Proposal to amend the Finnish Employment Contracts Act (55/2001) and the Finnish Maritime Employment Act (756/2011) as of 1.1.2021 are currently on a statement round regarding amending non-competition clauses in employment agreements. The proposed amendment would also affect non-competition clauses agreed prior the proposed amendment becomes effective. However, a one-year transition period would apply to non-competition clauses agreed prior the amendment becomes effective.
The Finnish Employment Contracts Act enacts in Chapter 3 Section 5 that a non-competition clause can be agreed for a particularly weighty reason related to the operations of the employer in the employment relationship. Such agreement can be made at the beginning of or during the employment relationship. In case the employee can be deemed to receive a reasonable compensation for the restrictions imposed by the agreement of non-competition, a restriction period can be maximum of one year.
According to the proposed amendment the payment of compensation shall be extended to cover all non-competition clauses. Currently the payment is effective to such non-competition clauses where a longer than six months non-competition period is agreed.
The proposed amendment enacts that compensation to be paid for the employee should be based on percentage compensation. The amount of compensation would be based on employee’s salary level and period of non-competition (limitation period). In case the non-competition period would be no more than six months compensation would be that of 40 % of normal salary. In case the non-competition period would be longer than six months in such case compensation should be that of 60 % of normal salary. The maximum time period for non-competition clause would stay the same – one year.
Furthermore, the proposed amendment contains a new clause regarding payment time for the compensation. According to the proposal payment time would be during the non-competition term is in effect and to correspond the period when normal salary would be paid during employment. Payment term can also be agreed between the parties but only after the employee has been given notice of termination.
The proposed amendment introduces also a new option for the employer to terminate the agreed non-competition clause. The employer would be entitled to terminate the agreed non-competition clause in case circumstances during the employment have changed. When terminating the non-competition clause, the employer should follow a termination period. The termination period should correspond at least the period of the non-competition period.
The purpose of the proposed amendment is to limit the use of unnecessary and unfounded non-competition clauses. In Finland the use of non-competition clauses has increased rapidly and has started to limit employees’ possibility to change a work place. Furthermore, the purpose of the amendment is to clarify the basis for compensation when such clauses are agreed to be part of the employment contract.
Companies should review their model and individual employment contracts and notice whether they contain a non-competition clause. At the same time should be reviewed the compensation level of currently applied non-competition clauses and whether they correspond to the proposal’s level. Furthermore, it should be considered whether it is necessary to apply the non-competition clause in employment contract and if yes, to which extent and to which positions and work tasks.
Review whether company’s employment contracts include non-competition clauses
Review and consider whether non-competition clauses are necessary in every employment contract currently applied
Consider to terminate such non-competition clauses which are not necessary in individual employment contract
Notice the costs which current non-competition clauses cause when applied if proposed amendment becomes effective
Consider drafting a corporate policy for applied payment term when the employee terminates employment contract including a non-competition clause
When necessary contact our business law specialist for detailed advice in an individual case
Contact our business and labour law partner to support and provide industry know how at the time further information is required regarding non-competition clauses. We are known for business-savvy counselling and practical advice. When you are in need for practical and well thought solutions related to labour law matters we are at your service.
Our, LKOS Law Office, specialists are at your disposal should you have any questions regarding co-operation negotiations, drafting management and employment agreements as well as questions related to termination of employment relationship with economical and forward-looking approach.
Contact your current contact person or our specialist in this field Oscari Seppälä for further information or by phone (+358 40 672 4285).
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*This article is for general information purposes only and does not constitute a legal advice.