Book Your Free Consultation
Expand Your Business Compliantly In The UAE, Middle East
Expand Your Employer of Record Services In Finland
We Make Visas Easy For You
Expand Your Employer of Record Services In Finland
We Make Visas Easy For You
Expand Your Employer of Record Services In Finland
We Make Visas Easy For You
UAE Visa Services For Individuals, Families, and Businesses.
We are licensed provider by :
Expand Your Employer of Record Services In Austria
Expand Your Employer of Record Services In Austria
Expand Your Employer of Record Services In Austria
From onboarding, HR management to payroll and compliance, we ensure your hiring and expansion plans in the Middle East meet all local regulations.
We are licensed provider by :
Finland At a Glance
Finland At a Glance
Finland At a Glance
Expand & Grow your business 10x faster with tailored services, designed to meet your specific needs and requirements.
Join Our 1000+ Trusted Partners World Wide
Join Our 1000+ Trusted Partners World Wide
Join Our 1000+ Trusted Partners World Wide
Country Information
Easily navigate Finland Employment Landscape
Easily navigate Finland Employment Landscape
Easily navigate Finland Employment Landscape
Everything you need to know about working in Finland, explained in one place. Our resources simplify Finnish employment rules under the Employment Contracts Act, plus practical guidance on residence permits for work handled by the Finnish Immigration Service (Migri/Enter Finland)—so you understand how to work legally, what employee protections apply, and what employers must provide from day one.
Weekly Working Hours
National Holidays
Leave
Types of Employment
Employment Costs
IC Class Factors
Labor Leasing
Minimum Wage
Medical Benefits
Probationary Periods
Termination Notice
Severance
Understanding Weekly Working Hours in Finland
Explore Work hours Employee rights in Finland
Explore Work hours Employee rights in Finland
Explore Work hours Employee rights in Finland
In Finland, working hours are regulated to protect employee well-being and ensure fair labour standards. The standard working time is up to 8 hours per day and 40 hours per week, typically averaged over a reference period as defined by law or applicable collective agreements.
Any work performed beyond regular working hours is classified as overtime and must be compensated at enhanced rates. Under Finnish law:
Daily overtime is generally paid with a 50% pay increase for the first two overtime hours, and
100% (double pay) for additional daily overtime hours
Weekly overtime is compensated at a 50% premium
Work performed on Sundays or public holidays is typically paid at double pay, regardless of overtime status
Finnish law also sets clear limits on maximum working hours, including overtime, and requires employer consent and proper record-keeping to prevent excessive workloads. In many sectors, collective agreements further refine overtime rules, compensation levels, and working-time flexibility.
Public Holidays and Employee Leave in Finland
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
In Finland, employees are entitled to paid leave on national public holidays, allowing time off to observe cultural and religious events. Finnish labour law also guarantees a broad set of statutory leave rights that support employee health, family life, and work–life balance.
Employees earn paid annual leave under the Annual Holidays Act, with entitlements increasing based on length of service. Finland also provides paid sick leave, maternity leave, paternity leave, and extended parental leave, with income support coordinated between employers and the social insurance system.
Understanding Weekly Working Hours in Finland
Explore Employment Contracts & Costs in Finland
Explore Employment Contracts & Costs in Finland
Explore Employment Contracts & Costs in Finland
In Finland, employment relationships are governed by a robust legal framework that clearly defines employee rights and employer responsibilities. The default arrangement is an open-ended (indefinite) employment contract, and employers must register employees with tax authorities and statutory social insurance systems from the start of employment. Written employment contracts are standard practice and are especially important for fixed-term, part-time, or specialised roles, as they clearly outline duties, pay, working hours, benefits, and applicable workplace rules.
Types Of Employment
Finnish labour law recognises several employment arrangements, including:
Permanent (open-ended) employees
Fixed-term employees, permitted only when legally justified
Temporary or seasonal workers
Agency workers, hired through authorised staffing agencies
Independent contractors, engaged under civil or commercial agreements and not covered by standard employee protections
Correct worker classification is critical, as misclassification can lead to penalties, back payments, and compliance risks.
EOR-TXM Global Reach
We assist clients in discovering global solutions that fuel business expansion.
