Work permits and visas in Finland

Finland is a dynamic business destination known for its innovation, high quality of life, and stable economy. Companies across industries – from tech startups in Helsinki to manufacturers in Tampere – are eager to tap into global talent. If you plan to hire a foreign employee in Finland or relocate an existing staff member there, it’s essential to understand Finland’s work visa and residence permit processes.

Navigating immigration compliance is not only key to a smooth hire, but also a legal obligation. Hiring someone without the correct work authorization can lead to heavy fines (up to €30,000) and other penalties for the employer. In short, ensuring your international hires have the proper visas and permits protects your business and helps your new employee settle in confidently. This guide provides a comprehensive overview – in a friendly, practical tone – of what Finnish employers need to know about work permits and visas, including who needs permission to work, the types of permits available, how to apply, and best practices for a successful relocation and onboarding.

Who Needs a Visa or Work Permit in Finland?

EU/EEA/Swiss Citizens in Finland

Finland, as a member of the EU, allows free movement of labor from other EU/EEA countries and Switzerland. Citizens of these countries do not need a work visa or residence permit to work in Finland. They have an unrestricted right to work and live in Finland.

The only requirement is that if their stay exceeds 90 days, they must register their right of residence with the Finnish authorities (Migri) after arrival. This registration is a straightforward process to document their stay, but it is not a work permit – it’s more like notifying the government of their presence. Nordic citizens (from Sweden, Norway, Denmark, and Iceland) have even simpler procedures due to special agreements but also should register if staying long-term. In summary, hiring an EU/EEA/Swiss national is bureaucratically easier – you mainly need to check their citizenship and remind them to register when required.

Non-EU/EEA Citizens in Finland

If you are hiring a non-EU foreign national, they will need a residence permit that allows work in Finland in almost all cases. Finland does not issue a separate “work permit card” distinct from a residence permit; instead, the right to work is tied to the residence permit type. Anyone coming from outside the EU/EEA (and not a Swiss or Nordic citizen) must obtain an appropriate Finnish residence permit before they start working in Finland.

As the employer, it’s your responsibility to verify that your prospective foreign employee has the correct permit or visa before they begin work. You can do this by checking their residence permit card or decision, passport stamps, or other official documents. It is illegal to let a non-EU employee work without a valid work authorization, even if they are in Finland on a travel visa or visa-free entry.

Short-Term vs. Long-Term Stays in Finland

What if you only need someone in Finland for a short assignment? Finland is part of the Schengen Area, meaning visitors from many countries can enter visa-free or on a Schengen tourist visa for up to 90 days. However, a tourist visa or visa-free entry does not automatically entitle someone to work. In fact, doing actual work on a tourist visa is generally prohibited.

There are only a few narrowly defined exceptions where a person can work in Finland for up to 90 days without a residence permit – for example, certain specialists, instructors, interpreters, artists, or athletes on short assignments, as long as they have legal entry and the work is under 3 months. Even in these cases, the individual must not exceed 90 days and must leave when that period ends unless they obtain a permit.

For most standard employment relationships, if the job will last longer than 90 days (or if the person will reside in Finland), a long-term residence permit with work rights is required. In summary, short visits = okay for business meetings or conferences, but working more than a very limited scope or beyond 3 months = get a residence permit. It’s safest to assume a permit is needed unless you have confirmed a specific exemption in Finnish law. When in doubt, check with Migri (the Finnish Immigration Service) or a legal expert to ensure compliance.

Overview of Finnish Work Visa Types

Finland offers several types of work-related residence permits to accommodate different employment situations. As an employer, you should be aware of the main permit categories and which one fits your foreign hire’s situation. Below is an overview of the Finnish work visa (residence permit) types most relevant to employers:

Residence Permit for an Employed Person (TTOL) in Finland

Often referred to by its Finnish abbreviation “TTOL”, this is the standard work permit for most non-EU employees in Finland. A Residence Permit for an Employed Person is appropriate when you hire a foreign national for a typical job position with your company. It is sector-specific – the permit is granted for a certain professional field, though not tied to a single employer forever.

One key feature of the TTOL is that it may involve a labor market test: the Employment and Economic Development Office (TE Office) will assess if there are any suitable jobseekers already in Finland or the EU for the role before approving a new foreign hire. (Highly skilled categories often skip this test – see Specialist permit and Blue Card below.) The TTOL is usually issued as a fixed-term residence permit (often for 1 year on the first grant) and can be renewed if the employment continues. It’s the go-to permit for many types of jobs ranging from IT developers to welders, unless the foreign employee qualifies for a more specialized scheme.

Specialist Residence Permit in Finland

Finland created a fast-track “Specialist” permit to attract highly skilled experts. This Specialist Residence Permit is designed for individuals with a high level of expertise or advanced education who will be working in Finland in expert roles (commonly in fields like tech, finance, or other knowledge work). To qualify as a specialist, the job typically must require specialist skills and meet a salary threshold above the average – in practice, Finnish authorities set a minimum monthly salary (e.g. around €3,638 per month in 2024) for this category.

The applicant should also have either a higher education degree or otherwise strong professional experience. The advantage of the Specialist permit is a streamlined process: it does not require a labor market test and is eligible for Finland’s expedited processing (“fast track”). Specialists can often get their first residence permit decision in about two weeks under the fast-track service, as opposed to waiting several months for a normal process. This permit is usually issued for one to two years initially. For employers hiring tech talent or other in-demand professionals, the Specialist permit is a popular route to get your new hire onboard quickly and with less bureaucracy.

EU Blue Card in Finland

The EU Blue Card is a European-wide work permit for highly skilled non-EU professionals, and Finland participates in this program. Like the Specialist permit, the Blue Card is aimed at highly qualified individuals – it requires the foreign candidate to have a higher university degree and a binding job offer (or work contract) in Finland for at least one year. The job must be high-paying: the salary must meet a significant threshold (approximately 1.5 times the average Finnish gross salary – for example, €5,457 per month in 2024).

The Blue Card grant confers some extra benefits: it generally allows easier mobility to other EU countries after a certain period and can be a path to long-term EU residence. In Finland, applying for a Blue Card also bypasses the labor market test (since the assumption is that the skillset is specialized and highly paid). Employers might consider the Blue Card for senior professionals and managers. One thing to note: if the salary or degree requirements aren’t met, the applicant should use another permit type (like the TTOL). Blue Cards are typically issued for 2 years (or the duration of the work contract, if shorter) and can be renewed. While not as fast as the national Specialist permit route, the Blue Card is a robust option for long-term skilled employment and intra-EU flexibility.

