If the employee under the threat of termination cannot be offered a job which he/she could manage based on with his/her education, the employer must check, if it possible to train the employee for new work tasks. The employer shall provide employees with training that can be deemed feasible and reasonable from the point of view of both the contracting parties. A condition for the training obligation is that it is possible to after the completed training is possible to assign work to the employee.
The training depending on the circumstances can be introduction-, additional- or advanced training. The scope of the training is evaluated on the basis, inter alia, of the size of the company, it must be necessary in relation to the work performed, and it must meet the employer's needs. The obligation to train does not mean, for example, education for a new profession or other very extensive training.
The employer’s obligation should be taken seriously, since neglecting it can result in the termination being deemed illegal.
If the employer has at least 30 employees at their service regularly, and the employee dismissed on production-related and financial grounds has had an employment relationship for 5 continuous years the employer is under an obligation to offer the dismissed employee training that will advance their future employment. As a general rule, training should be arranged within two months of the end of the notice period. The value of the education must correspond to the calculated salary of the dismissed person or the average monthly salary of the personnel at the workplace. The greater one is chosen from these two options. If the employer does not fulfill their obligation to provide employment promoting training or coaching, the employer is obliged to pay the employee a lump sum allowance equivalent to the value of the training or coaching.