Employer of Record (EOR) Services in Finland for Global Hiring

Hire and employ talent in Finland with confidence. Fronted helps international companies employ people locally in Finland - without setting up a Finnish entity - using a Nordic-grade employment model built for long-term teams.

Hire and employ talent compliantly in Finland
One trusted partner, no fragmented vendors
Built for stability, transparency, and long-term growth
Transparent pricing starting from €390/month.

Talk to us About Hiring in Finland

Who this page is for

Companies hiring in Finland

Scale-ups making their first hire in Finland
Companies expanding R&D, engineering, or product teams
Teams moving from contractor setups to local employment
Founders and People leaders who want clarity and compliance

International EORs & partners

Global EORs or payroll providers needing a trusted Nordic partner
Companies looking for local employment expertise in Finland 
Partners who want Nordic-quality delivery for their customers

Finland is the only bilingual country in the Nordics. Swedish is an official language alongside Finnish, and in certain regions - particularly along the west coast - Swedish-speaking employees have specific language rights in the employment context. This is one of many compliance dimensions that makes Finland distinct from its Nordic neighbours despite surface-level similarities.

What you need to know about hiring in Finland

Employer social contributions in Finland run approximately 20–22% of gross salary, covering pension insurance (TyEL), unemployment insurance, health insurance, accident insurance, and group life insurance. Unlike Norway, Denmark, or Sweden, Finnish employers are also required to arrange occupational accident insurance (tapaturmavakuutus) independently through a licensed insurer.

This is a mandatory obligation and cannot be managed through a standard payroll provider without insurance being in place.TyEL (Työntekijän eläkelaki - the Employees' Pensions Act) contributions are split between employer and employee. The employer rate is approximately 17.3% and the employee rate approximately 7.15–8.65% depending on age. These rates are updated annually.

Currency

Euro (EUR)

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Payroll frequency

Monthly

Working hours

Standard working time is typically 37.5 hours per week

Collective agreements often influence working time and flexibility

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Working hours

Employers contribute to pension, social insurance, and unemployment funds

Overall employment costs are predictable but structured

Paid time off & holidays

Paid annual leave accrues over time

Public holidays are observed nationally

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Notice periods & termination

Notice periods are defined by law and depend on length of service 

Employment protections are clearly regulated

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Good to know

Collective agreements play a meaningful role in Finnish employment — even for international companies.

The Annual Holidays Act — Finland's specific calculation rules

Finland's Vuosilomalaki (Annual Holidays Act) is one of the most detailed holiday calculation frameworks in Europe. It differs from other Nordics in a key way: the amount of paid leave an employee receives in their first year depends on how many months they have worked, calculated against a specific eligibility formula.Holiday pay is calculated based on earnings during the holiday credit year (April–March), not simply as a percentage of current salary. Employees who have worked for less than a year accrue 2 days of holiday per month worked. After a full year, this increases to 2.5 days per month, giving 30 days annually. Getting this wrong creates retroactive holiday pay obligations. Fronted calculates and administers Finnish holiday pay correctly from day one.

Collective agreements and sector coverage

Finland has near-universal collective agreement coverage — most sectors have a binding CBA (työehtosopimus or TES) regardless of whether the individual employee is a union member. This means employment terms in technology, engineering, professional services, and commercial roles are all governed by sector-specific CBAs that set floors for wages, benefits, and working conditions above the statutory baseline.A company hiring a software developer in Finland must apply the Technology Industries CBA. A company hiring sales staff may fall under a different agreement entirely. Fronted identifies the applicable CBA for each role as part of employment scoping.

Finnish employment culture

Finnish work culture places high value on reliability, directness, and process adherence. Unlike some other markets, verbal commitments in Finnish employment contexts carry real weight — if an onboarding timeline slips or payroll is late, trust is damaged quickly and recovery is slow. This is a genuine operational consideration for international companies managing Finnish employees remotely. Fronted's structured onboarding process is designed specifically to meet these expectations from day one.

The real challenge with hiring in Finland

Hiring in Finland isn’t complex because of paperwork. It’s complex because Finnish employment is:

highly regulated
strongly employee-protective
built around long-term employment relationships

Many companies underestimate how quickly:

misclassification risks arise
notice periods and termination rules apply
informal setups conflict with local expectations

Traditional EORs often focus on contracts and payroll. They don’t take responsibility for the full employment system. Fronted does.

How Fronted supports hiring in Finland

Fronted operates as a Global Talent Operating System, with Employer of Record services as the core employment layer.

In Finland, this means:

Fronted is the legal employer on record
You manage the employee’s day-to-day work and performance
Employment is set up according to Finnish standards

Our approach combines:

Proper role and employment scoping
Compliant Finnish employment contracts
Payroll, taxes, and statutory contributions handled locally
Ongoing compliance and employment support

Hiring & employment in Finland (what companies should know)

Finland has a highly structured labor market, and foreign employers often underestimate a few key areas:

Employment contracts

Permanent contracts are the default
Fixed-term contracts must meet strict criteria
Trial periods are regulated

Payroll & taxation

Payroll is typically monthly
Income tax and social security contributions are mandatory
Accurate reporting is critical to avoid penalties

Benefits & protections

Pension contributions are required
Occupational healthcare is standard
Employees are well-protected by labor law

Notice periods & termination

Notice periods are statutory and often longer than expected
Termination must follow legal procedures
Improper termination creates legal and reputational risk

Typical use cases we see in Finland

Establishing a Finnish presence without opening an entity

Replacing non-compliant contractor arrangements

Scaling from a first hire to a local team over time

Partner-led delivery where Fronted acts as the Finnish EOR

FAQ

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