Hire your remote team in Finland

Rivermate is a global employment solutions company that provides Employer of Record services in Finland.

As an employer of record, we help you hire employees and run payroll services in Finland, allowing you to avoid the necessity of first establishing a branch office or subsidiary in Finland.

It is not necessary to establish an entity in order to hire an employee. We can hire your employee in any country with a few mouse clicks. Using our Employer of Record solution, you can have full compliance, benefits, and automated payments.

If you wish to hire a remote team in Finland or individually hire remote employees in Finland, Rivermate’s global employer of record services will make sure that the process will be as seamless as possible for you.

Send us a message so we can talk about how Rivermate’s Employer of Record Finland services can best help your company!

Ethiopia's cost of living is $732, which is 1.27 times less costly than the global average. Ethiopia scored 114th out of 197 nations in terms of cost of living and 149th in terms of quality of life.

In Ethiopia, the average after-tax earnings is $189, which is enough to meet living costs for 0.3 months.

Why does living in Ethiopia cost 3.9 times the average salary? Because we have a reference point of a developed nation lifestyle, and sustaining such a quality of living in certain least developed countries is difficult and costly. As a result, the expenses of living in Ethiopia for natives and foreigners varies dramatically.

Gaming, ICT, Health, and Bioeconomy are key businesses that have evolved in Finland. As technology and lifestyle develop, so does the need for exceptional people to lead growth. With increasing demand from the health care industry and inadequate supply, there is a gap that must be bridged over the next several years.

Employee protection is Finland's main concern, hence employment laws have been tailored to protect and serve them. The Intra-Corporate Transfers Act was passed in 2018 in order to offer an effective method for transferring workers from third nations inside Finland and other EU countries. To dwell and work in any other EU member states, a single intra-corporate transferee permit is sufficient.

Since 2018, the new Seasonal Work Act has made it simpler to hire seasonal labor, particularly third-country nationals. Previously, no protections were given by Finnish statute.

The main sources of employment law include,

- The Employment Contracts Act

- Working Hours Act

- Act on Co-operation within Undertakings

- Act on Equality between Women and Men

- Act on the Protection of Privacy in Working Life

- Collective Bargaining Agreements

With a population of nearly five million people, Finland's GDP in 2019 was USD 268.76 billion, accounting for 0.22 percent of the global economy.

Over the last several years, there has been an inflow of immigrants, with around 75% of all immigrants being of working age. In 2018, net immigration was anticipated to be approximately 12000. Estonians, Russians, Iraqis, and Chinese have historically dominated Finland's total foreign population.

For many years, the Finnish economy was based on forestry, but with fast expansion and lifestyle changes, Finland's economy has diversified dramatically. Electronics, chemical production, engineering, and manufacturing have all had a significant effect on Finland's total economy.

Because to the Covid-19 pandemic, everyone has been compelled to adopt a "work-from-home" style, making a reliable internet connection an imperative need. Top recruiters in Finland have adapted to this form of work and equipped their workers with the tools they need to do so. Finland is one of the most connected nations in the world, with more than 90% of homes having internet connection. Because high-speed connections are accessible even in isolated rural locations, WhatsApp is the most popular social media platform in Finland.

Compensation laws in Finland do not mandate a minimum wage, but collective agreements may specify minimum salary requirements for specific industries.

Employee bonuses are not required by law, but they are common. A collective bargaining agreement, for example, may include a provision for a holiday bonus of approximately 50% of the pay for that annual holiday. Employers have the option of paying this bonus to employees before or after the holiday.