Change negotiations are rarely just a process. They shape your organisation's future, culture, and the people who make it possible.
Successful change requires both business focus and genuine care for people. From change negotiations and workforce adjustments to career transition, the right support helps you navigate change responsibly while laying the foundation for what comes next.
For organisations
For individuals
Handling change well is not just a legal matter. How your organisation treats people at their most challenging moment is remembered: shaping your employer brand, the engagement of those who stay, and your ability to attract talent in the future.
Our guide for leadership and HR helps you prepare for change negotiations in a way that is both thoughtful and responsible.
Read the customer storyHanken & SSE added real value through hands-on implementation support. The collaboration was open and easy: "everything could be discussed with a low threshold, almost as if we were one big team."
I would hope at least that I’d be more insightful and embracing the change as a leader after I have completed my studies with EMBA.
The employees felt that their skills and themselves were taken into account, they were supported in their job search and they were able to participate in coaching that promoted their skills and job search. The coaches also received excellent feedback on their professionalism.
The purpose of change security is to support employees whose employment ends due to production-related or financial reasons, and to help them move smoothly towards the next step in their careers.
Legislation requires employers with at least 30 employees to provide employment-promoting coaching or training for those whose employment has continued uninterrupted for at least five years. The value of this support must be at least equivalent to the employee’s monthly salary.
Since the beginning of 2023, employees aged 55 and above are also entitled to extended transition security. Depending on the situation, this may include a change security payment, targeted training, and extended paid time off for job search.
The law defines the minimum level of support. Many responsible employers choose to do more. That is why organisations often offer career transition support to all employees affected, regardless of how long they have been with the company. This helps ensure that everyone has the support they need to move forward with confidence.
ollowing the reform of the Finnish Co-operation Act that came into force at the beginning of 2022, the term “co-operation negotiations” (YT negotiations) was replaced by “change negotiations.” In practice, the core of the process remains the same. These are negotiations initiated when changes affecting employees are being considered, such as redundancies or temporary layoffs due to production or financial reasons.
A further reform of the Co-operation Act came into effect in July 2025, introducing significant changes that directly impact how organisations prepare for and carry out workforce-related changes. The aim of the reform has been to reduce administrative burden, particularly for small and medium-sized enterprises.
At the same time, it places even greater emphasis on careful planning, responsible leadership, and the meaningful involvement of employees throughout the process. With the right support, change negotiations can become more than a requirement. At their best, they help organisations build a shared and sustainable direction, and also beyond the change itself.
Effective individual transition security combines personal support with practical tools. It typically includes one-to-one career coaching, support with job search skills (CVs, applications, interviews and networking), as well as space to reflect on one’s skills and redefine direction.
From an organisational perspective, it is essential that the service starts quickly, scales to the needs of the situation, and supports each individual based on their own starting point. The goal is not only to secure the next role, but to enable a sustainable and meaningful next step, while also strengthening a responsible and positive employer brand.
Yes. We are part of Arbora Global Career Partners, an international network of over 30 leading outplacement and career coaching firms worldwide.
If your organisation’s change spans multiple countries or teams across locations, we are able to support you seamlessly. You can expect the same quality, consistency, and human approach, locally delivered, wherever your people are.
We are used to moving quickly, even in sensitive situations. Get in touch, and we will take a close look at your situation together and tailor the support to your specific needs.
For many, a moment of change is also a moment to pause and look ahead. Our certified coaches support each individual in recognising their strengths, clarifying their direction, and moving forward with confidence into the next phase of their career.
For some, change opens the door to something entirely new. Coaching can spark a journey that leads from an EMBA Highlights programme to a full Executive MBA, and to the start of a new chapter, like in this customer story.
Explore our career coaching or watch a short video to learn more.
When organisational change affects people across countries, you need a partner who understands how to deliver support locally, wherever it is needed.
As part of Arbora Global Career Partners, we are connected to a network of over 30 leading career services firms, across more than 50 locations and five continents. One partner, global reach, local expertise. You gain a single partner who keeps everything aligned, no matter where in the world your people are.
Arbora results
Our customers
When organisations adjust, people are not on the sidelines – they are at the heart of the change
How adjustment is led also determines future competitiveness
When the title disappears – three stories about career turning points