All private and public employers employing at least 30 employees are obliged to have a non-discrimination plan in place by 31 December 2016.

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The Non-Discrimination Act was amended as of 1 January 2015. As part of the reform, provisions regarding non-discrimination at work were concentrated in the Non-Discrimination Act save for gender equality which is still governed by the Act on Equality between Women and Men. According to the new regulations, all private and public employers employing at least 30 employees are obliged to have a non-discrimination plan in place by 31 December 2016.

The content of the plan is determined by the employer’s review of the state of the equality in the workplace. The plan must, however, include concrete measures needed to promote equality in the workplace and the plan must cover all relevant discrimination grounds stipulated in the Non-Discrimination Act. The employer may choose the appropriate manner to promote equality and the non-discrimination plan may be included in another plan required by the law, such as the equality plan or the personnel plan, but the employer must be able to identify the measures it has taken to promote equality.

The Non-discrimination Ombudsman and the Occupational Health and Safety Authority supervise the compliance with the terms of the Non-Discrimination Act. If an employer fails to comply with the Act, the Occupational Health and Safety Authority may order the employer to redress the failure eventually with a threat of a fine.