning the granting of annual holiday for workers and supervisors in the hotel, restaurant and leisure services.
If an employee has been laid off for at least 2 weeks or 10 working days after 1 April 2020, their annual holiday can be split into shorter periods if they have earned over 12 days of holiday.  
Summer holiday in the current holiday period (2 May-30 September 2020) in excess of 12 days can be given in one or more instalments. The holiday must be given by 30 April 2021, however.
If an employee has a single period of holiday that falls after 30 September, it must be at least 6 days in length (if the employee has enough untaken holiday days for this).

There are no other temporary provisions of the collective agreement.

 

Avecra train service staff collective agreement 

The extension of the readmission obligation still has an impact 

The extended readmission obligation applies to workers made redundant on economic and production grounds from 1.4.2020 to 31.12.2020.

According to a temporary amendment to a collective agreement, an employer must offer work to its dismissed employee on economic and productive grounds if the employer needs employees within 9 months (normally 4 or 6) of the termination of the employment for the same or similar tasks performed by the dismissed employee. The employment relationship ends after the notice period. Termination periods have been agreed in collective agreements. A condition for the readmission obligation is also that the employee is still a jobseeker at the TE Office.

There are no other temporary provisions of the collective agreement.

Ski resorts and adventure services sector collective agreements

The extension of the readmission obligation still has an impact 

The extended readmission obligation applies to workers made redundant on economic and production grounds from 1.4.2020 to 31.12.2020.

According to a temporary amendment to a collective agreement, an employer must offer work to its dismissed employee on economic and productive grounds if the employer needs employees within 9 months (normally 4 or 6) of the termination of the employment for the same or similar tasks performed by the dismissed employee. The employment relationship ends after the notice period. Termination periods have been agreed in collective agreements. A condition for the readmission obligation is also that the employee is still a jobseeker at the TE Office.

There are no other temporary provisions of the collective agreement.

 

Facility services sector

Due to an exceptional situation, the amendments to the collective agreement in the facility services sector have expired on 31 May 2020. In the sector, the amendments to the legislation agreed due to the corona epidemic (here in Finnish) and in other respects the collective agreement entries (here) are followed.


Cinemas collective agreement and
Removal service sector collective agreement 

The temporary amendments to the collective agreements in the cinemas and removal service sector have expired.

The extension of the readmission obligation still has an impact 

The extended readmission obligation applies to workers made redundant on economic and production grounds from 1.4.2020 to 31.12.2020.

According to a temporary amendment to a collective agreement, an employer must offer work to its dismissed employee on economic and productive grounds if the employer needs employees within 9 months (normally 4 or 6) of the termination of the employment for the same or similar tasks performed by the dismissed employee. The employment relationship ends after the notice period. Termination periods have been agreed in collective agreements. A condition for the readmission obligation is also that the employee is still a jobseeker at the TE Office.


Pharmacy employees collective agreement 

The temporary amendments to the collective agreement has expired.

The extension of the readmission obligation still has an impact 

The extended readmission obligation applies to workers made redundant on economic and production grounds from 1.4.2020 to 31.12.2020.

According to a temporary amendment to a collective agreement, an employer must offer work to its dismissed employee on economic and productive grounds if the employer needs employees within 9 months (normally 4 or 6) of the termination of the employment for the same or similar tasks performed by the dismissed employee. The employment relationship ends after the notice period. Termination periods have been agreed in collective agreements. A condition for the readmission obligation is also that the employee is still a jobseeker at the TE Office.

 

Other collective agreements

  • Customer service and telemarketing collective agreement 
  • Bingo employees collective agreement 
  • Household appliances and equipment servicing and service machine sector collective agreement 
  • Golf sector collective agreement 
  • Private security sector collective agreement 
  • Finnish National Opera and Ballet technical small groups and technical supervisors and technical experts collective agreement 

The temporary amendments to the collective agreements above have expired.

The extension of the readmission obligation still has an impact 

The extended readmission obligation applies to workers made redundant on economic and production grounds from 1.4.2020 to 31.12.2020.

According to a temporary amendment to a collective agreement, an employer must offer work to its dismissed employee on economic and productive grounds if the employer needs employees within 9 months (normally 4 or 6) of the termination of the employment for the same or similar tasks performed by the dismissed employee. The employment relationship ends after the notice period. Termination periods have been agreed in collective agreements. A condition for the readmission obligation is also that the employee is still a jobseeker at the TE Office.

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