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    The content concerns Finnish legislation.
     

    Job Alternation Leave

    Job alternation leave is an arrangement whereby an employee freed from his/her working obligation and the employer hires a person registered as an unemployed job seeker at the Employment and Economic Development Office as a substitute for the same period.

    The requirements for job alternation are that the person leaving on job alternation leave has a minimum of twenty years of time in employment prior to the leave. A person who has received job alternation compensation will be re-eligible for job alternation leave after five years has passed after the first leave. In addition it is required that the employment relationship with the same employer has lasted for an uninterrupted period of at least 13 months prior to the leave. Absence due to illness or accident is considered time in employment.

    The employer and the employee must agree in writing upon the alternation leave and the employment of a substitute for that time. Before the job alternation leave begins or its duration is extended, the employer must deliver the job alternation agreement to the Employment and Economic Development Office along with substitute’s employment contract. Job alternation leave may last for a continuous period of at least 100 calendar days and a maximum total of 180 calendar days.

    An agreed leave may be extended for special reasons, but the extension must be agreed no later than two months before the end of the original leave.

    The person hired as the job alternation substitute must be an unemployed individual who has been unemployed for a period of 90 days either continuously or intermittently during the 14 months prior to the start of the job alternation leave. The person hired as a substitute must also be an unemployed jobseeker immediately before the start of the job alternation leave. To this main rule there are some exceptions regarding under 30-year-old or over 55-year-old unemployed jobseekers.The employee cannot interrupt his/her job alternation leave freely. The premature termination of alternation leave must be agreed by alternator and the employer.The alternator has the right to return primarily to his/her previous job at the end of the job alternation leave. If this is not possible, the alternator must be offered equivalent work in accordance with his/her employment contract or service relationship, and if this not possible either, other work by agreement.During the job alternation leave the employee has the right to receive job alternation compensation from Social Insurance Institution or unemployment benefit society. The full amount of the job alternation allowance is 70 per cent of the unemployment allowance.

    Laws (FINLEX)

    • Act on Job Alternation Leave⁠

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