Hire in Finland

Finland

PEO &

Employer of Record

Hire employees remotely in Finland without a local entity. We handle HR compliance, payroll & taxes so you can focus on your business.

Business Language

Finnish, Swedish

Salary Currency

Euro (EUR)

Capital city

Helsinki

Time zone

UTC +2

EOR in Finland

from $700/ month

Hire Employees in Finland

NNRoad provides payroll & employer of record (EOR) services in Finland to ensure that your business complies with local labor laws and regulations. We process monthly payroll and act as the Employer of Record, taking on all local employer liabilities.

Fast Hiring

Start working with your remote employees in a week.

Foreigner Visas

NNRoad assists with overseas foreign hires visa needs.

Platform

Access your payroll reports on our portal.

Employer of Record (EOR) in Finland

Employer of Record (EOR) services are for companies who do not have a legal entity in Finland, but who want to hire localy. Employment and full liability are outsourced to NNRoad.

1. Candidate Selection

Select the candidates you want to hire in Finland.

2. Employee Onboarding

We sign a local labor contract with your employees based in Finland.

3. Compliance & Payroll

We manage monthly payroll, mandatory benefits & all HR compliance in Finland.

EOR service includes:

Hiring and termination of employees/local labor contracts (contract administration – engagement, extension termination and conversion to permanent hire).

All mandatory employer (and employee) contributions filed and paid for your EOR employees.

Payroll recording, reporting and administration.

Distribution of salaries to employees through direct deposit into their bank accounts.

Calculation, reporting, filing and processing of EOR employee’s individual income tax due.

Collecting and processing your employee’s invoices for business related expenses.

Guiding and organizing your expat employee’s work visa application too guarantee their successful onboarding.

Standalone Payroll in Finland

Payroll services are for companies who have a legal entity in Finland, and want to outsource their salary disbursement, mandatory benefits, income tax filing and mandatory reports.
Hire employees in Finland

Employer of Record Status in Finland

Using an Employer of Record (EOR) to hire employees in Finland is a legally accepted and efficient way to ensure compliance with local employment laws without establishing a local entity. An EOR acts as the legal employer, handling all aspects of payroll, taxes, benefits, and ensuring adherence to Finnish labor regulations, such as those outlined in the Employment Contracts Act, Working Time Act, and Annual Holidays Act.

Hiring an Expat with an EOR in Finland

For hiring foreign expats, an EOR also manages the necessary work visas and permits, ensuring compliance with Finnish immigration laws. This includes handling applications for residence permits and work visas, allowing companies to legally and efficiently onboard international talent. By managing these administrative tasks, an EOR mitigates the complexities and legal risks associated with direct hiring in Finland, ensuring a smooth and compliant integration of foreign employees into the workforce.

Employee Income Taxes:

Individual income tax rates in Finland are based on progressive tax brackets.

Finland taxes residents on their worldwide income. Earned income received by residents is taxed at progressive tax rates for national tax purposes and at a flat tax rate for municipal (and church and social security) tax purposes.

Tax Brackets:

Sample Calculation

0%: Up to 19,200 EUR
6%: 19,200 to 28,700 EUR
17.25%: 28,700 to 47,300 EUR
21.25%: 47,300 to 82,900 EUR
31.25%: Over 82,900 EUR
Yearly income = 50,000 EUR
0% * 19,200 = 0
6% * 9,500 = 570
17.25% * 18,600 = 3,208.50
21.25% * 2,700 = 573.75
0+570+3208.50+573.75 = 4352.25

Yearly income tax = 4,352.25 EUR

Employer Contribution

Pension insurance (TyEL) 17.40% (average rate) 
Health insurance 1.34% 
Unemployment insurance 0.50% if paid wages no more than €2,197,500 a year 

2.05% if paid wages go over €2,197,500 a year 

Occupational accident and disease insurance This varies by company and line of business 
Group life insurance This varies by company and line of business 

Employee Contribution

Pension insurance (TyEL) 7.15% (worker’s ages 17 to 52) 

8.65% (worker’s ages 17 to 52) 

7.15% (worker’s ages 63 to 67) 

Health insurance:  
Medical care coverage 0.53% (for employees and self-employed persons) 

1.50% (for beneficiaries – pension and benefit income) 

Daily allowance 1.18% (employees and self-employed persons insured under MYEL Act) 

1.32% (elf-employed persons insured under YEL Act. other self-employed persons) 

Unemployment insurance 1.50% 

Pension Fund

Pension insurance provides a secure income against various long-term risks. The national pension covers all people residing in Finland if they meet the minimum requirements relating to time of residence. Earnings-related pensions cover people with earned income.

Pension accrues for work carried out between the ages of 17 and 67. For the self-employed, pension benefits accrue as of age 18. The pension is calculated based on the person’s earnings for each year and an age-specific accrual rate. Pension also accrues based on certain unsalaried periods, such as periods of unemployment or study.

Healthcare Insurance

Employers must pay health insurance contributions for 16 to 67 year old employees who are covered by the Finnish social insurance system in accordance with the Health Insurance Act. Even if no tax can be withheld, the employer’s health insurance payment must be paid. This could be the case if wages are paid in the form of fringe benefits rather than cash, or if the employee’s tax card indicates that no tax should be withheld.

Unemployment Insurance

If the total amount of salaries paid to employees throughout the calendar year exceeds €1,300, the employer must pay an unemployment insurance contribution. Employees aged 17 to 64 pay an unemployment insurance contribution. Unemployment insurance contributions must also be paid by employees.

