Suspension of layoff. The employer can get temporary work once the lay-off has already started. Suspend- ing a lay-off, if the lay-off is due to continue without a new lay-off notice as soon as the work has been completed, shall be based on an agreement concluded between the employer and employee. Such agreement should be concluded before starting the work. In the same context, it is worth confirming the estimated duration of the tempo- rary work. The above only applies to the relationship between the employer and employee and does not take side to the provisions of the Act on Unemployment Security. Lay-offs and reduced working hours The provisions concerning the lay-off procedure apply to both actual lay-offs (complete suspension of work) and the so-called collective transfer to reduced working hours. Thus, the provisions on preadvice and lay-off notice periods shall also be observed when transferring to a reduced work week, unless otherwise agreed. Many collective agreements have provisions on changing the working hours system. In these cases, it is usually a case of working hours arrangements in the industry or in the framework of working hours observed in a company, and these cases are not compa- rable with transfers to reduced working hours. If a collective agreement specifies a notice procedure to be observed when transferring to reduced working hours, such provision will supersede any contractual provisions be- tween the central organisations. Notifying the start of work If a lay-off has taken place on a fixed term basis, the employer shall inform the laid-off employee about the start of work no later than seven days before hand, unless other- wise agreed. In this case, the employee is entitled to terminate an employment con- tract concluded with another employer during the lay-off period, despite its duration, in accordance with a five-day period of notice. A notice referred to in the provision does not need to be provided, when an employee has been laid-off on a fixed term basis. Other work during the term of a lay-off Being laid off does not prevent the employee, in accordance with the agreement, from completing work elsewhere during the term of the layoff. If the employee has taken on other work during the term of a lay-off, after the lay-off notice has been is- sued but before he/she has been informed that the lay-off has been cancelled or postponed, the employee shall not be obliged to compensate to the employer any damages caused by this. In such situations, the e...
Suspension of layoff. The employer may secure temporary work after the layoff has already begun. The employer and the senior salaried employee shall agree on any interruption of the layoff if the intention is to continue the layoff immediately after the work has been performed with no new layoff notice. Any such agreement should be concluded before the work begins. At the same time the estimated duration of the temporary work must be investigated.
