AUG (Authorized User Group) Certified
Nasscom Certified
SNA Certified
AUG (Authorized User Group) Certified
Nasscom Certified
SNA Certified
AUG (Authorized User Group) Certified
Nasscom Certified
SNA Certified
AUG (Authorized User Group) Certified
Nasscom Certified
SNA Certified
Finland · EOR
Hire Finnish employees legally without a Finnish entity. We handle employment contracts, payroll, TyEL pension registration and full compliance with Finland’s Employment Contracts Act - from day one.
Finland pairs a strict statutory core - the Employment Contracts Act - with sector collective agreements that set the numbers. Both bind you.
Finnish law defaults to indefinite employment contracts. A fixed-term contract is only valid where there is a specific, justified reason - a defined project or a substitute role.
Probation is capped at 6 months on indefinite contracts, or 50% of the contract length on fixed-term contracts. An unjustified fixed term is treated as indefinite from the start.
Finland has no statutory minimum wage. Pay floors come from sector-specific collective agreements (työehtosopimus, TES), which are generally binding on employers in that sector.
The TES sets the floor, the pay scales and much of the benefit package before you have quoted anything - so identifying it is the first step, not a formality.
Statutory annual leave is 25 days for employees with under one year of service and 30 calendar days from one year onward, accrued over the holiday credit year.
A holiday bonus (lomaraha) of roughly 50% of normal holiday pay is common practice under collective agreements, paid before summer leave. Budget it in rather than treating it as discretionary.
Employer-paid sick pay applies once employment has lasted one month or more; Kela sickness allowance takes over thereafter.
Every Finnish employee must be registered for TyEL pension plus statutory accident, group life and unemployment insurance from day one. We hold those registrations as the employer of record.
Finland’s employer burden is moderate by Nordic standards, but the pension component is the one that moves the number.
| Payroll component | Rate / details |
|---|---|
| Pension insurance (TyEL) | Employer average 17.1%; age-banded. Employee share 7.15-8.65% |
| Unemployment insurance | 0.31% up to €2.5M total payroll / 1.23% above - graded by the employer’s total wage bill |
| Health insurance (employer share) | ~1.7% of gross salary |
| Accident & group life insurance | ~0.5% average, sector-dependent |
| Annual leave (statutory) | 25 days under one year of service; 30 calendar days from one year |
| Holiday bonus (lomaraha) | ~50% of normal holiday pay - common collective-agreement practice, paid before summer leave |
| Sick pay | Employer-paid once employment has lasted 1+ month; Kela sickness allowance thereafter |
| Minimum wage | None in statute - pay floors are set by the applicable sector collective agreement (TES) |
Rates verified for the 2026 tax year. Figures are indicative - your quote is calculated on the actual salary and contract type.
Finland has no statutory minimum wage. That does not mean pay is unregulated: it means the number lives in the sector collective agreement rather than in the statute book.
We check the applicable työehtosopimus (TES) before drafting any contract, so the salary you offer clears the floor, the scale and the sector-specific entitlements that sit alongside it.
Finland does not mandate statutory severance for individual dismissals - the cost of exit sits in the notice period and in the grounds you can evidence.
Statutory employer notice runs from 14 days under one year of service up to 6 months at 12+ years.
Dismissal for reasons relating to the employee requires a documented, justifiable ground - warnings and process, not a judgement call.
Financial or production-based dismissals trigger co-operation negotiation obligations for employers with 20+ employees.
Finland has no statutory severance formula for individual dismissals, which reads as low exit cost. It is not. Notice stretches to six months with tenure, and collective agreements or the contract itself may add severance on top.
Model the exit cost at the point you make the offer, not at the point you want to make the exit.
Charged on top of full employment costs - gross salary, TyEL pension and statutory insurances.
No entity setup. No Finnish payroll registration. Full employment costs are transparent from the first conversation.
Yes. Under an EOR arrangement Dhi ADT is the legal employer in Finland, holding the employment contract, running payroll and carrying the TyEL pension and statutory insurance registrations. You direct the employee’s day-to-day work.
Typical time to a live employee is 5-10 business days once we have the role, salary and start date.
Pay floors come from the sector collective agreement (TES) that applies to your activity, not from statute. The applicable TES sets minimum pay scales and often working-time, leave and bonus terms too.
We identify the applicable agreement before the contract is drafted, so the offer clears the correct floor the first time.
Budget roughly 21-25% on top of gross salary for employer contributions - TyEL pension, unemployment, health and accident insurance - before the EOR fee.
Add the holiday bonus (lomaraha) of around 50% of holiday pay where the collective agreement provides for it. It is the item most often missing from a first estimate.
TyEL is Finland’s statutory earnings-related pension. The employer average is around 17.1% of gross, age-banded, with an employee share of 7.15-8.65% deducted from salary.
It applies from day one of employment. As employer of record we hold the TyEL registration and remit both shares.
There is no statutory severance for individual dismissals, but notice runs from 14 days under one year of service to six months at 12+ years, and that notice is paid.
Dismissal also needs a documented ground - person-related grounds require evidence and process, and redundancies trigger co-operation negotiations at 20+ employees.
Yes, where the fixed term is genuinely justified - a defined project or a substitute role. Finnish law treats an unjustified fixed term as indefinite from the start, so we confirm the justification before issuing the contract rather than after.
Rates, thresholds and collective-agreement provisions are subject to annual revision and sector variation. This page is general information, not legal or tax advice. Figures are indicative - your quote is calculated on the actual salary and contract type.
Book a 15-minute call. We’ll confirm your structure, timeline and cost - before you commit to anything.
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