Employer of Record (EOR) in Finland

Hire in Finland in days, with no entity and no exposure to getting employment-law compliance wrong. We place you with the right vetted EOR partner, at pricing you will not get going direct, and stay on your side for the life of the relationship.

  • Independent advice
  • Vetted partners
  • Operational in days

What an Employer of Record does for you in Finland

An Employer of Record is a company that legally employs your Finnish staff on your behalf. You choose the person and direct their work day to day. The EOR is the legal employer on paper, which is what lets you build a team in Finland without forming your own company.

In practice the EOR partner takes on everything that needs Finnish legal standing and local expertise: a compliant employment contract under the Employment Contracts Act, monthly payroll with income tax withholding, TyEL pension contributions to a private pension insurance company, health and unemployment insurance, mandatory occupational healthcare (tyoterveyshuolto) arrangements, statutory benefits and leave, and compliant onboarding and lawful exits with the correct statutory notice, since Finland is not at-will. You get a working team in days. The EOR carries the legal and compliance weight; you carry the commercial relationship. The only question worth spending time on is which partner is genuinely strong in Finland, and that is the question we answer for you.

01

Legal employer, on paper

A compliant Finnish employment contract under the Employment Contracts Act, with all statutory terms correct from day one.

02

Compliant from day one

Monthly payroll, income tax withholding, TyEL pension contributions to your chosen pension insurance company, health and unemployment insurance, and mandatory occupational healthcare arrangements.

03

No entity required

Statutory benefits, annual leave, lawful notice under the Employment Contracts Act, and compliant onboarding and exits. You get a working team in days; the EOR carries the legal weight.

How it works: four steps to a compliant hire

From first call to a compliant Finnish hire at work, usually in days.

01 — Scope & quote

We map the role, salary, and start date, and come back with a clear all-in monthly cost. No guesswork, no hidden extras.

02 — Compliant contract

Your employment contract is drafted to Finnish standards by the partner, and we sanity-check the terms and pricing before you sign. Compliant from day one.

03 — Onboard in days

A correct Finnish contract is issued under the Employment Contracts Act, with all statutory terms from day one. Your hire can start in days.

04 — Payroll & compliance run

Income tax, TyEL pension, and health and unemployment insurance calculated and withheld, payslips issued, statutory filings made correctly. You direct the work; the compliance just runs.

What EOR in Finland costs

Two parts: the statutory cost of employing someone, and the EOR partner fee. In Finland the statutory employer cost runs through three separate systems, an employer-chosen pension insurance company, health insurance, and unemployment insurance, rather than one combined payroll tax. We make all three transparent before you commit, so there are no surprises.

Employer pension & insurance

Finland’s statutory social insurance contributions: an average 17.10% TyEL pension paid to a private pension insurance company you choose, 1.91% health insurance, and 0.31% unemployment insurance (rising to 1.23% on payroll above EUR 2,509,500/year), plus industry-rated accident and group life cover invoiced separately. Combined: approximately 19.3% of gross salary before accident and life cover. Fully costed before you commit.

Wage floor

No statutory minimum wage in Finland. Pay floors come from sector collective agreements, many of which are generally binding even on non-signatory employers, covering roughly 89% of employees. We benchmark the applicable sector rate when we scope your hire, so your quote reflects the real floor, not a guess.

Income tax (employee)

Progressive state tax from 12.64% to 37.50%, plus a flat municipal rate averaging around 7.6%, withheld monthly at source and reconciled the following year. Borne by the employee, not added to your cost.

EOR partner fee

A transparent per-employee monthly fee. We benchmark across our vetted network, typically 15 to 25% below going direct, and renegotiate for you at renewal.

Why run it through Bradford Jacobs

We know which EOR partners are genuinely strong in Finland, by sector and by complexity. We place you with the right one, at pricing you will not get going direct, and stay on your side for the life of the relationship.

Independent, not a single provider

We are independent: we assess what you actually need, place you with the right vetted partner, secure pricing you will not get going direct, and stay on your side to escalate or renegotiate. You get advice, not a product pitch.

  • Independent advice
  • Vetted partners only
  • On your side at renewal

Pricing you can’t get direct

Finland’s employer on-cost splits across three separate systems, an employer-chosen pension insurance company, health insurance, and unemployment insurance, with no single official published total to quote against. That makes it easy to under- or over-price a monthly fee up front. We benchmark across our partner network for rates typically 15 to 25% below going direct, and renegotiate on your behalf at renewal. Most companies do not know how much room there is to negotiate. We do.

  • 15-25% below direct
  • Network benchmarking
  • Renegotiated for you

Straight to the top when it matters

When something needs resolving, and in global employment it sometimes does, you come to us. We escalate directly, past the helpdesk, to people who can actually move it.

