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The employer must submit a notice of lay-off to the employee in person no later than seven days before the start of the lay-off. The lay-off notice shall state the reason for the lay-off, the start date and duration or the estimated duration.
The applicable collective agreement may contain different provisions on the notice period for lay-offs. By agreement between the employer and the employee representative, it can be agreed that the seven-day lay-off notice period will be observed regardless of the notice period under the collective agreement.
The duration of the temporary lay-off must be stated precisely in the lay-off notice. The employer is not bound by the estimated duration of the temporary lay-off in force for the time being, and a new notice of temporary lay-off is not required to prove that the estimate is incorrect. If a notice of lay-off cannot be submitted in person, it may be submitted by letter or electronically within the same notice period.
There is no obligation to report if the employer does not have an obligation to pay wages to the employee during the whole lay-off period due to absence from work.
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