The UJF is providing advice to members concerning what to do in the event of being laid off due to the Covid-19 situation. It is also informing members of temporary changes to some collective agreements. Being laid-off is when work and pay are suspended but the employment relationship remains valid. A lay-off period may be for a certain time or indefinite. It may also apply to work full or part-time. If you are a member of the Finka unemployment fund, as the majority of UJF members are, see the instructions below. If you are a member of another unemployment fund, you’ll find instructions on their website. If you are a UJF member but not an unemployment fund member, check out the information on the TE (Work and Economic Development) Office website. For Finka members: You need to report yourself as an unemployed jobseeker to the TE office on the first day you are laid-off at the latest. The TE Office will send a notification to the unemployment fund. During the period you are laid-off you can apply for an earnings-related allowance from Finka. This allowance is more than basic daily allowance. Check the instructions on the Finkan website (in Finnish) and on the TE office website (in Finnish). TE office guidance on the impact of the Covid-19 pandemic on unemployment benefits is here (in English). Bear in mind that the TE office and Finkan services may be congested. Check out their messages on their websites and on social media. Temporary changes to the collective agreements for the press and publishing editors Temporary labour legislation is being drafted in Finland to safeguard business activity, employment, and livelihoods now at risk due to the coronavirus epidemic. This applies to legislation that deals with the reduction of the minimum negotiating time in the event of layoffs, the notification time in the event of layoffs, and the extension of the readmission obligation in the law on employment contracts. Changes to collective agreements have been introduced and have been valid from 24 March 2020 - 31 July 2020 At least five days' notice must be given for laying off an employee, this is a reduction from the normal 14 days. The obligation on the part of employers to readmit former employees, reduced in 2017, has been re-extended to nine months. Incoming legislation should also affect such things as unemployment insurance, and the right to dismiss and lay off temporary workers. There are no restrictive provisions in the collective agreements on these points, so the law will be directly applicable. We will provide more detailed information on the changes once the legislation is adopted.