Start-up Entrepreneur Permit in Finland

For entrepreneurs and founders, Finland offers a special Start-up Residence Permit to encourage innovative business ventures. This “Startup Permit” is intended for non-EU entrepreneurs who plan to establish a startup company in Finland. It’s a bit different from hiring an employee, but relevant if you as an employer are, say, bringing a foreign co-founder into Finland or supporting an employee who is transitioning to starting a new venture.

The startup permit process requires the applicant to have a solid, scalable business plan and typically to obtain an eligibility evaluation from Business Finland (the government innovation funding agency). In fact, before applying to Migri, the entrepreneur must receive a positive Eligibility Statement from Business Finland confirming that their business idea is viable and meets the definition of a startup (innovative, potential for growth).

Once this statement is in hand, the entrepreneur can apply for the startup residence permit. The permit is usually granted for a two-year period on the first application, longer than most work permits, since building a startup can take time. The applicant must also show they have sufficient financial resources to live in Finland during this time (since initially the startup might not generate salary). For employers, this startup permit might not directly apply unless you are hiring the person – rather, it’s for the individual launching a business. However, it’s good to know about it in case a foreign entrepreneur is joining your incubator or if your company is partnering with a foreign-founded startup. If an entrepreneur can’t get the startup permit, they may instead use the standard Residence Permit for an Entrepreneur (for small business owners) or even a work permit if they’ll actually be an employee in someone else’s company.

Intra-Corporate Transferee (ICT) Permit in Finland

If you operate a multinational company and need to transfer an employee from an overseas branch to Finland, the Intra-Corporate Transferee permit is the appropriate route. The ICT residence permit is based on an EU directive and is meant for employees of an international company who are assigned to work at the company’s entity in Finland. Typical cases include senior managers, specialists, or trainee employees coming to Finland for a temporary period (for example, a project or a managerial assignment).

To qualify for an ICT permit, the assignee must have been employed within the company group outside the EU for a certain minimum period (often at least 3–6 months) and be coming to a role as a manager, specialist, or trainee in Finland. The permit is usually granted for the duration of the assignment, up to a maximum of 3 years for managers/specialists or 1 year for trainees (consistent with EU rules). One benefit of the ICT permit is that it allows the individual to also work or travel on assignment in other EU countries (after notifying them) under ICT mobility rules. Finland also includes the ICT permit in its fast-track processing program for quick decisions. From an employer’s perspective, the ICT permit is very useful if you’re relocating leadership or expert staff internally – it recognizes that the person remains employed by the company abroad, but is coming to Finland to work at your Finnish site. Just remember, even though it’s an “intra-company transfer,” the individual must still get the ICT residence permit approved by Migri before starting in Finland. Planning ahead is key to coordinate these transfers.

Seasonal Work Permit in Finland

Finland has a distinct Seasonal Work Permit for temporary work in sectors that are truly seasonal in nature. This typically includes agriculture and tourism jobs, such as farm labor (picking berries, harvesting) or short-term work at ski resorts, holiday parks, etc. Seasonal permits are meant for work up to 9 months in a 12-month period. The idea is that the worker comes for the season and then leaves – it’s not a path to long-term residency.

If you are an employer in agriculture or certain tourism businesses hiring non-EU seasonal workers, this is the permit they need. The rules for seasonal work are a bit special: for very short seasons (less than 3 months), a person from a visa-exempt country might only need a “seasonal work certificate” or a specific type of short-term visa, whereas longer seasons require a residence permit for seasonal work. The first seasonal permit must be applied from abroad before the worker arrives. Also, a seasonal worker’s permit is tied to a specific employer and job—if the worker wants to do another seasonal job for a different employer, they need to update the permit. As an employer, you must provide the job contract and often evidence of things like adequate housing for the worker as part of the application (as per the Seasonal Workers Act). It’s important to note that seasonal workers generally cannot bring family with them on dependent permits due to the short and temporary nature of their stay. Seasonal permits fill a vital need in industries with peak demands, but they are strictly time-limited. Ensure you follow the proper process each season and don’t keep a seasonal worker beyond their allowed time, otherwise both employer and worker could face legal issues.

Residence Permits for Researchers and Students (Transition to Employment) in Finland

Finland encourages international academics and students, and it provides specific permits for them – which can be relevant to employers either during or after their studies. Researchers (for example, a scientist coming to work on a research project at a university or R&D center) can get a dedicated researcher residence permit. This is usually based on having a hosting agreement or research contract. A researcher permit allows the individual to carry out the research work and often to teach or perform related jobs in their field.

Now, from an employer’s standpoint, you might encounter a candidate who is finishing a research project or a PhD student in Finland and whom you wish to hire. In such cases, the person will need to transition to an employment-based permit once they start regular work outside their original research scope. Similarly, international students in Finland (on a study residence permit) are allowed to work part-time during their studies (currently up to 30 hours per week under Finnish rules) and full-time in the summer or holidays. Many foreign students in Finland are talented potential hires after graduation.

When a student graduates, their study permit will expire, but Finland offers a helpful bridge: a residence permit to look for work or start a business (often informally called a “job-seeking permit”). A recent graduate or a researcher who completed their research can apply for this permit, which gives them up to two years to remain in Finland and seek employment. They must apply within five years of finishing their studies/research, and it’s often taken immediately after graduation. If you want to hire a recent graduate who is on this job-seeker permit, you should still ensure they switch to the appropriate work residence permit once employed in a long-term position. The good news is that having a Finnish degree or local experience can make the permit process smoother – these candidates already have ties to Finland. In summary, students and researchers may not need a work permit for certain activities (like part-time work or research tasks), but when transitioning to a permanent job, they will need to obtain the standard work permits (TTOL, Specialist, etc.). As an employer, being aware of these pathways can help you attract young international talent educated in Finland and keep them in the country after graduation.

Eligibility Criteria and Employer Responsibilities for Each Permit Type

Each work permit type in Finland comes with specific eligibility requirements for the employee and certain responsibilities or steps for the employer. Below, we break down the criteria and employer obligations for the major permit categories:

Residence Permit for an Employed Person (TTOL) Obligations

The foreign employee must have a confirmed job offer or signed employment contract with a Finnish employer to apply for a TTOL. The job’s terms (salary, working hours, etc.) must meet Finnish collective agreements or minimum standards – essentially, you must pay at least the normal market wage for that role. From the employer side, a big responsibility with the TTOL is assisting with the labor market test process. This means when you offer a job to a non-EU candidate, you should be prepared to demonstrate to the TE Office that you could not find a suitable candidate locally.