Occupational Accident And Disease Insurance

If the entire amount of salaries paid in a calendar year exceeds €1,300, employers must provide insurance coverage against occupational accidents and diseases to their employees. As soon as the job starts, the insurance must be in place. The contribution to accident insurance varies by line of business and corporation.

Group Life Insurance

If your collective labor agreement requires it, you may also be required to purchase group insurance coverage for your employees.

employee benefits in Finland

Working Hours Per Week

Regular working hours for employees covered under a general working time arrangement cannot exceed eight hours per day or 40 hours per week. Regular working hours for employees might also be adjusted and have more flexible hours. Flexible working hours allow employees to set their own start and end times for their workdays, within specific parameters. Flexible working hours must always be agreed upon in writing between the employer and the employee.

Overtime

In general, maximum overtime limitations are 138 hours in four months and 250 hours in a year. Overtime hours are paid at 150.00% of regular salary for the first two hours and 200.00% for each additional hour. On a weekend/rest day/Sunday, any overtime work is compensated at 200% of the regular wage rate of pay.

Severance

An employment relationship may end due to the expiration of its defined term, dismissal, cancellation, or being declared canceled under certain circumstances. When legal grounds for termination exist, both the employer and the employee may terminate the employment relationship.

An employment contract that is indefinitely valid can be ended by giving notice to terminate. The employee is not needed to provide any specific reasons for termination, but the notice period must be followed. The employer, on the other hand, is prohibited from terminating an employment relationship without good reason.

The following are acceptable as such a reason:

  • A serious breach or neglect of obligations having essential impact on the employment relationship;
  • Essential changes in the conditions necessary for working related to the employee’s person as render the employee no longer able to cope with his/her work duties;
  • A significant and permanent reduction in the work that the employer may offer, unless the employee can be assigned to or retrained for other duties.

    Notice Period

    The period of notice depends on the length of the employment and it is different for employer and employee.

    Length of employment Period of notice 
    Up to 1 year 14 days 
    1 to 4 years 1 month 
    4 to 8 years 2 months 
    8 to 12 years 4 months 
    12+ years 6 months 

    When the contract is terminated by the employee: 

    Length of employment Period of notice 
    Up to 5 years 14 days 
    5+ years 1 month 
  • Employment Contract

    A contract for work might be oral, written, or electronic.

    Unless it was formed for a specific fixed duration for a good cause, an employment contract is valid indefinitely. Contracts created on the employer’s initiative for a defined term with no justification shall be considered valid indefinitely.

    When the volume or total duration of fixed-term contracts, or the totality of such contracts, suggests a permanent need for labor, it is unlawful to utilize consecutive fixed-term contracts.

    The minimum information that an employment contract should have is:

    The domicile or business location of the employer and the employee
    The date of commencement of the work
    The date or estimated date of termination of a fixed-term contract and the justification for specifying a fixed term, or notification that the contract is a fixed-term employment contract with a long-term unemployed person
    The trial period
    The place where the work is to be performed or, if the employee has no primary fixed workplace, an explanation of the principles according to which the employee will work in various work locations
    The employee’s principal duties
    The collective agreement applicable to the work
    The grounds for the determination of pay and other remuneration, and the pay period
    The working hours to be observed; for variable working hours agreed at the employer’s initiative, documentation must also be submitted indicating the circumstances in which and the extent to which the employer will have a need for labour

    Probation Period

    Starting from the beginning of work, the employer and the employee may agree on a probation period of up to six months. In a fixed-term work relationship, the trial period, including any extensions, may not exceed half of the employment contract’s duration, and in any case, may not exceed six months.

    Annual Leave

    Vacation is normally taken between May 2 and September 30. Annual leave is calculated from April 1 to March 31. Employees are entitled to two vacation days per month (or 2.5 days per month) for up to one year of continuous employment; beyond that, they are entitled to four weeks’ leave per year. The yearly leave entitlement increases to three days per month after 15 years of employment. Holiday pay is usually equal to the regular wage rate of pay, calculated using the 14-day or 35-hour rule.

    Sick Leave

    If the employment relationship has continued for more than one month, the employee will receive a full salary for ten days. If the employee is still sick after ten days, he/she can apply for sick allowance (sairauspäiväraha) from Kela, if the employee is covered by social security. If the employment relationship has lasted for a period shorter than one month, half of the wages will be paid for the same period.

    Maternity Leave

    Female employees who are expecting a child are entitled to 105 days of maternity leave (Saturday counts as a workday), which can begin 30 to 50 days before the due date. Maternity leave in Finland is referred to as family leave and incorporates maternity leave, paternity leave, parental leave, and childcare leave. Generally, Family leave is unpaid, but this is stipulated within the employment contract/collective agreement.

    Paternity Leave

    Paternity leave in Finland can last up to 54 days. Fathers can choose to stay at home with their children for up to 18 days at a time, then select when to take the remaining 36 days. After maternity and parental leave, fathers can use their paternity leave. Parental leave is 158 days.

    Public Holidays

  • New Year’s Day – January 1
  • Epiphany – January 6
  • Good Friday – April 15
  • Second Easter Day – April 18
  • Vappu – May 1
  • Ascension Day – May 26
  • Midsummer – June 24-25
  • All Saint’s Day – November 5
  • Independence Day – December 6
  • Christmas – December 24-25-26
  • Resources

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