Questions and answers about the coronavirus | Trade Union Pro
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Questions and answers about the coronavirus

The coronavirus has raised concerns among workplace employees, experts and supervisors. We have compiled a list of frequently asked questions. However, follow your employer’s instructions and recommendations. 

If you work in state or municipal administration, follow your employer’s instructions and orders. Read the coronavirus instructions for the administrative sectorstate supplementary instructions  and emergency powers legislation.

TIhe Finnish government has declared a state of emergency in Finland due to the coronavirus situation 

On 16 March 2020, the government announced new measures to deal with the coronavirus situation in Finland. The measures are intended to protect the population and safeguard the functioning of Finnish society and the economy. The measures are in force until 13 April 2020. Validity of part of the measures have already been prolonged. In cooperation with the President of Finland, the government has ruled that a state of emergency is in force throughout the country due to the coronavirus situation.

Decisions and recommendations are implemented by the government and the competent authorities in accordance with the act on emergency powers (29.12.2011/1552), the Communicable Diseases Act and other legislation. The competent authorities will provide more detailed guidance in accordance with their areas of responsibility. The government presented the decree on the implementation of the emergency powers act to Parliament on Tuesday, 17 March 2020. We will update our guidance after that date.

Go straight to the questions: 
Where can I find the latest information?
Employer-employee negotiations and layoffs
How can I safeguard my livelihood?
Work-related travel
Instructions and practices in the workplace
Remote work, tools and emergency work
Leisure travel, holidays, time off and insurance
Trade Union Pro events and training
International union activities

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How can I prevent infection with the coronavirus, how can I protect myself, and what should I do if I suspect I have become infected?

The Finnish Institute of Occupational Health instructs people to use a handkerchief or sleeve when they cough. Used handkerchiefs should be disposed of in mixed waste. Also respirator masks can be used if available.

Symptoms of coronavirus include fever, a cough and shortness of breath. Swift identification of cases of infection is important to prevent the virus spreading.

If you suspect that you have been in close contact with a person who may have been infected with the coronavirus, and you experience a fever and respiratory symptoms within 14 days, please contact your healthcare centre or outpatient clinic if your condition worsens. You will be advised on the treatment measures to be taken. Read more.

Where can I find the latest information on the coronavirus situation?

The Ministry of Social Affairs and Health, the National Institute of Health and Welfare and the Finnish Institute of Occupational Health act as the leading authorities during the crisis. Follow the latest developments on their websites.

The national telephone helpline provides general information on the coronavirus. The number is +358 (0)295 535 535. The telephone helpline is open on weekdays from 8 am to 9 pm, and on Saturdays from 9 am to 3 pm. The helpline cannot provide health advice or advice in the event of acute symptoms that require emergency treatment. 

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Employer-employee negotiations and layoffs 

Measures notified by central organisations to companies require legislative amendment. These temporary amendments (April 1 – June 30, 2020) for the legislation have now been accepted by the Parliament. Brief employer-employee negotiations and layoff notification periods are now in force at the legislative level. Many of Trade Union Pro’s collective agreements have already been implemented as fixed-term contractual changes to the duration of employer-employee negotiations and the notification period for layoffs. Check the situation in your own sector from your shop steward, the person in charge of the sector, or call the employment relationship hotline. Information on the changes has been sent by email for each sector’s shop stewards.

The instructions below explain how negotiations and layoffs will be carried out in the absence of any changes to the collective agreement. Check your own collective agreement, as some of Pro’s contracts already include the option to agree otherwise on the length of negotiations and the layoff notification period.

My company has fewer than 20 employees. Should employer-employee negotiations be conducted?

Employer-employee negotiations should not be conducted before layoffs in this case. In this case, the employer must provide employees with a preliminary explanation of the reasons for the layoffs and their estimated duration. In other words, the employer must explain why layoffs are necessary, what the company’s situation is, and why layoffs are the only option at this stage. After this preliminary notification, the employer may provide notification of layoffs to employees directly.

A company employs more than 20 people. Should employer-employee negotiations be conducted?

The employer must initiate employer-employee negotiations before layoffs, and provide notice of commencement of the negotiations at least five days in advance. The notification must state the reasons for the layoffs and include an initial assessment of their duration, an explanation of the grounds for the layoffs and an estimate of the schedule for implementation of the layoffs after the negotiations.

How long do negotiations last?