In practice, the TE Office might review if the job was advertised and no Finn/EU citizen took it. You as the employer may need to provide information about your recruitment efforts (for example, a report on how you attempted to hire from Finland/EU). Additionally, you must fill out a form detailing the Terms of Employment (often the TEM 054 form) and submit it through the online Enter Finland for Employers portal or via paper to your worker. This form includes details of the job position, salary, and your company information. The employer also has to attach company documents such as a certificate that the company has no tax debts and that mandatory insurance premiums are paid up. Essentially, Finnish authorities want to ensure the employer is in good standing and able to meet obligations to the foreign worker. Once the permit is granted, note that a first TTOL is usually tied to the field of work (and sometimes the specific employer for the first year). If your employee later wants to change jobs or you promote them to a very different role, they may need to inform Migri or even apply for a new permit if it’s outside the scope of the original one. As an employer, you should keep copies of your foreign employee’s permit and be ready to show that documentation to inspectors (tax or labor authorities) if asked. Summary of employer duties: provide accurate employment details, pay the appropriate wage, help with the labor market test by documenting recruitment, and ensure the employee works only once the permit is approved.

Specialist Residence Permit Obligations

To be eligible as a “specialist”, the employee should fulfill two main criteria: education/expertise and salary level. Typically, the person should hold a higher education degree (or have equivalent specialized skills through experience) and have a job in Finland that utilizes that expertise. The job offer should come with a high salary that meets or exceeds the official threshold for specialists (which is adjusted periodically – e.g., mid-€3000s per month).

From the employer’s perspective, your responsibilities for a specialist’s application are somewhat lighter in terms of bureaucracy: since no labor market test is required, you do not need to prove shortage of local labor. However, you still must submit the standard employment details form (TEM 054) or use Enter Finland to confirm the job terms, and you must commit to paying the salary at or above the threshold. Make sure the job title and description you provide clearly reflect a specialist role; Migri will look at whether the duties seem to require high expertise. An important employer role here is timing and fast-track: specialists (and their immediate family) are eligible for the 14-day fast-track processing if the application is done correctly and the person is outside Finland. To leverage this, you as employer should promptly provide any needed documents and perhaps assist your candidate in booking an early biometric appointment at the embassy. In sum, employer checklist for Specialist permit: give a proper contract with high-skilled duties, meet the salary requirement, fill in the employer’s information in the online system, and be responsive during the fast-track process. This will help your expert hire get on board in Finland with minimal delay.

EU Blue Card Obligations

The Blue Card has stricter employee eligibility criteria which you as an employer must be aware of when making a job offer. The candidate must have a university degree (at least a 3-year higher education degree) and the job you offer must last at least a year and pay at least the Blue Card minimum salary (around €5,000+ per month in Finland as of recent years). As the employer, you need to draft an employment contract or binding offer letter that clearly shows the duration (12 months or more) and salary meeting that threshold. You will submit copies of this contract as part of the application.

There is no labor market test for Blue Cards either, but the authorities might scrutinize the job conditions more given the high salary – they want to ensure it genuinely requires a highly qualified person. Make sure the role description aligns with someone who has an advanced degree. Your responsibilities also include filling out the employment details (TEM 054) form or online employer notification, similar to other permits. Another requirement specific to Blue Card is providing documentation of the employee’s qualifications (degree certificate). While the employee typically provides their diploma, you might need to confirm that the role indeed requires that level of education. After the Blue Card is granted, note that if the employment ends early or if there are significant changes, you should inform the authorities. Also, Blue Card holders in the EU must meet continuous employment conditions to keep the permit, so avoid any employment gap beyond what is allowed. From a compliance standpoint, treat a Blue Card employee like any other – ensure wages and working conditions remain as promised. In short: Employer must offer a qualifying job (high skill, high pay), supply a solid contract for at least a year, and support the applicant by verifying their credentials and providing the necessary job information to Migri.

Start-up Permit (Entrepreneurs) Obligations

In this case, the “employer” is often the applicant themselves (as they are founding a company). But if you are somehow involved – e.g., you are an investor, or you’re hiring a foreign founder to spin off a venture – you should know the criteria. The entrepreneur must prove their startup business is viable. The key eligibility element is the Business Finland Eligibility Statement – without a positive assessment from Business Finland, the startup residence permit won’t be approved. So, the first step is ensuring the business plan, pitch deck, and other required information are submitted to Business Finland and meet their criteria for an innovative startup.

As a partner or facilitator, you could assist the applicant in preparing these documents. The entrepreneur also needs to show they have enough personal funds to live on (at least €1,000 per month for the permit’s duration is a common yardstick, meaning €24,000 for two years, though Business Finland might expect more depending on family size) – essentially, that they won’t be destitute while building the startup. There isn’t a traditional employer to fill a TEM 054 form here, but if you are hosting the entrepreneur (say, in an incubator), sometimes a letter of support from your side can help. Once the startup permit is granted, the founder can work on their company in Finland. If you intend to hire that individual into your own company instead, then the startup permit is not the right route – you’d use one of the employment permits. One more note: If the startup doesn’t get the Business Finland sign-off, the person could consider a standard Residence Permit for an Entrepreneur (which requires other proof like registering a business and having sufficient income from it). That process involves the local Economic Development authorities evaluating the business for sole proprietorships or small businesses. In any case, the role of a traditional employer in a startup permit is limited, but understanding this path is useful if your company collaborates with international entrepreneurs.

Intra-Corporate Transfer (ICT) Permit Obligations

For an ICT permit, eligibility hinges on the intra-company relationship. The employee must be a full-time employee of the company (or group) outside Finland before transfer – usually for at least 3–12 months prior, depending on whether they are a manager or specialist. The position in Finland must be either a manager, specialist, or trainee. As the host company’s representative in Finland, your responsibility is to provide an assignment letter detailing the role in Finland, the duration of transfer, and confirming the person will remain on contract with the home entity (if that’s the case). Essentially, you’ll coordinate with your headquarters or sending entity to prepare the application.

The employer in Finland needs to ensure salary and employment conditions during the assignment meet Finnish standards (even if the person remains on home contract, they cannot be underpaid compared to local employees in a similar role). You might have to submit corporate documents showing the connection between the Finnish entity and the foreign entity (to prove it’s the same company or group). There’s no labor market test for ICTs since it’s internal, and ICT is eligible for fast-track like specialists are. So your duties include quickly furnishing any documents Migri asks for and helping the employee and their family with simultaneous applications. Also remember, an ICT stay is temporary – the employee cannot use it to settle in Finland permanently unless they change status later. As an employer, do not treat an ICT assignee as a local hire for immigration purposes; if you want to keep them beyond the allowed period, they’ll need to switch to another permit (like a TTOL or Blue Card) and you would then take on more of the standard employer sponsorship responsibilities. In summary, employer’s job for ICT: verify eligibility (role and prior employment), provide a strong intra-company transfer letter and documentation, maintain compliant work conditions, and plan for the assignment’s end or transition.

