To get the best help for your situation, first answer the questions on the Preliminary questions page.
Recruiting an employee
- Preliminary questions
- Plan the recruitment
- Find a suitable employee
- An agreement with a temporary agency
- Apprenticeship agreement
- Traineeship agreement
- Employment contract for an employment relationship
- Variable working hours contract
- An employment contract with a minor
- When must an employee be given a written account of the terms of employment?
- Conditions of employment of a foreign employee
- Foreign employee's right to work in Finland
- Residence permit for a foreign trainee
- Help an employee from abroad apply for a residence permit
- Submit an employee notification
- Should a written agreement be made on remote work?
- Non-disclosure agreement
- Non-compete agreement
- Prepare for the arrival of an employee
- Recruitment checklist
Make the necessary contracts with the employee
An agreement with a temporary agency
In temporary agency work, the employment relationship is between the temporary agency and the employee, so you do not have to enter into an employment contract with the employee. Instead, you enter into an agreement with the temporary agency on hiring an employee. Among other things, the agreement specifies the duties of the temporary agency employee and the amount of compensation paid by your company.
In apprenticeship training, your company makes:
Remember that if you apply for a pay subsidy from the TE Office, the apprenticeship agreement or employment relationship cannot start before a decision on the subsidy is made.
When a suitable student is found, perform the following:
Employment contract for an employment relationship
When you hire an employee, you enter into an employment contract with them in which you agree on the work, the salary to be paid for the work, and other benefits and terms and conditions of the employment relationship. You can also agree on a trial period in the employment contract, during which it is possible to ensure that the employee is suitable for the work tasks.
An employment contract should always be made in writing and signed before the start of the work, even though an oral and electronic agreement are possible. This makes it possible to prove later what has been agreed between the employer and the employee. Make the employment contract in two copies: one for your company and one for the employee.
It is possible to conclude an employment contract in free form. Using an employment contract template helps you to take into account all necessary things.
You can check the main terms and conditions of an employment relationship in the Employment Contracts ActOpens in a new window. so that everything that is necessary is agreed upon in the employment contract.
For help with concluding an employment contract, contact the occupational safety and health authorities' advisory service or the entrepreneurs' organisation, if you are a member of one.
Variable working hours contract
If the demand for labour is not fixed, variable working hours may also be agreed in the employment contract.
Variable working hours refer to work time arrangements where the employee’s work time varies between a minimum amount and maximum amount during a specific period pursuant to their employment contract, or a work time arrangement where the employee commits to carrying out work for the employer when separately called on to do so.
An employment contract with a minor
You may conclude an indefinitely valid employment contract also with a minor if they are at least 15 years old and have completed their compulsory education.
Other matters to be taken into account when concluding an employment contract with a minor:
Also note that the rights and obligations of a young worker in an employment relationship are partly determined differently from those of an adult worker.
When must an employee be given a written account of the terms of employment?
Give your employee a written account of the terms of employment if you enter into an employment contract orally and the employee works for at least three hours a week during a period of four consecutive weeks. An account must also be provided if the minimum requirements of the employment contract are not stated in the written employment contract.
The written account must be given as soon as possible. You can give the account as one or more documents or by referring to the law or collective agreement applicable to the employment relationship.
If an employee repeatedly works in your company under the same terms and conditions in fixed-term employment relationships of less than one month, you do not have to present the account repeatedly, if the terms and conditions of employment do not change. However, if the terms and conditions change, inform your employee of the new terms and conditions in writing without a separate request.
Conditions of employment of a foreign employee
Foreign employees are subject to the same terms and conditions of employment as Finnish employees.
The employer and the employee must agree on the terms and conditions of the employment relationship before obtaining a work-based residence permit, since the employer must provide information on the terms and conditions of the employment relationship in the application for a residence permit.
An employment contract can be concluded either before or after the employee's arrival in Finland.
Foreign employee's right to work in Finland
The employer must:
Please note that foreign workers already in Finland may have the right to work even if they do not have a residence permit on the basis of employment. They may have a residence permit in Finland, for example on the basis of family ties or studies.
You can find information on the right to work with different residence permits on the Finnish Immigration Service's Work in Finland pageOpens in a new window..
Residence permit for a foreign trainee
If the trainee arrives:
If you are hiring for a traineeship a foreigner who is already residing in Finland, check from the residence permit card that they have the right to work. For example, a student can complete practical work training that is part of their studies with a student's residence permit.
Help an employee from abroad apply for a residence permit
If your employee does not live in Finland and:
There are no work permits in Finland, but there are more than 20 different residence permits that can be applied for on the basis of work. On the Finnish Immigration Service's Applications page, familiarise yourself with the different employee's residence permits and advise your employee to apply for the right type of permit.
The employee must apply for a residence permit themselves in the Enter Finland service before arriving in Finland. As an employer, you must participate in submitting the application by providing the necessary information in Enter Finland, where you can also pay the processing fee for the application.
Submit an employee notification
If you hire an employee from outside the EU, you must provide the TE Office or the local government pilot project with information on the work, i.e. the name of the employee, the duration of the employment relationship, the salary and the applicable collective agreement.
You do not need to submit the notification if your worker has just applied for a residence permit on the basis of work, and you have typed in the terms and conditions of employment in your worker's residence permit application.
You can submit the notification in the Employer's Enter Finland service.
Should a written agreement be made on remote work?
Remote work is a way of organising work. An employee cannot demand a possibility to work remotely and the employer cannot force an employee to work remotely. As a rule, remote work is subject to all laws and agreements concerning the employment relationship.
It is not mandatory to make a separate agreement on remote work; instead, the employer can make remote work possible by providing instructions. In some situations, it is advisable to make a written agreement on remote work and then add the agreement as an appendix to the employment contract.
Employees also keep their business secrets secret even without separate agreements. If necessary, you can conclude a separate non-disclosure agreement with the employee, by which the employee undertakes to keep the employer's business secrets and confidential information secret.
The agreement should always be made in writing. It is a good idea to record at least:
The agreement should also include a non-disclosure provision for the period after the termination of the employment relationship.
The non-disclosure agreement can be strengthened by a contractual penalty.
A non-compete agreement refers to all agreements or terms and conditions that restrict an employee's ability to find employment with another employer after the previous employment relationship has ended. An agreement that prevents an employee from engaging activity that competes with their employer after the termination of an employment relationship, is also a non-compete agreement under the Employment Contracts Act.
A non-compete agreement can only be concluded for a particularly weighty reason related to the employer's activities or employment relationship. The non-compete agreement does not bind the employee if the employment relationship has ended for a reason attributable to the employer.
A compensation which is 40–60 % of the employee's salary must be paid for the duration of the non-compete agreement.