If layoffs affect fewer than 10 employees, the negotiating period is 14 calendar days.
Please – check your own sector’s terms. Perhaps a shorter negotiation period is agreed in your sector. If you work in a sector without a Collective Agreement, or if the Collective Agreement doesn’t specify the length of the negotiation period, is the minimum negotiation period during April 1st – June 30th, 2020 five days.

If the employer-employee negotiations concern only layoffs, and if their estimated duration is no more than 90 days, the negotiating period is 14 calendar days (even if the layoffs affect more than 10 employees).
Please – check your own sector’s terms. Perhaps a shorter negotiation period is agreed in your sector. If you work in a sector without a Collective Agreement, or if the Collective Agreement doesn’t specify the length of the negotiation period, is the minimum negotiation period during April 1st – June 30th, 2020 five days.

If the negotiations are estimated to last more than 90 days, the negotiating period is six weeks.
Please – check your own sector’s terms. Perhaps a shorter negotiation period is agreed in your sector. If you work in a sector without a Collective Agreement, or if the Collective Agreement doesn’t specify the length of the negotiation period, is the minimum negotiation period during April 1st – June 30th, 2020 five days.

The shop steward can also agree otherwise on the negotiating period–that is, the negotiations may also last for less than 14 days. 

How long is the notification period for layoffs?

Collective agreements provide for layoff periods and agreement concerning them. The layoff notification period refers to the time after which the layoffs come into effect. The layoff notification period is normally 14 days, and if the employment relationship has lasted for more than one year, the layoff notification period is one month. Check the duration in your collective agreement, as some Pro agreements provide the possibility to agree locally on a shorter layoff period.

Please – check your own sector’s terms. Perhaps a shorter negotiation period is agreed in your sector. If you work in a sector without a Collective Agreement, or if the Collective Agreement doesn’t specify the length of the negotiation period, is the minimum negotiation period during April 1st – June 30th, 2020 five days.

When an employer lays off an employee, the employer must provide a separate layoff declaration to the employee indicating the date of commencement of the layoff, the reason for the layoff, and whether it is temporary or for an indefinite period. The notification will also include an estimate of the end date of the layoff.

When will the layoff end?

Temporary layoffs normally end on the agreed date. In this case, the employee must return to work even if the employer does not provide separate notification of the end of the layoff period. If the employer has work to offer during the layoff period, it must primarily be offered to the laid-off employee. In this case, the end of the layoff period must be agreed.

Layoffs for an indefinite period continue until the employer offers work to the employee. In this case, the employer must inform the employee of the end of the layoff period no later than seven days before the start of the work. However, the employer and the employee may also agree to end the layoff period at shorter notice.

Can I resign/terminate my employment during the layoff period?

During the layoff period, the employee has the right to terminate their employment contract immediately and without a period of notice. If the layoff period has continued for more than 200 days without interruption, and the employee terminates their employment contract, the employer must pay the employee their salary for the period of notice in the same manner as if the employer had dismissed the employee.

How does sick leave affect layoffs?

If an employee has begun a period of sick leave before the layoff notification period, the sick leave will continue normally once the layoff period has begun. In this case, the layoff period begins at the end of the period of sick leave.

If a period of sick leave begins after the layoff notification period, the employer will pay the salary for the period of sick leave up until the beginning of the layoff period and the employee is laid off.

If an employee is scheduled to undergo an operation after the lay-off begins, and the employer has been informed of this, it will not affect the matter. If the layoff period starts before a period of sick leave begins, the layoff comes into effect.

How do layoffs affect annual leave?

Annual leave starting before the layoff comes into force continues normally, and the layoff period begins when the annual leave ends. If annual leave has been agreed but will now not be taken due to layoffs, in accordance with the general rule, the annual leave will not take place. However, it is possible to agree with the employer that you will take annual leave during the layoff period, in which case you will be paid normal annual leave pay during the annual leave period. Remember to report your annual leave and paid wages to the unemployment fund.

During the layoff period, annual leave accrues after the layoff period starts for 30 working days, i.e. six weeks. If the layoff period lasts longer than this, annual leave will no longer accrue for that time. If the layoffs are only partial – for example, if the employee is laid off for only three days a week, or for 50% of their working time – annual leave accrues for a total of six months during partial layoffs.

I have been laid off. What should I do?