Seasonal Work Permit Obligations

The eligibility for seasonal permits is mostly about the nature of the job – it must be seasonal work in agriculture or tourism as defined by law. The worker will usually apply for a seasonal permit for up to 6–9 months. As the employer, you must supply a valid seasonal job contract that specifies the start and end dates (within a single season) and the terms of employment. The pay should follow at least the minimum set by any collective agreement for that sector. One of your responsibilities is often to provide evidence of accommodation or at least guidance on accommodation for the worker, since seasonal workers often come just for the harvest season and need a place to stay – Finnish regulations require that seasonal workers have appropriate housing, and sometimes the employer helps arrange this.

You will fill out a specific form for seasonal work (a bit different from the standard TEM 054) to confirm the employment details; this form gets attached to the worker’s application. Also note that if you want to hire the same person for the next season, they can’t continuously extend in Finland beyond 9 months – they must leave and reapply, so plan your workforce accordingly. Employers hiring seasonal workers are expected to be registered with the Finnish authorities (there’s a registry for companies that employ seasonal workers). Make sure to abide by all applicable labor laws – even if the employment is short, things like working hour limits, proper pay for overtime, and insurance contributions all still apply. Lastly, remember you cannot extend a seasonal worker into a permanent role without a change of status. If you decide to offer a year-round job to a great seasonal worker, that person will need to go through a new residence permit process (like a TTOL) for an employed person.

Researchers and Students (Transition cases) Obligations

If you’re hiring someone who was a researcher in Finland, ensure that their current permit allows them to take the job. A researcher residence permit usually allows work in research and teaching, but taking a job in private industry means they should switch to a normal work permit. They will meet eligibility if they have an employment contract from you; often their qualifications are high, possibly qualifying them as a Specialist or even for a Blue Card if salary aligns. As employer, treat it like a new TTOL/Specialist application, but know that these candidates might not need to leave Finland to apply – if they already have a residence permit (research) and are shifting to an employed person status, they can often apply for a new permit while in Finland.

For former students, if they are on a job-seeking permit or still on a student permit, you must ensure they transition correctly. A student on a job-search permit is eligible to work in any job while that permit is valid, but it’s temporary. You should support them in applying for their first actual work residence permit once it’s clear the employment will continue. The criteria for them are the same as any other worker (job contract, sufficient salary, etc.), but the good news is no labor market test is needed if they graduated from a Finnish institution – Finland currently exempts graduates from the labor market test requirement as part of its Talent Boost program (special fast-track covers them as well). Employer obligations toward these new graduates or researchers are standard: provide the contract, fill in the employer details online, and ensure their role matches what the permit allows (initially they might have hour limits if still on a student permit, so don’t exceed those until the new permit is in place).

Across all permit types, remember that employers in Finland have a duty to verify the right to work and retain copies of the employee’s residence permit or other proof of work authorization. You should also notify the relevant authorities or use the Enter Finland portal to update any changes (for example, if the employment contract is terminated prematurely, it’s advisable to inform Migri). By meeting these responsibilities, you not only comply with Finnish law but also help your employee navigate the process successfully.

Step-by-Step Guide to Hiring or Relocating Foreign Workers to Finland

Bringing a foreign employee on board in Finland involves multiple stages. Here’s a step-by-step guide for employers to manage the process from start to finish:

1. Determine the Need for a Permit in Finland

First, ascertain whether your incoming employee actually needs a Finnish work permit or visa. Check their nationality and the length/purpose of their stay. If they are an EU/EEA or Swiss citizen, no work permit is required – they can work freely, though they should register after 90 days. If they are a non-EU citizen, almost certainly a residence permit will be needed before they can work in Finland (unless they fit a very short-term exempt category as discussed above). Always err on the side of requiring a permit for non-EU hires, as working on a tourist status is not allowed.

2. Choose the Right Permit Category for Finland

Based on the employee’s role and background, determine which type of Finnish residence permit is appropriate. Is it a standard Employed Person’s permit (TTOL) for a regular job? Or do they qualify as a Specialist (highly skilled with high salary) which could speed up processing? Perhaps the EU Blue Card is an option if they have a higher degree and a high-paying job for at least a year. For internal company moves, consider the ICT permit. If the person will be working only seasonally (e.g., 6 months on a farm), a Seasonal Work permit is the way to go. And if they’re a founder or starting a new venture, the Startup entrepreneur permit might apply.

Choosing the correct category at the outset is crucial – it affects what forms need to be filled and how quickly the process moves. If in doubt, use Migri’s online Application Finder tool to guide you to the right permit type, or consult with an immigration expert. As the employer, advising your candidate on the proper permit shows you’re proactive and can prevent wasting time on the wrong application.

3. Gather Essential Information and Documents for Finland

Once the permit type is decided, compile the necessary documentation. From the employee’s side, they will need a valid passport (with enough validity beyond the planned move), passport photos, copies of their diplomas or CV (for skilled permits), and any relevant certificates. They’ll also need to fill out the appropriate application form (online via the Enter Finland portal is highly recommended). From the employer’s side, be ready with the employment contract or offer letter stating all terms (job title, salary, duties, location, and length of contract). You will also prepare the Employment Terms form (TEM 054) or the electronic equivalent on Enter Finland.

Additionally, gather your company’s documents that may be required: for example, a recent extract from the trade register, a certificate showing that you have no pending tax liabilities, proof of insurance subscriptions (like employee pension insurance), and a recruitment report if applicable. These show the authorities that your company is legitimate, solvent, and has tried to hire locally when required. It’s a good practice to create a checklist of documents for both you and the employee – missing paperwork can delay the application significantly.

4. Submit the Application (Employee’s Part) in Finland

In Finland’s process, the employee must formally submit the residence permit application themselves (you as the employer cannot file it on their behalf). However, you can guide and assist them. The employee should create an account on Enter Finland (the e-service by Migri) and fill in the application for the chosen permit. They will attach scanned copies of their documents and also input your company’s information.

When they list you as the employer, you will get a notification (if you have created an account in the Enter Finland for Employers system). Make sure the employee selects the correct Finnish mission (embassy/consulate) where they will prove their identity if they are abroad. They also need to pay the application fee at this stage (or you can agree to reimburse or pay it – some companies cover the visa fees). Once the online application is submitted, the employee must visit the Finnish embassy or a visa center in their country (or nearest country) to give fingerprints and show originals of their documents. This step is mandatory for first-time permits and essentially “launches” the processing. Encourage your employee to book the embassy appointment as soon as possible to avoid delays.

