The employer, in cooperation with employee representatives, must draw up a personnel and training plan for a period of one year at the time. The plan must take into account foreseeable changes in the operation of the company that may be relevant to the composition, number or occupational skills of the personnel. The plan is intended to maintain and improve employees' occupational skills.

The personnel and training plan must include:

• personnel structure and numbers, including the number of fixed-term contracts and the estimated development thereof;
• principles regarding the use of different types of employment relationships (required from private companies and local governments, but not the state);
• principles for maintaining the working ability of aged employees and employees at risk of disability, and to strengthen the employability of employees at risk of unemployment;
• an assessment  of  the  employees’  occupational  skills, any  changes  occurring  in  the  skills needs and requirements and reasons thereto, as well as annual training objectives based on this assessment for each personnel group;
• implementation and monitoring procedures; and
• in organisations of 30 employees or more, principles for providing the employees with training that strengthens their employability.

If requested, the employer must clarify how the occupational skills of employees who have not been offered skills development for a longer period of time are to be maintained.

Furthermore, instead of dismissing or temporarily laying off an employee, the employer must, within reasonable limits, seek to arrange relevant training to the employee so as to allow the employee to stay at the company.

If an employer needs more employees for tasks suitable for employees who are already working part-time for the employer, the employer must offer such employment to the part-time employees. If these part-time employees need further training in order to perform new duties, the employer is obliged, within reasonable limits, to provide such training.

An employer who has dismissed an employee on financial or production-related grounds is obliged to offer the employee training to promote employment. This applies to companies employing 30 people or more, and to employees who have been employed by the employer for an uninterrupted period of five years or more.