Read Pro unemployment fund’s instructions (in Finnish) on what to do if laid off. Read more about The Unemployment Fund Pro in English. If you need more information about temporary lay-offs and unemployment benefits, see TYJ’s website.  

Temporary layoff – and how does corona change It?

Visit The Finnish Confederation of Professionals STTK´s website (in English) and the Federation of Unemployment Funds in Finland website.

Can an employer lay off permanent and temporary employees if units are closed?

Yes, if the conditions of the Employment Contracts Act are met. Based on the amendment measures agreed by the central organisations and the acts adopted under the emergency powers act, all employees, including employees on fixed-term contracts, can be laid off after five days of employer-employee negotiations.

Can an employer terminate an employment relationship if the employee is unable to work due to quarantine?

Employers do not have the right to terminate an employee’s employment contract because the employee is unable to work due to quarantine imposed by the authorities.

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How can I safeguard my livelihood?

I was quarantined by a doctor responsible for infectious diseases in my municipality or hospital district. How can I safeguard my livelihood?

If you become ill or are taking care of a sick child, the usual statutory and collective agreement-based salary and sickness benefits are available. During quarantine and isolation, the Social Insurance Institution of Finland’s (Kela) allowance for infectious diseases will compensate for the loss of earnings in full. A guardian of a child under the age of 16 is also entitled to infectious disease allowance if the child has been quarantined.  Read more on Sickness allowance on account of an infectious disease and what are the requirements that must be met to qualify for the infectious disease allowance in Kela´s website.

What if my spouse, child or elderly parent gets sick and the situation requires me to take time off work? What can I do to secure my livelihood?

The right to absence from work applies to unavoidable family reasons. If you need to care for a young child who is sick at home, you can take temporary care leave on a paid basis for a few days in accordance with your collective agreement.

It is important to negotiate with your employer concerning the possibilities of working remotely, or of using flexitime balances or annual holiday leave.

If you or your child are quarantined by a municipal or hospital district doctor on the basis of close contact, you are entitled to compensation for full loss of earnings in the form of the infectious disease allowance.  

Do employers pay wages if daycare centres and schools are closed as a precautionary measure, and an employee has to stay at home to take care of a child? 

As of 18 March 2020, schools have largely switched to remote learning. Only children in preschool and in the first, second or third grade of basic education and children who require special support under the Basic Education Act can be taught in person. The Ministry of Education has called on as many parents and guardians as possible to stay at home to enable children to study at home. 

Daycare centres remain open. If schools, to the extent that teaching is provided in person, or daycare centres have to be closed because the children (under the age of 16) there are either isolated after being infected or quarantined, Kela will compensate guardians for loss of earnings with a daily allowance related to infectious diseases. Read more on Sickness allowance on account of an infectious disease and what are the requirements that must be met to qualify for the infectious disease allowance in Kela´s website.

Based on the above, we consider that the employer is not obliged to pay salary. You can get temporary financial assistance due to an epidemic outbreak, read more in Kela´s website. It provides compensation for loss of income to persons who due to the epidemic have had to take an unpaid leave of absence from work in order to provide care for a child. Temporary financial assistance due to an epidemic outbreak can be paid retroactively from 16 March 2020 to 13 May 2020. The amount of the assistance is EUR 28.94 per working day. The amount of the assistance does not depend on the number of minor children you may have. 

The daycare centre will not admit sick children. The employer pays wages for three days on the basis of temporary care leave, but what happens after that?  

Most collective agreements for clerical workers include an agreement on a short temporary absence, during which the employee is entitled to a salary. The length of this absence depends on the circumstances (such as the age of the child and possible care arrangements). The duration of the absence should therefore be discussed with the employer. 

If the collective agreement does not provide for a paid right of absence, the right to be absent from work temporarily to care for a child is based on temporary care leave as provided for in the Employment Contracts Act. 

If a sick child’s illness persists, it is important to attempt to agree with the employer on the right of absence and the use of paid leave, such as overtime leave, flexitime leave or annual leave. Other means of resolving the situation are also possible, such as childcare organised by the employer.

If I am subjected to quarantine imposed by the authorities while abroad on a business or leisure trip, will Kela pay a daily allowance? 

A daily allowance may be paid to a designated person who is isolated or quarantined in a European Union member state. A certificate of quarantine or isolation is required from a doctor entitled to impose these restrictions in the country in question. 