5. Complete the Employer’s Confirmation (Employer’s Part) in Finland

While the employee is handling their portion, you must log into Enter Finland for Employers and complete your part of the application. This involves filling out details about your company (business ID, contact info), confirming the terms of employment (salary, hours, contract start/end dates), and uploading the required attachments (the signed job contract, and those company certificates like proof of paid taxes, etc.). If for some reason you can’t use the online system, you can instead fill out the paper form (TEM 054 for normal work permits, or the specific seasonal form, etc.) and send it to the employee to include in their application.

The electronic route is faster and strongly recommended. After you submit the employer details, the system will link it to the employee’s application. This two-sided submission is crucial: Migri will not process the case until both the employee’s application and the employer’s information are received. Once completed, you can monitor the status in the Enter Finland portal – it will show updates like when the TE Office makes its partial decision (for TTOL) and when Migri makes the final decision. Tip: Be thorough and truthful in all info you provide. Any inconsistencies between what the employee says and what you say (e.g., salary amount) can raise red flags.

6. Wait for Processing and Decision in Finland

Now comes the patience part. The processing times in Finland can vary. A standard work permit (TTOL) might take a couple of months on average, though it could be faster or slower depending on the workload. Specialist permits and Blue Cards are often processed quicker, especially if the fast-track is used (around 2–4 weeks). Seasonal permits are supposed to be decided within 90 days by law. During this time, the authorities might contact either the employee or you for any additional information or clarifications. Respond to any such requests promptly, as delays in answering will pause the processing clock.

As the employer, you should keep in touch with your prospective hire during the waiting period – reassure them and perhaps use the time to prepare for their arrival (see onboarding tips below). You can also check application status online; if it’s stuck for a long time, sometimes a gentle inquiry to Migri can be made, but generally it’s about waiting your turn. Remember that legally the employee cannot start working in Finland until the permit is approved (except EU citizens or someone switching permits who might have interim rights). So target a realistic start date. It’s wise not to fix a start date in stone or buy plane tickets until the permit comes through, unless you’re confident on timing (fast-track cases are more predictable).

7. Receive the Decision and Permit in Finland

When a decision is made, the employee will be notified (if using Enter Finland, they get an email and can see the decision letter in their account). If approved, they will be issued a residence permit card (plastic ID card). If they applied from abroad, the card will be sent to the Finnish embassy or VFS center where they did their fingerprinting, and they can pick it up there. This card is the document that allows them to enter Finland and prove their right to reside and work.

In some cases, Finland now also issues a D visa alongside the residence permit to allow faster entry. A D visa is a 100-day multi-entry visa stamped in the passport once the permit is approved, letting the person travel to Finland immediately without waiting for the physical residence card. D visas are available for workers in fast-track categories (specialists, ICT, startup entrepreneurs, etc.) and their families. So, if your employee is in one of those categories, they could get to Finland within days of approval, using the D visa, and then receive the residence card in Finland. As the employer, once you hear the permit is approved, congratulate your new hire! You should then firm up the start date (if you haven’t already). In the rare case the decision is negative (denied), you’ll need to consult with the employee on possible appeals or alternative solutions – maybe adjusting the role or reapplying if it was a solvable issue. But assuming approval, the focus shifts to moving logistics.

8. Relocation and Arrival in Finland

With the work permit granted, the employee can now relocate. If they’re overseas, they’ll travel to Finland (ensure they have their passport and residence permit card or D visa at the border). If they’re already in Finland (some permits, like extensions or changes from student to work, can be done in-country), then once approved they can continue staying and start the job on the permit’s start date. As an employer, you might assist with practical relocation matters at this stage: booking flights, arranging temporary accommodation, or connecting them with a relocation service for help (finding an apartment, registering with authorities, etc.).

Upon arrival, several registrations need to happen. Most foreign employees should register in the Finnish Population Information System (at the Digital and Population Data Services Agency, DVV) to get a Finnish personal identity code if they didn’t receive one with the permit (often nowadays the permit includes it) and to register their local address. EU citizens, in particular, must register their right to reside at Migri within 90 days and also register at DVV to get an ID number. Also, within the first few days of work, the employee should visit the tax office to get a tax card/number (though if they have the ID code this is simpler). As the employer, you’ll need that tax information for payroll. It’s good to give the new hire a checklist for their first weeks (open a bank account, apply for a KELA card for health insurance, etc.). While some of these things are the employee’s personal responsibility, guiding them makes a huge difference in how quickly they settle.

9. Onboarding the Employee and Ongoing Compliance in Finland

Now the person is in Finland and ready to work – ensure a warm onboarding (see best practices below for details on helping foreign employees adapt). From a legal standpoint, treat the foreign employee just as you would a local hire in terms of enrolling them in payroll, pension schemes, and occupational healthcare. There are a couple of extra compliance steps: you must inform the insurance company that they are a new employee (to manage workers’ compensation and pension), and if applicable, notify the employment registry (In Finland, employers submit data to the Income Register for all employees’ wages – this includes foreigners). Keep copies of their residence permit card on file.

Mark down the permit’s expiry date and set a reminder a few months in advance – if you plan to continue their employment, they’ll need to apply for an extension about a month or two before expiry. While extension is the employee’s duty to apply, your role is to provide an updated employment verification and any new contract if extended. Note that if a worker has a continuous residence permit (after a few years), the process gets easier. But until then, track those dates. If the employee’s role changes or you promote them, consider if it affects their permit. Usually promotions within the same field are fine, but a drastic change (say from an engineering role to a sales role) might need Migri’s advice.

By following these steps, you can systematically handle the process of hiring or relocating a foreign worker to Finland. It might seem paperwork-heavy, but each step ensures that the employee can legally work and that both of you are protected. A bit of organization and early action (especially in gathering documents and applying well in advance of the desired start date) goes a long way to make international hiring efficient.

Legal Responsibilities and Compliance for Employers in Finland

Hiring internationally in Finland isn’t just about getting a visa – it also comes with ongoing legal responsibilities for you as the employer. Finnish law places a strong emphasis on fair employment and immigration compliance. Here are the key areas you need to pay attention to:

Verifying Work Authorization in Finland

Before the employee starts work (and periodically thereafter), you must verify that they have the legal right to work in Finland. For non-EU citizens, this means checking their residence permit card or decision letter to see that it’s valid and allows work in the position you’re offering. For EU citizens, you’d check their passport/national ID and ensure they register if needed. It’s wise to make photocopies of the relevant documents for your records. This isn’t just bureaucracy – if an inspector asks for proof that your foreign staff is legal, you should be able to produce it easily. Keeping these records is required by law.

