The Finnish Constitution guarantees the right to strike, but under the law of the Employment Contracts Act and the Labour Dispute Mediation Act, strikes are only allowed if an employment contract has expired and a new contract is not yet concluded, or if the cause of the strike has nothing to do with the terms of employment , as is the case with political strikes and solidarity actions. The right to strike is also limited in some areas, such as. B health care, whose operation is essential for the safety of society. A strike must also be announced in advance to the national conciliator in order to be legal. Strikes, which take place at a time when there is no agreement, and strikes for political and sympathy reasons, are therefore part of the legal forms of trade union action. Among the most frequent forms of strikes (lakko) or refusal to work in whole or in part, emigration (ulosmarssi) and overtime bans (ylity-kielto). The report of the Ministry of Economy and Employment “Coverage of Collective Agreements in 2014” (Ahtiainen, 2016) is a relevant national source. The report contains another calculation of the organizational density of employers, from 73% (2008) to 75% (2014) to 62.6% (2008) and 66.2% in 2014. These latest figures are comparable to those reported by the ECS in the table above. Many business school graduates also work in areas where no YTN-negotiated collective agreement is currently in effect. These include: Our collective agreements include derogations from Finnish labour law and several options for deviating from the rules of collective agreements through enterprise or employment-specific agreements.
In Finland, Finnish workplace safety and safety legislation applies to all workers who work for Finnish employers, regardless of nationality. For “detached workers,” conditions such as overtime, hours of work, leave, sick leave and the minimum wage are in accordance with the existing collective agreement. In Finland, due to a strong tradition of tripartite cooperation, there are different bilateral and, above all, tripartite working groups. While some are more permanent in nature, others are created ad hoc, by the government or on the basis of national agreements to examine a particular issue. The most important are the national tripartite bodies listed below, although there are also smaller focus groups and regional tripartite forums. National working groups are very influential in that they participate in political decision-making in various areas, in cooperation with the government or other public actors. These include issues related to collective bargaining, such as changes in wages and costs, for which the government is seeking contracts corresponding to the general state of the economy. Other important themes are competitiveness and employment, as well as unemployment and pension systems. There are often ongoing consultation mechanisms for permanent agencies, while processes vary from case to case. In Finland, the proportion of employees has traditionally been a three-stage system, with collective bargaining normally taking place at national, sectoral and local levels.