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Post-employment non-compete agreements in Finland   ⚖️ After legislative amendments in 2022, employers must pay compensation for all post-employment non-compete agreements in Finland (40 % or 60 % of salary) ⚖️ According to a recent report published by the Ministry of Economic Affairs and Employment in Finland, the number of post-employment non-compete agreements has decreased and their use is considered more carefully. ⚖️ However, the Ministry found that still awareness of this legislative change has not spread widely as the majority of the parties participating in related surveys was not able to answer questions relating to the use of non-compete agreements. ⚖️ In our experience, several companies have reviewed their non-competes and terminated some of the non-competes that were found unnecessary, but still this item arises weekly. For instance every time a termination is considered, it is important to review if there is a post-employment non-compete in place, as employers can no longer terminate a non-compete agreement after the employee resigns. In worst case scenario the employee resigns for instance after a warning or a mutual termination agreement offer, and the employer is stuck with the payment obligation on a non-compete it does not need. Bird & Bird Nordics Jussi Herrainsilta Sonja Hukkanen #twobirdsfinland #noncompetes

UK Third Sector - benchmark your 2024 pay award and proposed 2025 pay award. Take part: https://buff.ly/3TiFBrq Contributing to the Annual Pay Award PLUS survey enables us to publish sector insights on: > Factors influencing decisions on pay award > The median pay award for 2024 by size and sector > Proposed pay award for 2025 This year’s survey also now includes measures on: > Non-pay related benefits > Approaches to annual leave and sick pay Take part for free and get 50% off the cost of the report: https://buff.ly/3TiFBrq #annualpayaward #charitypayaward #thirdsectorpayaward #nonpayaward #nonpaybenefits #thirdsectorbenchmarking #charitybenchmarking

The latest Third Sector pay award data now available: Annual Pay Award PLUS Survey 2025 report out now Purchase your copy: https://buff.ly/3ZaaNwh Benchmark your pay award for 2024 as well as your proposed pay award for 2025 against others in the sector. Now including measures on: > Non-pay related benefits > Approaches to annual leave and sick pay #AnnualPayAward #ThirdSectorPayAward #CharityPayAward #CharityAnnualPayAward #UKThirdSectorPay #CharityPay #PayBenchmarking #BenchmarkingData

The FTC banned non-competes. 🙀 There's been much discussion over the past 24 hours regarding the decision of the FTC to ban non-competes, but what exactly does this entail? In the last day, there has already been backlash, especially from Chamber of Commerce, who has already filed suit. Thus, the decision also needs to be upheld in the court of law, presumably going up to the Supreme Court. The rule also seems to ban the clawback of deferred compensation, which is especially good for finance workers. The rule defines a “non-compete clause” to include “a term or condition of employment that prohibits a worker from, penalizes a worker for, or functions to prevent a worker from … seeking or accepting work” at a competitor. What's unclear as of now is the decision on garden leave, which is a form of non-compete where you're still on payroll and receive benefits, but aren't allowed to work at a competitor. If upheld, this rule will also void any existing non-competes! Safe to say that this is a potentially great step in the right direction for employees. We will keep you updated at our interview.study blog.

BREAKING NEWS: U.S. Bans Noncompete Agreements The ban, which will take effect later this year, carves out an exception for existing noncompetes that companies have given their senior executives, on the grounds that these agreements are more likely to have been negotiated. The FTC says employers should not enforce other existing noncompete agreements. The FTC estimates about 30 million people, or one in five American workers, from minimum wage earners to CEOs, are bound by noncompetes. It says the policy change could lead to increased wages totaling nearly $300 billion per year by encouraging people to swap jobs freely. How will this affect you as an employee or employer? Click here to learn more: https://lnkd.in/gzBBGfYM #noncompete #noncompeteban

#NLRB to Employers: Make sure non-competes are lawful, or compensate employees for financial harm. On October 7, 2024, Jennifer A. Abruzzo, General Counsel for the National Labor Relations Board (NLRB) issued a memo urging field offices to root out unlawful non-compete provisions and remedy the harmful effects. Where it finds an employer has maintained an unlawful non-compete provision, the NLRB may order an employer to compensate employees for financial harm IF the employee can demonstrate that: 👎 The employee was deprived of a better job opportunity because of a non-compete provision. 👎 The employee was out of work for a longer period than would otherwise have been as a result of the non-compete, entitling them to payment for those lost wages. 👎 The employee accepted a job providing lesser compensation (in terms of pay or benefits) outside of their industry (but within the geographic scope of the non-compete provision). 👎 The employee had to move outside of the geographic region to obtain employment within the industry, entitling them to be compensated for moving-related costs. 👎 The employee should be compensated for the costs of any retraining efforts undertaken to be eligible for a position in a different industry not covered by the provision. Visit hchlawyers.com/blog to learn when the NLRB considers a non-compete provision unlawful and what Texas employers should do in response to this increased NLRB scrutiny.

Big news on Non-compete agreements! If enforceable should be probably game-changing for many: April 23, 2024 The FTC said employers could no longer, in most cases, stop their employees from going to work for rival companies. The sweeping action could help create jobs, raise wages and increase competition among businesses. The move bars contracts known as non-competes, which prevent workers from leaving for a competitor for a certain amount of time, in most circumstances. Non-competes cover about 30 million U.S. workers.

Seeking Advice: How to Address Unpaid Salaries? Hello everyone, We need your guidance on a challenging situation. Our employer has not paid our salaries for the past 4.5 months. Despite continuous promises of payment, starting from January this year, we received late salaries for January and February, one partial payment in June, and then no further payments. On July 15th, they stopped tracking employee attendance and issued settlement cheques for the outstanding amounts, but these cheques bounced. When questioned, the employer gave excuses and assured us that our payments were their responsibility, asking us to continue coming to the office despite the non-payment. The situation worsened now as they stopped all communication with us, removed biometric access, and left us with no means to resolve the issue. We've tried reasoning with them multiple times, but it hasn’t led to any resolution. Unfortunately, government assistance doesn’t seem to be an option. We’re reaching out to our network to ask: *What can we do to recover our unpaid salaries?* Any advice, suggestions, or support would be greatly appreciated. Thank you in advance! #UnpaidSalaries #EmployeeRights #WorkplaceChallenges #TeamSupport #SeekingHelp #ProfessionalAdvice

It's no secret that non-compete agreements have become a hot topic in the hiring landscape. The recent ban on such agreements has sparked a conversation about the impact it will have on the workforce. Some believe that this will create a more competitive hiring landscape and raise wages by allowing workers to leverage their expertise within their current field. What do you think? Check out this article to learn more: https://lnkd.in/gG3vNeHy

Here we go again, nonfarm payroll employment increased by 206,000 in June, similar to the average monthly gain of 220,000 over the prior 12 months. In June, job gains occurred in government, health care, social assistance, and construction. Government employment rose by 70,000 in June, higher than the average monthly gain of 49,000 over the prior 12 months. Over the month, employment increased in local government, excluding education (+34,000) and in state government (+26,000)