31.5.2022

Finnish P&C Insurance – Design of Insurance Terms

Related services

We carried out a legal design project in which we designed insurance terms for Finnish P&C Insurance Ltd according to the client’s wishes.

Legal design is all about multi-professional dialogue and cooperation. In this project, our team included experts in legal technology, the Finnish language, graphic design and the law.

In line with the principles of legal design, the process was agile and iterative. In the first phase of the project, we delivered a prototype for commentary. The comments we received from the client enabled us to better address the client’s goals. The visual appearance of the final product was based on the client’s wishes and graphical guidelines. We kept the end-user in mind when designing the insurance terms – after all, user-centricity, or taking the target group’s needs into account, is one of the main principles of legal design.

In addition to a legal review of the insurance terms, the goals for this design project included clarifying the terms and cutting down on legalese. During the project, the client’s initial draft was completely transformed. The end result was insurance terms in a compact, practical and clear format.

Finnish P&C Insurance Ltd is a modern Finnish non-life insurance company that provides customised insurance services for the brands POP Insurance and Savings Bank Insurance. The digital aspect of the company was key from its foundation in 2012. The company currently has over 170,000 customers and more than 100 employees. Finnish P&C Insurance Ltd is owned by the financially sound POP Bank Group.

Our team

Latest references

SATO – Legal design of Code of Ethics

We drafted new Codes of Ethics for SATO to use internally and with business partners. The client wanted to get concise and legally up-to-date Codes that are easy to understand and look fresh. We drafted completely new Codes, designed a clear structure for them and designed and implemented their layout. We made separate Codes of Ethics for internal use and for business partners in order to meet the exact tone and style suitable for both end user groups. We also made English translations of the Codes of Ethics. The end product was practical and interactive PDF instructions that are consistent with the client’s visual style. Client insight and taking the target group’s needs into account are some of the main principles of legal design. The client’s wishes also focused on the end users of the Code of Ethics, i.e. the company’s employees and business partners. In this project, efficient project management and an open line of communication helped us understand the wishes of the client company and deliver an end product with which the client was very happy. Active dialogue with the client was an important quality factor in this agile and iterative project. In the first phase we provided the client with a prototype and then continued the design work based on the comments we received. The appearance of the final product was designed in accordance with the client’s graphical guidelines. SATO Corporation is an expert in sustainable rental housing and one of Finland’s largest rental housing providers. SATO owns around 25,000 rental homes in the Helsinki Metropolitan Area, Tampere and Turku. Approximately 45,000 residents live in SATOhomes. The project involved experts in legal design, linguistics and graphic design, and members of our Legal Tech team.

Fraktal – Legal design of terms of service

We drafted and designed new terms of service for Fraktal Oy’s DevSecLab learning platform. In this legal design project, we created a new, clearer structure for the terms of service, rewrote the terms from scratch and presented them with a fresh visual look. The final result was a completely new product, not just a redesign of the earlier terms. Fraktal’s goal was to have terms of service that are easy to understand and simple to accept. The project was carried out in our multi-professional legal design team consisting of experts in legal technology, linguistics, graphic design and the law. The new terms, which are both clear and in line with Fraktal’s visual brand, were presented as an interactive prototype in Figma. The key to successful legal design projects is understanding the client’s needs and wishes. In this project, efficient project management and an open line of communication increased our team’s understanding of the client, resulting in a product that fits the purpose perfectly. Active dialogue with the client was an important quality factor in this agile and iterative project. “Our previous terms of service were difficult to understand, which usually led to lengthy negotiations. This created an obstacle for increasing sales. We believe that the new, designed terms of service will increase sales, make the agreement process faster and reduce the need for administration and constant negotiations,” says Iiro Uusitalo, product owner of DevSecLab. “Implementing the new terms is currently Fraktal’s top priority.” Founded in 2019, Fraktal Oy is a young and agile cyber security company. Fraktal has served organisations with hundreds of assignments across the continents. In 2021 the company had a turnover of EUR 2 million and employed 25 people.

Fortum – AI workshop

We delivered two AI workshops for Fortum Corporation’s Mergers and Acquisitions team, with both legal and business professionals participating. The sessions combined fundamental AI principles with custom use cases for commercially available AI tools tailored to Fortum’s needs. We also presented a bespoke solution merging AI with a script-based tool developed by our Legal Tech team, enabling a more automated way of working. Our experts conducted the training drawing on their legal background and leading experience in this emerging field of legal technology. Participants particularly appreciated the clarity and relevance of the implementations demonstrated. ‘C&S delivered an excellent, well-structured series of workshops, with directly applicable takeaways,’ says Sabina Hautaviita, Legal Counsel for M&A at Fortum.

VR – Supreme Court decision clarifies working time practices

We successfully represented VR Group before the Supreme Court in a case concerning the meal break practice of commuter train drivers. On 6 February 2026, the Supreme Court ruled in VR’s favour (decision KKO:2026:12), confirming that VR had the right to amend the commuter train drivers’ meal break practice in 2021 by rendering the break unpaid in accordance with the applicable collective agreement. This decision clarifies the interpretation of collective agreements and employment legislation as well as the limits of the employer’s right to direct work. Over 250 commuter train drivers challenged the unpaid meal break practice which VR introduced in April 2021. Before the change, meal breaks had a long history of being paid. The change was based on the train drivers’ collective agreement, which allows for meal breaks to be organised either as paid or unpaid time. The Supreme Court ruled that the scheduling and managing of breaks falls within the core area of the employer’s right to direct work. This increases the threshold for an established practice becoming a binding condition for the parties. Merely following a practice consistently and over a long period of time does not make the practice binding; instead, the employer’s intent to commit to the practice must be clearly evident from the employer’s conduct or other circumstances. As both alternatives – paid and unpaid – for organising meal breaks had been retained in the collective agreement despite other amendments over the years, it could not be considered that VR had intended to commit to the paid break practice and waive its right to direct work as regards break scheduling. It was also significant that the employment contracts explicitly referred only to the collective agreement as regards working time. The Supreme Court deemed that the employees’ paid meal break was not an established term of employment and that VR was entitled to change the practice based on the collective agreement. The employer had the right, by virtue of its right to direct work, to unilaterally change the meal break practice by choosing to apply the other arrangement permitted by the collective agreement.

Search from the site.