Ensuring Correct Role and Conditions in Finland

Employers are responsible for making sure that the foreign employee’s job duties and conditions match what was stated in the work permit application. You cannot, for example, bring someone in as a “manager” and then have them do a completely different job – that could violate the terms of their permit. Similarly, you must pay at least the salary you promised (or more, if you gave them a raise – raises are fine!). Underpaying a foreign worker or changing their hours significantly could not only breach labor laws but also jeopardize their permit status. Finland has strict labor standards: all employees, including foreigners, are entitled to things like proper working hours, overtime pay, annual leave, and any benefits set by law or collective agreements. There’s also an expectation of non-discrimination – you must treat foreign workers equally to locals in terms of workplace safety, benefits, and so on.

Tax and Social Contributions in Finland

If you employ someone in Finland, you must fulfill all tax withholding and social security contribution obligations. This means registering as an employer with the Finnish Tax Administration if you haven’t already, withholding the correct income taxes from the employee’s salary (per their tax card), and paying employer contributions for pension (TyEL), accident insurance, unemployment insurance, and health insurance. Foreign employees generally join the Finnish social security system if they have a residence permit for at least a year. You might need to guide your employee to apply for a KELA social security number or card. Also, when a foreign employee starts, you should report the employment to the Income Register (a real-time database for wages) just like for any employee. Compliance with tax and social laws is closely monitored – failing to remit contributions for a foreign worker carries penalties just as it would for a domestic worker.

Notification Duties in Finland

While the employee’s permit application itself is something they submit, as an employer you have some notification duties. For instance, if you hire a person who is still abroad, in some cases you may need to notify the local employment office that they will be arriving (though this is often covered by the permit process itself). More importantly, if a foreign employee’s employment is terminated (especially if prematurely within the first permit period), you should inform the authorities (Migri or the TE Office). This isn’t an official “must” in all cases, but it is recommended so that the Immigration Service is aware that the basis of the permit has changed – it can affect things like whether the person can stay to look for a new job. Another scenario: if your company is inspected by the Occupational Safety and Health Administration, you must be able to show that any foreign workers have the right to work. There’s a legal requirement to notify the OSH authorities if you employ a third-country national for the first time (usually done via a form) – basically registering that you have foreign workers. Check the latest regulations on this, as the exact procedure can update.

Liability for Illegal Employment in Finland

Finland takes illegal employment seriously. If you, knowingly or even through negligence, employ someone who doesn’t have a right to work, you can face significant consequences. The Employment Contracts Act allows for fines ranging from €1,000 up to €30,000 for employers who hire people without proper residence status. In extreme cases, if there’s exploitation involved, there could even be criminal charges. Additionally, an employer can be held responsible for the costs of removing a person from the country if they worked illegally (for example, paying for their flights back). It’s not just direct hires – if you use subcontractors or agencies, you need to ensure those workers are legal too. Always demand to see permits for any non-EU worker on your site, even if they’re employed by another firm, because if authorities find an illegal worker, the Finnish client company can also face sanctions in some cases. The bottom line: verify, verify, verify – it protects your business.

Record-Keeping and Inspections in Finland

Make sure to maintain good records of your foreign employees’ employment period, permit copies, and the documents you provided during the application. Authorities like the tax administration, immigration, or labor inspectors have the right to review these. For example, an inspector may ask for proof that you provided a written contract, that you pay the wages you promised, or that the person’s work tasks align with their permit. Keeping a folder (physical or digital) for each foreign employee with all relevant paperwork is a smart practice. If an inspection happens, cooperating fully is important. Finland’s system is generally fair – if you’ve done your due diligence, you have nothing to fear from a compliance check.

Permit Extensions and Follow-Through in Finland

Employer responsibility doesn’t end once the first permit is issued. Many work permits are tied to continued employment. You should help your employee remember to apply for extensions on time (at least a month before expiry, and they can do it up to 3 months before). Often an extension (continued residence permit) is simpler because it may not involve the TE Office if the job and employer remain the same; but the employee will still need a new employment verification from you. Provide this quickly so they can submit their extension application. If an employee is switching from a fixed-term permit (B permit) to a continuous (A permit) after two years, similarly support them with any documentation needed. Also note, after four years of continuous residence, they might go for a permanent residence permit – your role is just to confirm their ongoing employment and maybe a new contract if needed at that stage.

Local Registration Obligations in Finland

Encourage and ensure that your foreign employees complete any local registrations (which indirectly also is an employer’s concern because it affects payroll). For instance, they should register at the local magistrate (DVV) to get an address and ID number, which you need for taxes. If they don’t, you might face issues in paying out salary properly. It’s in both parties’ interest that all bureaucratic steps are done.

By fulfilling these legal responsibilities, you not only avoid fines and issues but also build trust with your international employees. They’ll see that you are diligent and care about doing things by the book, which provides them job security and peace of mind. Compliance is a cornerstone of being a good employer in Finland – and it’s part of Finland’s reputation for rule of law and worker protection. Keep updated, as regulations can change (for example, a new government might tighten or relax some rules), and when in doubt, consult legal counsel or services that specialize in employment compliance.

Common Challenges for Employers in the Visa Process in Finland (and How to Solve Them)

Hiring foreign talent in Finland can yield great rewards, but employers often encounter a few challenges along the way. Here are some common issues and practical tips on how to address them:

Complex Regulations and Changing Rules in Finland

The immigration and work permit regulations can be complex and sometimes change with new laws or EU directives. An employer might struggle to stay updated on requirements for different permit types or new processes (for example, the introduction of fast-track or changes in salary thresholds). Solution: Dedicate some time to research and use official resources. The Finnish Immigration Service (Migri) website is very informative (with English pages for each permit type). Consider creating an internal guide or checklist based on the latest rules. It may also help to attend webinars or info sessions for employers on immigration (organizations like Business Finland or the local Chamber of Commerce occasionally hold these). If you have frequent cases, partner with an immigration expert or legal advisor who can alert you to changes. By staying informed, you can avoid compliance issues and confidently answer your management or candidate’s questions. Remember that a reliable Employer of Record service or a global mobility partner (like Rivermate or similar) can also help you navigate these regulations if it feels overwhelming, by handling visa compliance on your behalf.

