EOR · EUR (€)

Employer of Record in Finland

Finland's near-universal collective agreement coverage means most roles are governed by sector-specific terms even without a company signing anything directly, and holiday entitlement is earned through a specific "holiday credit year" mechanism rather than a simple calendar-year accrual. An Employer of Record structures both correctly from the first day.

Talk to us about Finland How our EOR works

xpath.global Employer of Record coverage — hire in Finland without a local entity

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Finland · EUR (€)

Why hire in Finland through an EOR

Finland is a strong market for deep-tech, gaming and telecommunications talent, with a workforce that expects — and largely receives — employment terms aligned to sector collective agreements as standard practice, whether or not the specific employer is a signatory. That near-universal coverage means the "generic Finnish contract" doesn't really exist; the applicable terms depend on identifying the right sector agreement.

Employment law essentials in Finland

Notice periods range from 14 days to six months depending on tenure. Probation is typically capped at six months for indefinite contracts (proportionally shorter for fixed-term roles). Annual leave accrues through a holiday credit year system — generally around 2.5 days per month of qualifying work, totalling roughly 30 days for a full year — a mechanic that differs meaningfully from calendar-year leave models used elsewhere.

How it works

How hiring through an Employer of Record works

Five clean steps from candidate selection to compliant, ongoing employment — with xpath.global as the legal employer on record.

Diverse international team collaborating on cross-border hiring through an Employer of Record

The result

You operate as if the employee were on your internal team — without entity setup, cross-border compliance risk or payroll complexity.

01
Step 01
Select your candidate
Identify the person you want to hire — anywhere across Europe. We support hiring in 20+ European countries, whether it's a new recruit, a converted contractor or an internal transfer.
02
Step 02
Immigration & relocation readiness
Before the contract is signed, our in-house mobility team checks what's required for the move: work permits, visas, residence registration, posted-worker notifications, A1 certificates, home search, school support and settling-in. Because xpath.global combines EOR with global mobility, employment and relocation are orchestrated by one case owner — not bounced between vendors.
03
Step 03
Employment setup through xpath.global
Onboarding typically begins within a few business days of candidate confirmation. xpath.global drafts a locally compliant employment contract and hires the employee through our in-country entity — no need for you to open a legal presence.
04
Step 04
Payroll, taxes and benefits administration
We run payroll coordination, income tax, social security and statutory benefits in line with each country's labour law — plus supplementary benefits (private health, pension, equity) when your policy calls for them.
05
Step 05
Ongoing employment and HR support
xpath.global maintains continuous compliance, contract updates, leave, expenses and offboarding — while you manage the employee's day-to-day work exactly as you would with an internal hire.

Payroll, tax & immigration in Finland

Finnish payroll includes progressive income tax and social insurance contributions split between employer and employee. EU/EEA nationals have free movement; non-EU hires need a residence permit for an employed person, generally requiring a labour market assessment for certain sectors before approval.

How xpath.global's EOR works in Finland

Your case owner identifies the applicable sector collective agreement, structures leave accrual under the correct holiday credit year mechanism, and — for non-EU hires — manages the residence permit for employed persons under one case owner.

Always-on compliance

Stay compliant while you grow — everywhere.

Contracts, minimum wage, statutory benefits, terminations and local labour law across 20+ European countries. Our compliance team monitors changes so your team never gets caught out.

Full employee lifecycle — hire, adjust, terminate
Regulatory monitoring and proactive alerts
200+ legal experts specialised by country
Data protection: GDPR, SOC 2 aligned processes

Talk to a specialist

20+

European countries covered

UK, DE, ES, FR, NL, IT, PL, RO…

200+

In-house legal and tax experts

Country-specialised, on your case

24×7

Dedicated customer support

One case owner, no ticket queues

120+

Currencies to pay your employees

Multi-currency payroll & FX

Pricing

Pay, manage and grow your global team.

Transparent, per-employee pricing across the services that surround the EOR relationship — employment, immigration, contractors and full mobility. All plans include a dedicated case owner and platform access.

Employer of Record

Employ talent across Europe without setting up a local entity.

Starting at

Tailored

per employee / month

Legal employment in 20+ European countries
Locally compliant contracts & onboarding
Payroll, tax & social security handled
Statutory + supplementary benefits
Automated compliance & filings
24/7 HR & legal expertise

Book a demo

Immigration Compliance

Employer of Record bundled with work authorization and visas — one case owner end-to-end.

Custom

Tailored

priced by scope

Legal employment in 20+ European countries
Locally compliant contracts & onboarding
Payroll, tax & social security handled
Work permit & visa processing
In-house immigration specialists
Family & dependant support
Posted-worker & A1 filings
Same case owner across EOR & immigration

Talk to us

Contractor Management

Engage and pay global contractors compliantly.

Starting at

Tailored

per contractor / month

Compliant contractor agreements
Payments in 120+ currencies
Misclassification risk checks
Automated invoicing & tax forms
Centralized contractor dashboard

Book a demo

Indicative pricing. Final quotes depend on country, role and volume — we confirm the exact monthly and one-off fees before you sign.

FAQs — Employer of Record in Finland

Do we have to sign a Finnish collective agreement to hire someone?+

Not directly, but Finland's near-universal collective agreement coverage means sector terms often apply regardless. xpath.global identifies which agreement governs your role and structures the contract accordingly.

How does Finnish holiday accrual work?+

Through a holiday credit year system based on months of qualifying work rather than simple calendar-year accrual. xpath.global calculates this correctly for each hire.

Can xpath.global sponsor a non-EU work permit in Finland?+

Yes — our immigration team manages the residence permit for employed persons process alongside the employment contract.

Forward look

Finland's deep-tech and gaming sectors continue to compete for the same specialized talent pool as neighbouring Nordic markets, making correctly applied collective agreement terms a genuine factor in candidate experience, not just compliance.