Because the daily allowance compensates for loss of earnings, it can only be paid for days when the person was unable to work due to quarantine or isolation. This means that the daily allowance is not paid during a holiday period, for example, or in the case of tasks where remote working is possible. An employer’s statement is required for loss of earnings. Read the instructions on Kela’s website.

I was on a weekend trip abroad. My employer quarantined me and suggested that I use bank holiday leave, annual leave days or the like. Did I do the wrong thing in agreeing to this – could I have done something differently?

It is not necessary to automatically agree to an employer’s proposal. At least the possibility of remote working should be determined first.

The coronavirus has caused a state of emergency. According to the government decision announced on 19 March 2020, travel abroad should be avoided. The country has closed its borders. According to the recommendation of the National Institute for Health and Welfare, it is appropriate to agree a fourteen-day absence with the place of work, study or daycare on returning from abroad.

Mobility may be restricted in exceptional circumstances. Under article 118 of the act on emergency powers (29.12.2011/1552), a government decree may temporarily (for a maximum period of three months) prohibit or restrict the right to reside, travel within, or restrict a particular place or region if this is necessary to prevent a serious risk to human life or health. On 25 March 2020, the government submitted a decree to Parliament on the implementation of restrictions on mobility under section 118 of the act on emergency powers. Travel to and mobility within the Uusimaa province is restricted as of 27 March 2020 for a three-week period until 19 April 2020. 

The Finnish government has taken the necessary steps to slow the spread of the coronavirus within the country. Travel should be avoided. In general, employers cannot order employees to stay at home due to a holiday, and do not have the right to leave wages unpaid. However, a state of emergency is currently in force. Your employer may have ordered you to stay at home after a leisure trip. In these circumstances, employers are not obliged to pay wages under chapter 2, section 12 of the Employment Contracts Act in ordering you to stay at home after a leisure trip.

During the quarantine period ordered by the employer, you cannot attend the workplace to work. Before an employer can decide to suspend the payment of wages, they must have clarified the conditions for remote working and have arrived at a solution to the situation by agreement. In our estimation, if remote working can be arranged, the employee is not obliged to agree to the proposal to take bank holiday leave, annual leave days, etc. to receive full pay. If remote working is not possible, no harm has been done in agreeing to the employer’s proposal.

Must the employer pay working time allowances (e.g. extra pay for evening work, work on Saturdays and during night-time hours) for shifts already planned, even if they are not worked due to the epidemic?

The question does not define the situation in sufficient detail to make it possible to take a position on the obligation to pay wages. However, if the obligation to pay wages exists, it can be said that the employer would not have to pay working time compensation for the period in question, since the worker’s right to such compensation is based on actual time worked. Fixed allowances that are independent of the working conditions and are usually related to the status or professional qualifications of the worker must be paid. However, collective agreements may give rise to exceptions to the above, and in case of doubt, it is therefore advisable to contact the contractual representative for your area.

Mortgage payments

Some banks, such as Nordea, provide credit for wage interruption to their customers in the event that wages are not paid. The interest rate for the service is three months of the Euribor rate plus 4.00 per cent. In the event of a layoff, it is possible to negotiate an amortisation-free period for repayment of existing Nordea bank liabilities. Read more.

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Work-related travel

What should I do when my work requires travel?

The workplace-specific rules are always decided by the upper management of the workplace in cooperation with employee representatives.

The urgency and necessity of work-related travel is determined case-specifically with the employee’s supervisor in accordance with the rules of the workplace management. The possibilities of carrying out certain tasks by video call or via the internet should be assessed.

It is important to regularly follow the notifications issued by the National Institute for Health and Welfare, Finnish Institute of Occupational Health and the Ministry of Foreign Affairs, as situations are currently prone to sudden changes. According to the Ministry of Foreign Affairs, travel abroad should be avoided from 17 March 2020.

What should I do if I get sick on a business trip outside Finland?

In the event of illness, the instructions and regulations of the local authorities must be followed. Contact for local treatment should always be made first by phone – if necessary, with the assistance of the hotel or the host of the visit.

The person’s own occupational healthcare services or travel insurance company can also be contacted for advice.

It is a good idea to agree regular contact with family members in Finland or with the workplace to avoid being completely isolated in your hotel room when ill.  

Why do different employers give different guidelines for quarantine after a trip abroad?

The responses of different employers may vary, because the situation is new to everyone, and there is no previous experience of a similar situation to draw on. Workplaces and tasks also differ, and the effects of the current situation also come to light in different ways.

