Ein täglicher Briefing über Entwicklungen in den Bereichen Personalwesen, Arbeitsrecht und Compliance in Europa für KMU-HR-Teams in der gesamten EU, im Vereinigten Königreich, in der Schweiz und in den nordischen Ländern.

Top story: Finland completes triple employment reform wave

Finland has rolled out three waves of employment legislation since the start of 2026, completing the most significant overhaul of its labour market rules in over a decade. On 1 January, the dismissal threshold was lowered: the former “proper and weighty reason” standard for termination on personal grounds became simply a “proper reason,” meaning conduct or capability issues that previously fell below the bar may now justify dismissal. On 1 March, amendments to the Co-operation Act took effect, requiring employers to update consultation processes, reporting timelines and notification procedures. The final piece landed on 1 June, when new rules on fixed-term contracts entered into force: employers may now conclude a fixed-term contract of up to one year without a justified reason, provided it is the first employment relationship with that employee (or at least five years have passed since the last one). Both parties may terminate such a contract after six months. The re-employment obligation now applies only to employers with 50 or more employees. Parliament approved the fixed-term reform with 93 votes in favour and 78 against.

Was zu tun ist: If you employ staff in Finland, review your dismissal procedures against the lower threshold and update fixed-term contract templates. SMEs with fewer than 50 employees should note the re-employment obligation no longer applies to them, reducing administrative burden when a fixed-term role ends.

Auch die Entwicklung

Irland: The Workplace Relations Commission has issued a decision “piercing the corporate veil” to determine a worker’s true employment status. In Lingard v Randridge International Ltd, the WRC looked behind the company structure and held the relationship to be one of employment, not independent contracting. The decision applies the five-step test from the Supreme Court’s Karshan judgment (2023) and signals that operating through a personal service company will not, on its own, prevent a finding of employee status. The WRC has been increasingly willing to look through corporate structures since Karshan, and a related Code of Practice on employment status has been in effect since October 2024. Was zu tun ist: Irish employers engaging workers through personal service or managed service companies should assess whether the day-to-day relationship would meet the Karshan test for employment and document the genuine independence of the arrangement.

Niederlande: The Dutch government’s approach to self-employment classification has shifted materially since this topic was last covered. On 6 March, Minister Aartsen announced that the VBAR bill’s “clarification” provisions on employment status have been scrapped entirely because they caused too much uncertainty among freelancers and clients. In their place, the cabinet is developing a new Zelfstandigenwet (Self-Employment Act), expected in 2027 at the earliest, which will focus on whether a worker genuinely operates as an independent entrepreneur rather than solely looking for indicators of an employment contract. One element has survived: the legal presumption of employee status for workers earning below approximately €38 per hour was separated into standalone legislation, passed the Tweede Kamer on 21 April and is now before the Eerste Kamer. It must be published in the Staatsblad by 31 August 2026. Was zu tun ist: Employers using freelancers in the Netherlands should note that active enforcement under the existing DBA Act continues, regardless of the legislative reset. Audit current engagements and ensure each contractor relationship can withstand scrutiny under existing case law.

Schweiz The Federal Council extended the maximum duration of short-time work compensation (Kurzarbeit) from the original 18 months to 24 months, effective since 1 November 2025. This temporary extension, originally due to expire on 31 July 2026, was further extended on 27 May 2026 and will now remain in effect until 31 January 2027. Short-time work subsidies reimburse 80% of lost wages when employers temporarily reduce working hours. The extension supports export-oriented industries still dealing with weak global demand. Was zu tun ist: Swiss employers currently using or considering short-time work arrangements have until January 2027 to benefit from the extended 24-month maximum. Review whether your situation qualifies before submitting or extending an application.

Deutschland: From 1 July, the Neue Grundsicherung (new basic security allowance) replaced Bürgergeld as Germany’s long-term unemployment benefit. The Bundestag passed the reform on 5 March with 321 votes in favour. While payment amounts remain unchanged at €563 per month for a single adult, the system introduces stricter obligations for recipients: tighter asset limits based on age, mandatory attendance at Jobcentre appointments (missing two triggers a 30% cut), and consequences for rejecting a job offer. Around 5.5 million residents are affected. Although the reform targets benefit recipients, HR teams may notice more candidates entering the labour market as Jobcentre referral activity increases. Was zu tun ist: No direct employer obligations arise from this change, but German HR teams should be aware that recruitment pipelines may see more Jobcentre-referred candidates and should ensure onboarding processes can accommodate them.

Auf dem Radar

Deutschland, arbeitsrechtliches Gesetzespaket (zuvor behandelt): The 34-measure reform package, including day-one sick-note requirements and a new high-earner termination mechanism, still requires Bundestag approval. The vote was expected before the summer recess; monitor parliamentary proceedings for the outcome.

Sweden, Pay Transparency Directive (previously covered): Sweden has formally refused to implement the EU Pay Transparency Directive in its current form. On 26 March, the government announced it would seek to delay the transposition deadline and reopen negotiations at EU level, arguing the directive creates unnecessary administrative burden. The government has, however, tasked the Equality Ombudsman with preparatory measures. No legislation will be submitted to the Riksdag for now.

EU-Plattformarbeiterrichtlinie Member states must transpose by 2 December 2026. Germany has begun its transposition process; several other major economies are expected to follow in the autumn.

Quellen

• Borenius: New changes to Finnish employment legislation entered into force (1 June 2026)
• Finnish Government: Legislative changes to fixed-term employment contracts (1 June 2026)
• Law Society Gazette: WRC pierces corporate veil on worker status (July 2026)
• A&L Goodbody: WRC willing to look behind corporate structure to determine employment status
• Global Workplace Insider: Developments in the assessment of self-employment in the Netherlands
• Smarter Search: Wet DBA 2026 enforcement and VBAR update
• L&E Global: Switzerland temporary increase in short-time work compensation duration
• The Local: No more Bürgergeld, changes to Germany’s unemployment benefits from July
• Ogletree Deakins: Sweden’s plan to integrate EU Pay Transparency Directive faces uncertainty
• DLA Piper: Germany moves forward on transposing the Platform Work Directive

Europe HR Compliance Pulse ist eine Informationszusammenfassung von öffentlich berichteten rechtlichen und regulatorischen Entwicklungen. Dies ist keine Rechtsberatung. Bestätigen Sie die Verpflichtungen für Ihre spezifische Situation und Ihren Markt immer mit einem qualifizierten Berater.