Extended Change Security is intended for employees aged 55 and over. The purpose of the service is to promote the rapid employment of these employees and improve their position in the labor market.

The employer has an obligation under the Employment Contracts Act to inform the employee of their right to change security for those aged 55 and over. This obligation applies to all employers. The employer’s other obligations in the event of a change remain unchanged.

An employee is entitled to change security for those aged 55 and over if:

• They have turned 55 by the date of termination at the latest
• Their employment contract has been terminated for production-related or financial reasons on or after January 1, 2023
• They have been employed by the same employer for at least five years with interruptions of no more than 30 days
• They have registered as a job seeker with the city’s employment services within 60 days of termination

Change security for those aged 55 and over includes:

• Change security allowance
• Change security training
• Employment leave, which is 5, 15, or 25 days long

The change security allowance corresponds to the employee’s average one-month salary. The change security allowance is paid by the unemployment benefit payer, i.e., the unemployment fund or Kela. The dismissed employee applies for the change security allowance from their own unemployment fund or Kela within three months of the end of the employment relationship.

The value of the change security training corresponds to approximately two months’ salary. Participation in the training is voluntary. The dismissed employee agrees on the training with the city’s employment services. The training must promote rapid employment and the employee’s professional or entrepreneurial skills.

If you intend to dismiss at least ten employees, you must prepare an action plan to promote employment together with your personnel. This must be prepared when the cooperation procedure begins.

The action plan must indicate:

• The planned schedule for the change negotiations
• The procedures to be followed in the change negotiations
• The principles of operation to be followed during the notice period when using the employment services provided by the employment authority, i.e., the City of Jyväskylä
• The principles of operation that promote employees’ job search and training

Notify the City of Jyväskylä about the termination of the dismissed employees’ employment. Provide the number of dismissed employees, their professions, job duties, and the dates of termination. Inform the employees that they have the right to an employment plan.

You can submit a notification using the form ‘Employer's notification’. Use Suomi.fi e-Identification to log in to the Job Market Finland E-service, select ‘Contacts and documents’ on the front page and send the completed form.

If there are fewer than ten employees being dismissed, you must explain in the change negotiations how your employees can seek other employment, training, or the employment services offered by the city during their notice period.

If you regularly employ at least 30 employees, you must offer those dismissed the opportunity to participate in coaching or training that promotes employment. This applies to employees who have been employed by you continuously for at least five years. You can offer the possibility either during the period of notice or in the early stages of unemployment.

You must pay for the coaching or training you offer. You can also agree with the employee that you will pay for the training or coaching that they themselves acquire.

The principles governing the organisation of training or coaching are recorded in the work community development plan, which must be updated after the change negotiations.

If you fail to comply with the obligation to provide coaching or training, you must pay your employee a sum equivalent to the value of the coaching or training.

If you regularly employ at least 30 employees and the dismissed employee's employment has lasted for at least five years, as an employer, you are obliged to arrange occupational health care for six months as of the termination of the obligation to work. For this period, you will receive compensation under the Health Insurance Act.