Lengthy Processing Times and Start Date Uncertainty in Finland

Waiting for a work permit approval can be nerve-wracking. Standard processing can take one to three months (or more, if backlogged), which makes it hard to plan a start date for your new hire. Project timelines might suffer if a key specialist is stuck waiting for their visa. Solution: Build in buffer time and use expedited options when possible. Start the permit process the moment the employment contract is signed – do not wait. Always assume it could take the maximum estimated time (or even a bit longer) and plan accordingly. Communicate openly with the employee about realistic start dates. Finland’s fast-track service is a game changer for eligible cases: if your hire is a specialist, a senior manager, or a startup entrepreneur, encourage them to use fast-track so you potentially get approval in 2 weeks. Ensure all paperwork is perfect to avoid any additional queries that can slow things down. Also, consider interim solutions: could the person start working remotely from their current location for a short period while waiting for the permit? Finland allows remote work for foreign employees outside Finland without a permit (since the work authorization is only needed once they enter Finland), so you might onboard them remotely and then transition them on-site once the permit is ready.

Paperwork and Documentation Hassles in Finland

The volume of documents and forms for a work permit can be daunting. It’s easy to miss a document (like a specific appendix or an apostilled certificate), which can delay the process when Migri comes back asking for it. Solution: Create a standardized document list and process for your company. If you know you’ll hire internationally often, have a template email for new hires outlining exactly what documents they need to provide (and how to get them, e.g., “a legalized copy of your degree certificate”). Internally, maintain a folder of up-to-date forms and examples – for example, a sample filled TEM 054 form from a past successful case. Double-check each application packet before submission, using a checklist. One practical tip is to use the Enter Finland e-service exclusively; it has built-in guidance and won’t let you submit if mandatory fields are empty. If English isn’t your or your employee’s first language, consider getting translation help for documents or even using immigration services that will handle form-filling. A little extra effort up front to get all paperwork right can save weeks of back-and-forth later.

Communication and Language Barriers in Finland

English is widely spoken in Finland’s professional world, and Migri does provide services in English. However, not all documentation or correspondence is available in every language. Employers and foreign employees might find some official letters or websites only in Finnish. Additionally, your employee might not speak Finnish or understand systems like the online banking ID needed for identification, etc. Solution: Be prepared to play a supportive role in communication. If you have Finnish HR staff, involve them in deciphering any Finnish-only content. The employee may receive their permit decision or instructions in Finnish (though usually they choose English, sometimes mistakes happen), so help translate if needed. Likewise, when dealing with local authorities for registration, offering to accompany the new employee or arrange a translator can be very helpful. Many challenges here can be mitigated by using English-language resources: for example, the InfoFinland.fi site provides a lot of guidance in multiple languages for new residents. Encourage your foreign hires to take a Finnish language course eventually – it will empower them, though it’s not strictly necessary for the permit process. Patience and clear communication from your side will bridge most gaps; don’t assume the newcomer “just knows” how Finnish bureaucracy works, because it might be entirely different from their home country.

Cultural Integration and Employee Adjustment in Finland

Beyond the paperwork, a common challenge is helping the foreign employee (and possibly their family) adjust to life in Finland and your company culture. Things as simple as the Finnish lunch habits or the blunt communication style can be a surprise to newcomers. If the employee struggles to settle, it could affect their happiness and productivity at work. Solution: Provide resources and support for integration. This can range from professional relocation assistance (which might include an orientation tour, help with finding housing, registering for utilities, etc.) to internal mentoring. Assigning a “buddy” or mentor to the new hire – someone in the team who can show them the ropes socially and professionally – works wonders. Encourage the team to be inclusive: small things like explaining jokes, inviting the newcomer to coffee breaks (Finns love their coffee!), or checking in if they need help with anything can make them feel welcome. Also respect that the employee might face culture shock or initial loneliness, especially in the dark winter months. Be a bit flexible if they need time to handle personal logistics (like getting a daycare spot, or converting their driver’s license). Some companies facilitate Finnish language lessons as a perk – even basic Finnish skills can help the employee feel more at home and integrated. Remember that an employee who feels comfortable in the new environment will stay longer and perform better, so it’s in your interest to ease that transition.

Spouse/Family Considerations in Finland

Often, foreign hires relocate with a spouse or family. If the spouse can’t find a job or feels isolated, your employee might have second thoughts about staying. Solution: Where possible, extend some assistance to the family. This could mean connecting the spouse with recruiters or networks (Finland has programs and events for spouses of international workers). Be flexible if your employee needs to accompany their spouse to some integration courses or handle kids’ school enrollment – these are one-time tasks that help the whole family settle. If your company is large enough, providing an “expat support group” or including families in some social activities can create a sense of community. Simply being understanding goes a long way – for instance, around cultural or religious needs (acknowledging if your employee or their family celebrate different holidays and maybe giving a day off or a small gesture).

Unforeseen Delays or Issues in Finland

Sometimes, despite best efforts, things go wrong – a permit gets significantly delayed, a document from the home country is hard to obtain, or world events (like travel restrictions) interfere. Solution: Have contingency plans. If a start date has to be pushed back, can the employee work remotely temporarily? If a critical document (say a legalized marriage certificate for the spouse’s permit) is missing, can you expedite courier services or get help from an embassy? Keep your management and project leads informed that international hires have these uncertainties, so they build contingencies into their project plans. Also, maintain contact with the employee throughout; if they feel supported during a setback, they are more likely to stick with you and not abandon the move out of frustration. In some cases, you might escalate an issue – for instance, if a work permit is stuck far beyond normal times, a polite inquiry via your company’s government relations or directly to Migri might help (or there’s an Ombudsman for delays). These should be last resorts, but know they exist.

In summary, every challenge has a solution rooted in preparation, communication, and empathy. By anticipating these common hurdles and proactively addressing them, you’ll make the process smoother for both your company and the foreign employees. Many Finnish employers have gone through the same learning curve – don’t hesitate to seek peer advice or professional support when needed. Over time, you’ll develop in-house expertise and reputation as an organization that handles global talent mobility effectively, which is a competitive advantage in itself.

Best Practices for Relocating and Onboarding Foreign Employees in Finland

Bringing a foreign employee to Finland is about more than visas and logistics – it’s about setting them (and your company) up for long-term success. Here are some best practices for a smooth relocation and effective onboarding of international hires:

1. Start Relocation Support Early in Finland

The moment the offer is accepted and the permit process is underway, treat your future employee as part of the team. Provide them with a relocation guide or resources about Finland. For example, share information on Finnish housing markets, cost of living, and city guides for the area they’ll live in. If your company offers relocation assistance (temporary housing, movers, etc.), connect them with those services early so they can plan. Even recommending good neighborhoods or schools (if they have kids) is extremely helpful. Early support reduces anxiety and demonstrates that you care about their well-being, not just their output.

