The Labour Law online course provides the knowledge needed to understand the labour law regulations and their application in practice through independent work. At the end of the online course, after having acquired new knowledge, a participant will be able to independently draft an employment contract in a field of their own choice (e.g., an employment contract for a driver, a shop assistant, an accountant, etc.). An independently drafted employment contract will be given oral or written feedback by the course supervisor.
The Labour Law online course is enriched with numerous video lectures that offer a comprehensive and in-depth exploration of various legal issues. The course thoroughly analyzes the practices of the Supreme Court and the Tartu and Tallinn Circuit Court of Appeal, District Courts, and Labor Dispute Committees, highlighting different perspectives and approaches. Through practical examples, participants gain a deeper understanding of the nuances of labour law, enabling them to apply this knowledge more effectively in real-life situations. For instance, how to ensure that overtime work is recorded correctly and compensated to avoid situations where the performance of overtime work cannot be proven.
Volume, duration, and structure of the online course
The Labour Law online course has 100 academic hours, 100 of which are for independent learning. One academic hour is equal to 45 minutes.
The Labour Law online course can be completed within 1 year after enrolment.
The Labour Law online course includes 13 main modules:
I. Introduction
The first module of the Labour Law online course introduces the fundamental principles of labour law and the main laws and regulations affecting employment relationships. Additionally, it explains how to find relevant legislation and case law to navigate legal issues related to labour law better. This module prepares participants for subsequent topics, enabling them to better understand the details and gain a more comprehensive understanding of labour law.
II. Distinguishing an employment contract from other contracts
The second module explains how to distinguish an employment contract from other contracts, such as authorisation agreements or contracts for services. It discusses the characteristics of an employment contract that help differentiate it from different types of contracts and provides an overview of the various legal effects arising from the conclusion of employment contracts and contracts for the provision of services. This module offers essential knowledge to avoid mistakes in drafting contract titles.
III. Protection of the employee
In the third module, legal mechanisms designed to protect employees are analyzed. These mechanisms state that it is not permissible in an employment relationship to agree on terms that worsen the employee's rights or increase their obligations compared to those provided in legislation. Such agreements, made to the employee's detriment, are generally void, except in cases where the Employment Contracts Act specifically allows them. This legal framework ensures that employees' rights are protected in employment relationships, preventing employers from restricting these rights through specific agreements.
IV. Entering into, form and content of the employment contract
The fourth module of the Labour Law online course provides an in-depth review of the process of concluding an employment contract, its formal requirements, and the essential elements that must be included in the employment contract. The course emphasizes the importance and mandatory nature of a written employment contract while also explaining that a contract is considered valid even if the employee begins performing duties typically carried out for remuneration. Additionally, the course analyzes situations where working under an oral employment contract is possible. A written employment contract must include essential information such as the employer’s and employee’s data, job description, remuneration and payment terms, working hours, and holiday duration. All required elements provided in § 5 of the Employment Contracts Act are thoroughly analyzed. Specific provisions regarding employment contracts with minors, as well as the rules for concluding fixed-term contracts and probationary periods, are also comprehensively addressed in this module.
V. Notification of employee of working conditions in special cases
The fifth module thoroughly examines the requirements for notifying employees about working conditions in specific cases. If the employment contract is for a fixed term, the employer must notify the employee of the duration and the reason for entering into a fixed-term employment contract. The employer must also notify the employee of any non-competition clause or confidential information agreement if such agreements have been concluded. If the employer and employee agree that the employer will compensate the employee for expenses incurred in the performance of work or due to the employer’s instructions or orders, the employer must notify the employee of the content of this agreement. The employee must be informed of the respective conditions if work is performed as remote (teleworking) or temporary agency work. When working time is calculated over a reference period, the employer must clarify the conditions for notifying and modifying the work schedule. If the employee works in another country, the employer must notify the employee of the necessary information before departure, including the currency in which remuneration will be paid, the conditions for returning to the country of origin, etc. All these agreements are analyzed in detail in the fifth module of the Labour Law online course.
VI. Obligations of the employee
The sixth module focuses on the obligations and rights of the employee in an employment relationship. The module covers the employee's duty of loyalty, including the obligation to comply with the employer's lawful orders and to perform work duties as agreed in terms of manner, scope, time, and place. Additionally, it introduces the employee's rights and obligations concerning the request for suitable working conditions, including the possibility of amending the employment contract terms and the right to refuse work under certain circumstances provided by law. The module also addresses the employee's duty of confidentiality, the protection of trade and business secrets, and the non-compete agreement, which may remain in effect even after the termination of the employment contract. Furthermore, it explains the concept of a contractual penalty, emphasizing that the employee and employer can agree on a penalty for breaching the non-compete or confidentiality obligations. Finally, the module explores the employee's obligation to provide relevant information to the employer during and after the employment relationship to protect the employer's interests and fulfill the employment contract.
VII. Obligations of the employer
The seventh module provides an overview of the employer's obligations, including providing the employee with the agreed work and paying the agreed remuneration. The module also addresses remuneration based on economic performance and transactions, the timing, place, and method of payment of remuneration, as well as payment in cases of failure to provide work or in situations of impediments to work. Additionally, it explains agreements on the compensation of training expenses, the liability of the person who commissioned subcontracted work from the employee's employer, and the specific rules for reimbursement of employee expenses and compensation for damages. The module also covers the employee's right to access the data collected about them.
