Co-operation negotiations are causing concern 

At the workplace, co-operation negotiations are a statutory procedure that must be started when the employer is considering changes that may have a significant impact on employees. Although the process may feel uncertain and stressful, its purpose is to ensure that employees receive information, are heard and have a genuine opportunity to influence the alternatives before decisions are made. 

The obligation to negotiate may arise, for example, when the employer is considering redundancies, lay-offs, part-time arrangements, major changes to duties, changes to the workplace or services, or other measures that may significantly affect employees’ position, work or terms of employment. 

The union representative – at the negotiating table 

In most workplaces, employees who belong to Akava-affiliated unions are represented by a common union representative. When changes are being planned at the workplace, the union representative represents employees during co-operation negotiations. The union representative has the right to receive information from the employer about the reasons for the negotiations, the planned measures and their impact on staff. Their role is to ensure that the employer complies with the law and collective agreements, and to put forward alternatives to redundancies and other measures affecting personnel. The union representative can also support you personally in a consultation meeting if the proposed changes affect your work or terms of employment. 

Checklist when co-operation negotiations begin 

• Check your membership: Full support from the union representative and Loimu is available to members. Legal services and legal expenses cover are available only to Loimu members. 

• Review your membership details: Make sure that your employer, workplace and contact details are up to date in Loimu’s membership register. 

• Follow the communications: Read updates from the employer, the union representative and Loimu about the progress of the negotiations. Pay particular attention to what changes are being considered, who they may affect and when decisions are expected. 

• Be proactive: If you are concerned about your situation, ask your union representative for more information. You can also propose alternatives to redundancies, such as reorganising duties, internal transfers, additional training or other solutions that could reduce the need for staff reductions. 

• Make your expertise visible: When changes are being planned at the workplace, the employer must explore opportunities to offer other work or training before making anyone redundant. Make sure that your supervisor and, where necessary, your union representative know about your skills, experience and interest in different roles. 

Loimu – your personal safety net 

While union representatives handle collective advocacy at the workplace level, Loimu provides personal support and advice to its members: 

• Legal advice and legal assistance: If there are concerns that the co-operation procedure or a possible redundancy does not comply with the law or collective agreements, Loimu’s experts and lawyers can help assess the situation and advise on the next steps if needed. 
  
• Career services: Loimu supports re-employment by offering services such as CV sparring, job search advice and career coaching if your role is at risk of ending or changing substantially. 
  
• Unemployment security: Check your unemployment fund membership and make sure you know what to do if a redundancy or lay-off takes place. 
  
• Support for wellbeing: Prolonged uncertainty can be stressful. Loimu offers members support and advice to help them cope during periods of change.