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Instructions and practices in the workplace

What should I do if I suspect that I have the coronavirus?

If you have a fever, cough, upper respiratory symptoms and shortness of breath, inform your employer of the likelihood of your suffering from coronavirus without delay. Follow the standard practice of reporting sick leave in the workplace. This is the case even if you have not travelled abroad to an area affected by the coronavirus, or have not been in close contact with people exposed to the virus.

The Confederation of Finnish Industries has recommended that the practice of self-reporting of sick leave by employees to employers should be introduced in all workplaces during the pandemic. The instructions of the healthcare authorities are that mild cases of coronavirus do not require hospital treatment.

If symptoms persist beyond the self-reporting period, or if no such agreement has been made despite the recommendations, contact the occupational healthcare services by telephone or online chat, or if there is no extensive occupational healthcare, obtain a sick leave certificate from the public healthcare services. Stay at home as long as you have symptoms.

How should the matter be dealt with in the workplace?

Any guidance and measures concerning the coronavirus should be addressed in cooperation with the occupational safety and health services.

Cooperation on occupational safety and health is cooperation between employers and employees to ensure health and safety at the workplace. Issues to be dealt with in the context of occupational safety and health include:

  • Hazards and harm associated with the work and the working environment
  • Measures and plans to prevent hazards and harm

Cooperation on occupational safety and health is carried out in cooperation with the occupational healthcare services. Employers must provide employees with occupational healthcare services to prevent health hazards arising from work, and to protect and promote the safety, working capacity and health of employees. Preventive occupational healthcare applies to all persons, regardless of the nature of the employment relationship.

In cooperation at the workplace on occupational safety and health, it would be helpful to consider the following measures:

  • Remote working (insurance and practical arrangements for remote working)
  • Company-specific quarantine on return to work from an area affected by the pandemic, e.g. a period of remote work for 14 days before returning to the workplace.
  • Limiting work-related travel
  • Revising attendance policies for meetings or seminars, e.g. attending meetings remotely
  • Company practices relating to visits
  • Self-reporting procedure
  • Quarantine instructions abroad
  • Leisure travel and how to inform the employer of it
  • Updating of safety instructions for exceptional situations (e.g. broken appliances, inspections/monitoring by operation control personnel, and other statutory inspections or monitoring). Read the notice by the Finnish Safety and Chemicals Agency for process plants. (This page is in Finnish only)

Agreement must be reached on who will inform employees of the instructions, and who will instruct supervisors in exceptional situations.

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Remote working, tools and emergency work

As of 27 March 2020, the Uusimaa province will be isolated from the rest of Finland on the basis of section 118 of the emergency powers act. My workplace is in Uusimaa and I live outside the province – can I still go to work if remote working is not an option?

All kinds of travel should be avoided due to the coronavirus pandemic, and it is therefore recommended to try to agree with your employer on remote working. However, travel across the boundary is permitted for work purposes and for those in responsible positions.

Do I have to carry a computer with me every day outside work due to the possibility of quarantine?

The company must agree on the rules and practices to be followed – for example, on the policies for taking work computers home and who will replace any work equipment in the event of damage.

I don’t have a laptop or the necessary connections for remote working – what should I do?

The company must agree on the rules and practices of the company – for example, on the policy for taking laptops home and for organising the necessary communications connections.

It is the employer’s responsibility to provide the worker with the necessary tools. If an employee’s work contribution is available to the employer under the employment contract, but the employee cannot work for reasons attributable to the employer, the employer is in principle obliged to pay the employee in full unless otherwise agreed. Read more: chapter 2, section 12 of the Employment Contracts Act.

Can the employer have emergency work carried out, and to what extent?

Emergency work can be carried out by those employed to carry out duties that are essential for society (e.g. healthcare, police, border guards, water and energy services, banking staff).

Can an employer change a roster if the work in question is not emergency work?

The working hours act (872/2019) and collective agreements determine the situation in which employers can change rosters and shifts. According to the working hours act, rosters can only be changed if the employee agrees to it, or if there is a weighty reason for reorganising the work. For example, a situation where a large proportion of staff are quarantined due to the coronavirus may justify unilateral changes to rosters and shifts by the employer. However, collective agreements may provide for a very broad right to change rosters, so it is advisable to check the collective agreement applicable to you to see what has been agreed in this regard.

Can the employer withhold a roster based on the possibility of further changes to it?