VIII. Working and rest time
The eighth module focuses on the rules regarding working and rest periods, providing an overview of the principles related to employees' time off and work time organization. The module covers employees' right to rest and the importance of balancing work and rest periods. It also addresses special regulations concerning the working hours of minor employees, as well as overtime, night work, work on public holidays compensation, and work time limitations. Additionally, it provides an overview of the legal provision that allows employees and employers to agree in writing that specific working time regulations do not apply if the employee has independent decision-making authority.
IX. Holiday
In the ninth module, an overview is provided of the various types of holidays to which employees are entitled. The annual holiday is a right for every employee, but in addition to this, there are longer holidays available for minors and employees with partial or no capacity for work. Special rules apply to educational staff, granting them extended holidays. Maternity and paternity leave support parents during the birth of a child and the early months afterward. Adoption leave allows adoptive parents to focus on integrating the child into the family. Parental leave is intended for raising a child, while child leave offers short-term support for parents. Additional child leave is available for parents of children with disabilities, and unpaid child leave provides flexibility for those who wish to spend more time with their children. Carer leave is provided for employees caring for an adult with a profound disability. Study leave is also covered to support adult education. All these types of holidays and leaves are governed by conditions set out in the law, ensuring the protection of employees' rights and flexibility in working life. The Labour Law online course examines these holidays and leaves individually, offering a thorough overview of employees' rights and opportunities.
X. Limitations of liability of the employee
The tenth module examines the limitations of employee liability and its essential aspects. It explores the circumstances under which an employer can seek legal remedies for an employee's breach of the employment contract, with the prerequisite that the violation occurred due to the employee's fault. The module explains when an employer is justified in reducing wages if an employee fails to comply with given instructions. It also details the employee's liability for damages caused to the employer, outlining the extent of responsibility depending on whether the damage resulted from negligence or intentional misconduct. Additionally, the module discusses proprietary liability agreements, where the employee is accountable for safeguarding the property entrusted to them. The module further addresses the employee's liability for damages caused to third parties, the conditions under which contractual penalties can be applied in cases of refusal to commence work or unauthorized departure, and the specific provisions related to the set-off of claims against wages.
XI. Expiry of employment contract
The eleventh module examines the bases and consequences of terminating an employment contract. It analyzes the various grounds on which an employment contract may be terminated: by mutual agreement, upon expiry of the term, through cancellation, and more. Additionally, the module covers statutory notice periods, restrictions, and the possibilities for contesting a termination. This is one of the most comprehensive modules, addressing key aspects of employment contract termination.
XII. Liability
The twelfth module addresses the employer's liability in various cases of violations. The focus is on infringements such as failure to provide the data of an employment contract, entering into an employment contract with a minor for prohibited work or without the consent of the legal representative, and violations of working and rest time requirements; it also emphasizes the importance of fulfilling the obligation to inform and consult upon collective cancellation of employment contracts and transfer of enterprise, etc. The Labour Inspectorate adjudicates all these misdemeanors as the extra-judicial body. The twelfth module provides an overview of the consequences that may follow if the employer fails to comply with legal obligations.
XIII. Labour disputes
In the thirteenth module, the possibilities for resolving employment disputes in Estonia are examined, focusing on the roles of the Labour Dispute Committee and the court. The Labour Dispute Committee offers a quick and cost-effective solution, while court proceedings can be time-consuming and expensive due to their complexity. The module also analyzes various claims to assess their appropriateness and potential outcomes, helping to determine whether it is advisable to solve the legal problem to the Labour Dispute Committee or the court. This assists in making informed choices when dealing with employment disputes.
You can find the detailed structure of the Labour Law online course here.
Requirements for starting an online course
There are no preconditions for participating in the Labour Law online course. All those who wish to acquire new knowledge or improve their existing knowledge of labour law are very welcome.
Learning outcomes and documents to be issued after the online course
The Labour Law online course assesses the achievement of learning outcomes. If the learning objectives are achieved, the participant will receive a certificate; if not, a notice will be issued. A notice will be awarded upon completing at least 70% of the online course.
To successfully complete the online course, the participant will be required to achieve the following learning outcomes:
- is familiar with relevant legislation on employment relationships;
- can distinguish between an employment contract and a concession contract;
- is familiar with key principles of employee protection, especially in the context of § 2 of the Employment Contracts Act (ECA);
- understands the process of concluding an employment contract, and its form and content;
- is familiar with the rules on changes to employment contracts;
- knows the fundamental rights and obligations of both the employee and the employer;
- is familiar with working time and rest time regulations;
- understands regulations on rest and their importance in employment relationships;
- knows the key principles upon termination of an employment contract or in the event of a transfer;
- is familiar with liability cases and its limitations;
- can distinguish between regulations relating to minor workers and adult workers;
- is able to independently draw up an employment contract in a freely chosen field.
Where can I enrol for a Labour Law online course?
You can find the Labour Law online course here.
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