Given its high human development index, extensive workers protections, and high per capita income level, Finland doesn’t have a government-mandated minimum wage; rather, employers are mandated to pay whatever rate agreed upon via collective bargaining, under which most Finnish workers are covered.

For customers of Remote, all employee payments will be made in equal monthly installments on or before the last working day of each calendar month, payable in arrears.

We can help you get a new employee started in Finland fast. The minimum onboarding time we need is only 8 working days.

Our team ensures your employees are onboarded and paid as quickly as possible while keeping your business compliant with all local employment legislation. The minimum onboarding time begins after the employee submits all required information onto the Remote platform. The onboarding timeline is also dependent upon registration with local authorities.

For all non-nationals of the country of employment, the Right to Work assessment (if applicable) will add three extra days to the total time to onboard. There may be extra time required if we need to follow-up on the right to work assessment.

Please note, payroll cut-off dates can impact the actual first day of employment. Remote has a payroll cut-off date of the 10th of the month unless otherwise specified.

Employees are entitled to between 24 to 30 paid days off, depending on factors such as prior agreement and provisions made in the employment contract.

Collective agreements in Finland usually provide for a holiday bonus amounting to 50 per cent of the pay for the annual holiday. The employer will pay this bonus either before or after the annual holiday, depending on the agreement concerned.

Note that eligible Remote employees are paid a Holiday Bonus based on the applicable collective agreement in place. The holiday bonus is paid in March each year, based on the number of accrued holidays during the previous year.

Finnish labor law mandates that employees can take 11 paid public holidays off, and will be entitled to double pay if required to work on a holiday. Provisions around any holidays not covered by the law can be defined during a collective bargaining agreement, applicable to both parties.

Employees are entitled to 9 workdays of sick leave annually, compensated at a rate equivalent to 100% of the employee’s salary—provided the employee has worked with the employer for at least an entire month. Employees who’ve worked with an employee for less than a month will earn 50% of their wages for any sick leave taken.

After the first ten days of an illness, employees can apply for up to 300 days of sick leave.

Expectant mothers are entitled to 105 workdays of unpaid maternity leave, starting anywhere from 30 – 50 days before delivery. Mothers can claim the benefit from Kela (the Finnish Social Insurance Institution). If the employer opts to continue paying a full or part salary during the maternity leave, Kela pays the allowance to the employer.

Fathers can take up to 54 workdays of unpaid paternity leave, starting when the mother’s maternity leave begins, either at a stretch or in batches, but not exceeding the newborn’s second birthday. Similarly, parents can claim the benefit from Kela. If the employer opts to continue paying a full or part salary during the paternity leave, Kela pays the allowance to the employer.

Employees who have worked with an employer for up to a year are entitled to two years of unpaid leave, stretching over five years and broken into installments as necessary.

Employees who have worked with an employer for at least three months but less than a year can take up to 5 days off for studies.

Hospitalization leave: Parents are entitled to 4 days of leave if any of their children fall ill; compensation for hospitalization leave is determined by collective bargaining.