2. Offer a Warm Welcome in Finland

Traveling to a new country for work can be intimidating. Small gestures can make a big difference. Consider assigning someone to pick up the arriving employee from the airport, or if that’s not feasible, at least ensure they have clear instructions to reach their accommodation. Some companies prepare welcome packages – e.g., a SIM card for a local mobile phone, a public transport card, maps, or even some basic groceries if they arrive late. When they first come to the office, have their workspace ready with necessary equipment, and maybe a welcome card signed by the team. Introduce them to colleagues through a team lunch or coffee gathering in the first week. Finnish colleagues might seem reserved initially (culturally Finns are not very extroverted with strangers), so orchestrating these introductions helps break the ice.

3. Provide HR Orientation on Practical Matters in Finland

Foreign employees will have many questions about the Finnish systems. Dedicate time during onboarding to go over practical matters: how healthcare is organized (public healthcare vs occupational healthcare – clarify how they get medical services), how the social security number and tax card works, what to do if they get sick (sick leave policies), etc. Explain any Finnish-specific concepts like “TYKY activities” (workplace wellbeing activities) or usage of lunch vouchers, etc., that local hires might take for granted. Walk them through their payslip when they get the first one – Finnish payslips can be confusing with all the deductions listed. This kind of orientation builds confidence and prevents misunderstandings down the road.

4. Assign a Buddy or Mentor in Finland

Pair the new foreign employee with a friendly co-worker (or perhaps another employee who also relocated from abroad, if available) who can act as their “buddy.” This person should proactively check in with them weekly for the first couple of months, answering silly questions like “How do I mail a letter here?” or “What’s the deal with everyone going to lunch at 11 AM?” The buddy can also accompany them to lunch, invite them to social happenings, and help them understand workplace nuances (like how formal/informal things are, email etiquette, etc.). From a work perspective, if the foreign hire is unfamiliar with Finnish workplace norms, the mentor can coach them – for example, in Finland, hierarchy is quite flat and initiative is expected, which might be new to someone coming from a more hierarchical culture. Having a go-to person makes the new hire feel supported and integrated faster.

5. Encourage Cultural Exchange in Finland

Integration is a two-way street. Encourage your team to learn about the new hire’s culture as well, creating a mutual exchange. Maybe organize a small get-together where the new employee can share something about their home country (food, holidays, etc.), and your team can share Finnish traditions (like having them experience a sauna evening or a team bowling night – Finns love casual, activity-based socials). This not only helps the newcomer adapt but also enriches your team’s diversity awareness. Be mindful of language in meetings: if the team is mixed Finns and internationals, conduct meetings in English by default so nobody feels left out. It’s common in Finnish workplaces with international staff to adopt English as the working language even in casual chat when foreign colleagues are present – set this courteous example from management.

6. Provide Language Support (if desired) in Finland

While one can live and work in Finland in English (especially in many industries), learning Finnish (or Swedish, which is the other official language) can significantly help a foreign employee in daily life and integration. Consider offering language training as part of the benefits. Some companies hire a tutor for group classes at lunch once a week, or reimburse language course fees. Even basic Finnish skills (greetings, numbers, directions) empower the newcomer and show that you invest in their personal growth. It’s not mandatory, but it’s a nice best practice that pays off in employee satisfaction. On the flip side, also ensure any critical information (safety instructions, etc.) are available in English – don’t let language gaps become safety or performance issues.

7. Help with Family Relocation in Finland

If your employee is relocating with family, your best practices should extend to them. Offer flexibility in the employee’s first weeks so they can handle family logistics (finding daycare, registering kids at school, etc.). If your budget permits, you might engage a relocation agency for a “settling-in service” that covers things like spouse orientation, area tours, finding a doctor, etc. Some companies have found success in connecting expatriate families with each other – for example, if you have multiple foreign employees, encourage their families to meet and share experiences. A happy spouse and well-adjusted children will mean your employee can focus better at work and is more likely to stay long term.

8. Clarify Career Development Path in Finland

One concern foreign hires often have is how they will grow in a company where they might initially feel like an outsider. During onboarding and performance reviews, make it clear that they have equal opportunities for advancement. Outline the progression or training programs available. Assign meaningful work from the start that matches their skill level – this signals trust in their abilities. If there are any mentorship programs or continuous learning platforms, get them involved early. This combats any feeling of a “glass ceiling” and integrates them into the talent pipeline of your firm.

9. Foster Inclusivity in the Workplace in Finland

Ensure your company’s culture is inclusive. Simple measures include celebrating diverse holidays (for instance, acknowledge if they take a day off for a non-Finnish holiday important to them), accommodating dietary restrictions during company events, and having an open conversation about cultural differences. Finland has a fairly direct communication style; newcomers might misinterpret blunt feedback or silence. Educate both sides – coach the foreign employee that Finnish colleagues may communicate in a straightforward way that’s not meant to be rude, and remind Finnish staff that the newcomer might need extra context or encouragement to speak up. Encourage questions and make it safe for the new hire to ask “why does X happen this way here?” without judgment. An inclusive team will help the employee feel that Finland is not just a place to work, but a place where they belong.

10. Continuous Feedback and Check-ins in Finland

Don’t treat relocation and onboarding as a one-month process; the first 6 to 12 months are critical. HR and managers should periodically check in with the foreign employee beyond just work tasks. Ask how they (and their family) are settling in. Are they facing any hurdles with bureaucracy or socially? Is there something at work they find odd or challenging? These check-ins can catch small issues before they grow – maybe they didn’t get their tax card and now got taxed at a very high default rate, or maybe they feel isolated. By addressing these, you improve retention. It’s also a chance to get feedback on your relocation process. Perhaps they’ll mention that they wish they knew more about some aspect earlier – you can use that to improve the onboarding for the next hire.

Employers who follow these best practices often find that their international hires become some of the most loyal and productive employees. A positive relocation experience builds a strong foundation of goodwill. Moreover, your local team benefits from the diversity of thought and experience that a well-integrated foreign colleague brings. Over time, you’ll cultivate a reputation as an “international-friendly” employer, which will help attract even more talent. In a country like Finland, which is actively trying to attract more global experts, being good at relocation and onboarding is a hallmark of leading employers.

Conclusion

Hiring and relocating foreign employees to Finland may seem complex, but with the right knowledge and preparation, it can be incredibly rewarding. Rivermate helps employers with expert visa support and guidance in Finland.

Finland values skilled talent and has made strides to welcome it – as an employer, you stand to gain from this global talent pool by doing things the right way. In conclusion, focus on being thorough, patient, and empathetic throughout the process. Your efforts will pay off when your employee is happily contributing to your organization and you’ve expanded your company’s cultural horizon.