News for employers

Whistleblower Act in force on 1/1/2023

The Whistleblower Act will require protections for people who report on wrongdoings. The Act is based on the EU’s Whistleblower Directive. The Act will create a framework for the reporting of abuses and illegal activities and the kind of protection to be offered to the people who report them. A whistleblower will be protected against retaliation, meaning someone who reports abuse or failings may not be treated disadvantageously because of his or her reporting.

Failings observed in a company’s operations must first be reported using the company’s internal reporting channel, allowing the company to examine the substance of the claim and take necessary follow-up action. If no internal reporting channel exists or if the steps taken are not enough, the whistleblower can report the issue via official channels or go public.

Companies with at least 50 employees must set up an internal reporting channel. This channel does not need use any technology, and the company can decide itself whether anonymous reports are accepted and whether it is open to people other than the company’s employees. A company can also voluntarily set up a whistleblowing channel.

Companies with fewer than 250 employees will benefit from a transition period: these companies must establish a reporting channel by 17 December 2023. Companies with 250 employees or more must launch an internal reporting channel within three months of the Act’s entry into force, that is, by end of March 2023.
Companies of any size which fall within the remit of the Preventing and Clearing Money Laundering Act must establish a reporting channel. If a company already has a reporting channel required by the Preventing and Clearing Money Laundering Act, it does not need to establish a new channel.

Changes to the Employment Contracts Act and Working Time Act 1.8.2022

The changes to the Employment Contracts Act and Working Time Act enter into effect on 1 August 2022. The changes concern the information provided to an employee at the beginning of their employment relationship, and the status of employees working under varying working time contracts. The changes are based in part on the EU’s working conditions directive and in part on government policy.

At the beginning of an employee’s employment, the employer must provide the employee with a written report of the central terms and conditions of the employment relationship, if these are not described in writing in the employment contract. The deadline for presenting this report is now shorter and more information needs to be provided.

As for varying working time contracts, the new regulations require that working time is reviewed at an interval of 12 months. If this review indicates that the minimum working time in the contract could be increased, the employer needs to offer the employee the opportunity to change the working time condition of the contract.

Regarding varying working time contracts, the changed Working Time Act also contains new regulations for work shift planning and situations where the employer cancels a shift marked on the shift schedule.

Guide to work communities: Getting more from digitalisation by discussing

Guide to work communities: Getting more from digitalisation by discussing

Successful use of digitalisation will enable significant improvements in productivity, work communities and well-being at work.

Due dates for employers