Continuous dialogue improves interaction
Continuous dialogue refers to regular discussions between employer and employees for the development of the employer’s activities and of the work community.
The dialogue promotes sufficient and timely flow of information between employer and employees, as well as the ability of employees to influence matters concerning their work, working conditions or position.
Dialogue on many topics
Examples of issues addressed in the dialogue include
- the development prospects of the employer’s activities and financial situation,
- rules to be observed in the workplace,
- manpower utilisation patterns and the staff structure,
- competence needs and competence development of personnel,
- maintaining and promoting wellbeing at work.
Drawing up a work community development plan is also an important part of the dialogue.
As a rule, the dialogue should take place at least quarterly. However, if the company has fewer than 30 employees, twice a year is sufficient. If the employees have not elected representatives, the obligation of dialogue can be fulfilled by the company organising a joint event for all employees once a year.
The organisation of the dialogue and the way in which it is carried out can be adapted to the circumstances of each company. However, it cannot be agreed to not have any dialogue at all.
Request of the Cooperation Ombudsman
If an employer fails to comply with its obligation to hold a dialogue, the Cooperation Ombudsman may issue a written request to fulfil the obligation. Failure to comply with such a request may result in criminal sanctions for the employer or the employee representative.