  • Direct escalation
  • No support queues
  • Named account contact

Two decades across markets

Two decades placing and managing EOR arrangements across global markets, with the local knowledge of the Employment Contracts Act, Finland’s three-way pension, health, and unemployment-insurance split, and the 2026 termination reforms that keeps you compliant.

  • EOR specialists
  • Employment Contracts Act & TyEL
  • Risk removed

Built for conversion to your own entity

Most companies use EOR for 12 to 24 months, then move to their own Finnish Oy. We plan that crossover and manage the transition when the economics justify it.

  • EOR to entity path
  • Transition managed
  • Crossover planning

Why an EOR is the fastest compliant way into Finland

Two things slow foreign employers down in Finland: the wait for PRH company registration, and the risk of getting the collectively-bargained pay floor or the 2026 dismissal-threshold rules wrong. An EOR removes both.

Working time, leave & contracts

Compliance handled under the Employment Contracts Act. Finnish law requires mandatory TyEL pension, health, and unemployment-insurance contributions, plus statutory occupational healthcare, and dismissal that needs a genuine proper reason rather than at-will termination, a threshold lowered but not removed by a 1 January 2026 reform. An EOR carries all of it correctly from day one, so a wrong assumption never becomes a liability.

Operational in days, not weeks

Incorporating in Finland is fast on paper (PRH’s own target is 21 calendar days, and electronic filings often clear in 1 to 3 business days), but you still cannot legally employ anyone until Trade Register entry completes, and an EEA-resident board member, or an individual PRH permit, has to be in place first. An EOR removes that wait and that structural requirement entirely: a compliant Finnish contract is issued and your hire starts in days. You prove the market first, then incorporate later only if the headcount justifies it. This is the real value of EOR in Finland: speed into a collectively-bargained, multi-body contribution market, with the compliance carried by an expert.

Everything your Finnish EOR covers

One transparent monthly fee per employee covers all of this. No hidden extras.

Compliant Finnish contract

A compliant Finnish employment contract under the Employment Contracts Act, issued and maintained for you.

Payroll, pension & insurance

Monthly payroll run, with income tax, TyEL pension, health insurance, and unemployment insurance calculated, withheld, and filed correctly each month.

Statutory benefits

All statutory benefits administered: paid annual leave, public holidays, family leave, mandatory occupational healthcare, and lawful notice on exit, which Finland requires since it is not at-will. The employee’s own social insurance contributions (TyEL pension, unemployment, and health insurance) run to approximately 10.2% combined (7.30% pension plus 0.89% unemployment plus 1.98% health insurance), deducted from salary, not billed to you.

Compliance & support

Ongoing HR compliance and a single point of contact, for the life of the engagement.

Your questions answered

Straight answers on how Employer of Record works in Finland.

Is my hire employed by Bradford Jacobs or by me?

Legally, your hire is employed by the Finnish EOR partner we place you with, which is what keeps you compliant without an entity. Day to day they work for you: you set the work, the goals, the relationship. You get the team; the partner carries the legal employer obligations.

Usually within days once the role and salary are agreed, with a compliant Finnish contract from day one. Compare that to the PRH registration and EEA-director requirement an incorporation involves, during which you cannot legally employ anyone.

Approximately 19.3% of gross salary in statutory social insurance contributions, before industry-rated accident and life cover: an average 17.10% TyEL pension, 1.91% health insurance, and 0.31% unemployment insurance, rising to 1.23% on payroll above EUR 2,509,500/year. Add the transparent EOR partner fee and you have your all-in cost.

Yes, when done properly. The EOR is a real Finnish legal employer meeting all Employment Contracts Act, pension, insurance, occupational-healthcare, and tax obligations. The risk is using an under-resourced partner, which is exactly why we place you with vetted partners and stay on your side.

The compliant contract, monthly payroll (income tax, TyEL pension, health, and unemployment-insurance withholding), employer contributions, mandatory occupational healthcare, statutory benefits and leave administration, and ongoing HR compliance. We give you one all-in monthly figure up front, with no hidden extras.

Yes, and most companies do once the headcount and permanence justify it. We manage the transition from EOR to your own Finnish Oy, and can support the incorporation itself, including the EEA-resident director requirement. Most use EOR for 12 to 24 months first.

Ready to hire in Finland?

Tell us the role and we will come back with a compliant, all-in monthly cost and the right partner, usually within a day. No entity, no lock-in, no pitch, just the fastest compliant way to get your person working in Finland.

Tax and labour data verified July 2026 (Vero, PRH, ETK). Figures change; we confirm the current position when we scope your hire.