No – rosters must be made available no later than 14 days before the work period is due to begin.  

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Leisure travel, holidays, time off and insurance

Can an employer limit trips during leisure time?

The employer cannot exert any control over the leisure activities of employees.

During the coronavirus crisis, can employers exert control over or prohibit employees’ leisure activities?

No.

Does quarantine affect the accrual of annual holidays?

Yes, it does. Annual leave does not accrue for a period in which a person is voluntarily quarantined. However, working days or hours of work that are considered comparable to days at work are days or hours when the employee is prevented from working during the period of employment because of an order from the authorities that was issued to prevent the spread of a disease.

Can annual leave that has already been agreed be changed to another date if I don’t want to take annual leave now?

Employees cannot change the dates of their confirmed annual leave on their own initiative. Annual leave that has already been agreed can only be changed by agreement with the employer. 

Can an employer suspend my annual leave?

This can only be done by separate agreement with the employee.

Can an employer order an employee to use holidays from the next holiday period if the company’s operations have been restricted, and there is not enough work for all the employees?

No – the matter must be agreed separately.  

Can an employer order employees on family leave to return to work due to the coronavirus?

No.  

Can an employer suspend an employee’s study leave and order them to return to work?

This is possible only in exceptional cases for tasks that are essential to society, i.e. the tasks that have been designated as essential for society by the government.

Can an employer terminate a partial care leave agreement in the exceptional circumstances of the coronavirus pandemic?

Despite the exceptional circumstances, the employer must comply with the provisions of the Employment Contracts Act regarding family leave.

Employers do not have the right to unilaterally terminate agreements for partial care leave (i.e. the temporary reduction of working time for the purpose of caring for a child). The suspension of partial care leave also refers to the cancellation of leave, and the law requires the change to be agreed.

Only employees have the right, subject to justified reasons and a notice period of at least one month, to suspend or cancel partial care leave that has been granted to them. The change must be agreed between the employer and the employee one month before the change is to come into effect.

If no agreement is reached, the worker has the right to suspend the care leave for a justified reason. If the employee wishes to take partial care leave again, they must submit a new proposal to the employer. Because of the exceptional nature of the situation caused by the coronavirus and the emergency powers act, it is advisable to discuss any changes to working time arrangements and the suspension or shortening of care leave with the employer.

I cancelled my leisure trip to a country classified as a high-risk area for the coronavirus. However, it was not possible to cancel the trip at no additional cost. Will the employer reimburse the costs incurred?

No. Employers are not responsible for the leisure activities of their employees. For this reason, employers are also not responsible for any costs involved. Your insurance policy may cover part of your costs.

The cancellation policy for flights always depends on the tickets purchased and the airline.  If the airline cancels a flight, they will refund the cost of the tickets or offer a new flight at a later date.

Trade Union Pro members are insured through the Turva insurance company

As a Pro member, you are automatically covered by travel and leisure time accident insurance that is valid all over the world free of charge. Passenger insurance also covers accompanying family members under the age of 20. For students, the validity of travel insurance has been extended for the purpose of work placements.

Turva provides key information on travel insurance, travel and the coronavirus, and updates the web page as the situation develops. Turva’s web pages are in Finnish. We recommend you contact your own insurance company of Turva by phone, by e-mail, by chat or by electric services as applicable in the company.

The Turva website has a chat service which is also available on Saturdays. You can also call the Turva service number +358 (0)1019 5110 (Mon–Fri 8 am to 6 pm).

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Union events and training courses

The union’s in-person training courses and events have been cancelled until 30 June 2020

Pro to cancel all its in-person training courses and events until 30 June 2020. Events that can be held electronically will still be held. These events include webinars (webinars are only in Finnish).

Pro recommends that its member associations take government guidelines into account in their own operations.

Union staff working remotely

The aim is to safeguard the continuity of the union’s operations by various means, such as enabling Pro personnel to work entirely remotely until 30 April 2020. Pro has ruled that all international travel of its members, administration or personnel organised by the association will be cancelled. Travel within Finland is also to be avoided.  

Employees returning from abroad are required to work remotely for two weeks after their return.

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International trade union activities

European Works Council and SE Works Council activities in companies

Employee involvement in company decision making – through information, consultation and participation – is now more important than ever. Social and economic impacts must be anticipated and addressed. For this reason, the following measures are recommended for European Works Councils and SE Works Councils.

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