A warning allows the employee to correct their actions/conduct

As a rule, employment cannot be terminated until the employee has been issued a warning, which is an opportunity for the employee to correct her or his conduct. In the event of serious non-compliance, there is no need to issue a warning.  

If an employee fails to perform her or his duties, the employer may issue a warning. For example, failure to comply with the working time may constitute such non-compliance. The warning must be based on facts and may be given in writing or orally.  

The purpose is to let the employee know that she or he has acted in a reproachable manner and give her or him an opportunity correct her or his conduct. 

If the employer has issued a warning, and the employee subsequently engages in non-compliance of another type, the employer may not usually use the latter warning as grounds for termination of employment. On the other hand, several warnings issued based on different types of non-compliance may together constitute sufficient grounds for termination. 

In terms of issuing warnings, the employer must treat workers equally and consistently.  

A warning does not have independent legal significance. The significance of a warning will be assessed if employment is to be terminated because of repeated and continued non-compliance or similar conduct.  

Challenging a warning 

If the employee feels that the warning is unfounded, she or he may challenge the warning orally or in writing. If the employee has not engaged in any type of non-compliance, the warning is meaningless and cannot be used as grounds for termination. 

Form: notification of challenging a warning to the employer (in Finnish, pdf) 

Placement in other work 

As a rule, the employer must consult the employee before termination and determine whether termination could be avoided by placing the employee in other work. 

However, if the termination is based on such a serious breach of the employment relationship that the employer cannot reasonably be expected to continue the contractual relationship, there is no need to warn the employee or try to place her or him in other work.