ICC classifications, labor leasing, and wage rules in Finland
Labor Regulations & Independent Contractor Classification in Argentina
Labor Regulations & Independent Contractor Classification in Argentina
Labor Regulations & Independent Contractor Classification in Argentina
In Argentina, the distinction between an independent contractor (freelancer) and a service agreement is primarily based on the level of autonomy and subordination. Independent contractors operate with full professional independence: they control their own schedules, methods of work, tools, and may delegate tasks or appoint substitutes. They are not subject to employer supervision and do not fall under labor law protections.
Labor Leasing
In Argentina, supplying workers to perform duties at a third-party company through temporary staffing or labor intermediation is strictly regulated. Only authorized temporary employment agencies (Empresas de Servicios Eventuales) may legally provide workers to client companies. These agencies must be registered and licensed with the Ministry of Labor, and both the agency and the end user may share liability for labor obligations if regulations are breached.
Minimum Wage Requirements
Unlike countries that rely solely on collective bargaining, Argentina enforces a statutory national minimum wage, known as the Salario MÃnimo, Vital y Móvil (SMVM). This minimum wage is set and periodically updated by the National Council for Employment, Productivity, and the Minimum Wage. Employers must comply with the SMVM regardless of sector, while collective bargaining agreements may establish higher minimum salaries based on industry, role, or seniority.
How pay and health coverage apply during employee illness in Finland
Medical Benefits in Finland
Medical Benefits in Finland
Medical Benefits in Finland
In Finland, employee health protection is a core part of labour law, ensuring income security during illness through a shared employer–state system. When an employee is unable to work due to a non-work-related illness or injury, the employer is generally required to continue paying full salary for a short initial period—typically up to 9 working days—unless a collective agreement provides more generous terms.
After the employer-paid period, income support shifts to the Social Insurance Institution of Finland (Kela), which pays sickness allowance based on the employee’s earnings, subject to statutory limits and medical certification.
For work-related accidents or occupational diseases, compensation and medical care are covered through Finland’s mandatory work accident insurance, with wage replacement and treatment costs funded by the insurer from the outset.
During medically certified sick leave, the employment relationship remains in force, providing job protection while the employee recovers. This system reflects Finland’s strong commitment to employee welfare, income continuity, and legal certainty, while balancing employer obligations with comprehensive public social insurance.
Key rules governing probation duration and employer notice requirements.
Probationary Periods & Termination Notice in Finland
Probationary Periods & Termination Notice in Finland
Probationary Periods & Termination Notice in Finland
Probation Period in Finland
In Finland, employment contracts may include a probationary period (koeaika), which must be explicitly agreed in writing at the start of employment. The probation period allows both the employer and the employee to assess suitability for the role.
The maximum probation period is 6 months
For fixed-term contracts shorter than 12 months, probation may not exceed half of the contract duration
The probation period cannot be extended beyond statutory limits
During the probation period, either party may terminate the employment without notice, provided the termination is not discriminatory or based on improper grounds. Severance pay does not apply during probation.
Termination Notice Periods After Probation
Once the probation period ends, statutory notice periods apply and depend on the employee’s length of continuous service:
Employer notice periods
Up to 1 year of service: 14 days
1–4 years: 1 month
4–8 years: 2 months
8–12 years: 4 months
12+ years: 6 months
Employee resignation notice
Up to 5 years of service: 14 days
More than 5 years: 1 month
Notice must be given in writing, and employment continues during the notice period unless pay in lieu is agreed.
Collective agreements or employment contracts may grant longer notice periods or additional protections, but they cannot reduce the statutory minimum rights guaranteed under Finnish law.
How termination compensation and background screening are regulated under Austrian labor law
Severance Pay & Pre-Hire Checks in Finland
Severance Pay & Pre-Hire Checks in Finland
Severance Pay & Pre-Hire Checks in Finland
In Finland, severance pay is not accrued through monthly employer contributions. Instead, termination costs are assessed at the time employment ends. Finnish law does not provide a general statutory severance entitlement based solely on years of service. Rather, employee protection is primarily delivered through statutory notice periods, during which salary continues to be paid.
Severance payments may arise only in specific circumstances, such as:
Where an employment contract or collective agreement explicitly provides severance, or
In limited redundancy or restructuring situations covered by negotiated terms
In all cases, employers must settle salary during the notice period, unused holiday pay, and any other accrued contractual benefits.
During recruitment, employers in Finland may carry out limited background checks, including reviewing publicly available professional or social media information, strictly where it is relevant to the role. All personal data processing must comply with the EU General Data Protection Regulation (GDPR) and Finnish data-protection legislation, ensuring information is collected lawfully, used proportionately, and handled without discrimination.
