跨境拓展了你对新客户和人才的覆盖面，同时引入了一套新的就业规则。芬兰以其良好的工作与生活平衡、对平等的承诺和熟练的劳动力而脱颖而出。这些优势来自法规和员工保护，因此在开始招聘之前，你需要了解当地的要求。
A Finland employer of record (EOR) like G-P manages the entire employment lifecycle — from onboarding to offboarding. We take care of payroll and taxes, contract generation, benefits, severance, and everything in between.
G-P 允许您快速轻松地在包括芬兰在内的 180 + 个国家/地区招聘熟练人才，无需设立新的实体。知道一支由专业就业专家组成的团队正在处理您在芬兰的人力资源和法律需求，因此您可以高枕无忧地组建您的团队。
使用专业雇主简化芬兰的招聘流程
Finland’s employment is heavily influenced by trade unions and collective bargaining agreements (CBAs). Unions negotiate these agreements for their members, and they usually have more favorable terms than the law. CBAs cover salaries, working hours, and leave.
芬兰专业雇主可以帮助您保持合规。就业经营者确保所有就业条款符合或超过《芬兰劳动法》和任何适用的 CBA。这可以减轻贵公司的法律风险。
A Finland EOR, such as G-P, handles payroll processing, manages vacation days, administers benefits, and oversees onboarding and offboarding. Using a Finland EOR is a win-win: You don’t need to set up a legal entity, which reduces your business’s admin burden.
芬兰的专业雇主聘用流程
- Partner with a reputable global EOR. A Finland EOR with local expertise can guide you through legal challenges.
- Source your ideal candidate. You find the best talent for your needs, and the EOR handles the rest.
- Draw up a compliant employment contract. A Finland EOR drafts a locally compliant contract that reflects all CBA terms, including salary, working hours, and notice periods.
- Onboard and manage your team. The EOR manages all aspects of the employment lifecycle. This includes registering your professional with Finland’s tax and social security systems and administering benefits.
观看专业雇主的工作原理
芬兰的雇佣合约
Verbal agreements are valid and enforceable in Finland, but we recommend drafting a written contract. This contract must detail the core employment terms, including pay, benefits, and termination conditions.
Salaries are usually stated in euros (EUR), but this isn’t a legal requirement unless work is performed abroad. You must share the contract with your professional by the first pay period.
芬兰 专业雇主 代表您起草一份合规合同，确保一切都符合芬兰法律和 集体劳资谈判协议 要求。
芬兰的休假权利
芬兰的工作时间
The standard workweek in Finland is 40 hours. According to the Working Hours Act, a workday can’t be longer than eight hours. Many CBAs, however, specify shorter hours.
Total working hours, including overtime, can’t exceed an average of 48 hours a week over a four-month period. Overtime work needs employee consent on each occasion and is compensated as follows:
- Daily overtime: 150% of the regular rate for the first two hours and 200% for subsequent hours
- Weekly overtime: 150% of the regular rate
- Time off in lieu: Overtime pay can be exchanged for paid time off if mutually agreed
芬兰的公共假日
Finland has 13 paid public holidays. While Christmas Eve and Midsummer Eve aren’t official holidays, they’re treated as such by most employers under CBAs or common practice.
公共假期是
- 元旦
- 主显节
- 耶稣受难日
- 复活节星期日
- 复活节星期一
- 五月节（瓦普）
- 耶稣升天节
- 圣灵降临节
- 仲夏节
- 万圣节
- 独立日
- 圣诞节
- 节礼日（St.斯蒂芬日)
芬兰的假期
员工根据他们在一年中的工作月数来累积休假天数（4 月 1 —3 月 31）。如果员工在该月工作至少 14 天或 35 小时，则该月计入应计收入。
- Less than one year of service: Employees earn two days’ leave per qualifying month (24 days per year).
- Over one year of service: Employees earn 2.5 days’ leave per qualifying month (30 days per year).
大部分假期都在暑假期间（5 月2- 9 月30 ）。员工通常还会获得假日奖金（lomaraha）——假日工资的 50%。这种奖金不是一项合法权利，但它是大多数CBA强制要求的，并且是常见的做法。
芬兰病假
工作至少一个月的员工有权享受带薪病假。雇主为患病的第一天以及接下来的九个工作日支付全额薪水。此后，员工可能有资格根据其收入获得社会保险机构（Kela）的疾病津贴。如果工作持续不到一个月，则员工将获得其工资的 50%。
芬兰的育儿假
芬兰实行不分性别的育儿假制度。准员工有权在孩子到期日之前获得 40 个工作日的孕期补贴假。孩子出生后，育儿假如下：
- 父母双方各有160 天。
- 父母一方最多可将63 天的时间转移给另一方或其他看护人。
- 单亲家长可使用所有320 天。
- 在孩子两岁之前，可以灵活使用假期。
休假期间，Kela支付育儿津贴。一些CBA可能要求雇主为部分休假支付全额薪水。
芬兰专业雇主如何帮助管理休假待遇
A Finland EOR ensures your business complies with Finnish labor laws and CBAs. Use a Finland EOR to manage labor requirements like vacation days, sick leave, and Finland’s progressive parental leave system — including parental leave payments — so you don’t have to.
芬兰的健康保险和补充福利
芬兰拥有良好的公共医疗体系，因此额外的私人健康保险不是标准福利。但是，雇主必须合法地为所有员工提供和支付职业保健服务（yyöterveyshuol to）。
在芬兰，专业雇主如何帮助他们发放福利
A Finland EOR manages and administers all mandatory benefits on your behalf. The EOR will also stay updated on regulatory changes. This reduces risk, so your team is free to focus on core business operations.
芬兰的奖金
Bonuses are set by CBAs, employment contracts, or established company practice. Although they aren’t legally required, bonuses can make your offers more competitive. Common bonuses include:
- 假日奖金 ( lomaraha ): This is one of the most expected bonuses in Finland. It’s typically set at 50% of the employee’s annual holiday pay.
- Performance bonus: This is based on individual, team, or company performance. It’s often tied to specific results.
- Profit-sharing bonus: Some companies distribute a share of profits to employees as a fixed amount or a percentage of salary.
- Seniority or loyalty bonuses: Given for long service or loyalty to the company.
芬兰的结束聘用和遣散
A contract may include probation of up to six months, during which either party can terminate the contract without notice. For fixed-term contracts, probation can’t be more than half the contract's length.
终止无限期合同则更为困难。它必须与员工的行为、雇主的财务业绩或与生产相关的原因有关。
芬兰的结束聘用程序受到严格监管，但如果结束聘用合法，则没有法律要求支付遣散费。但是，如果法院认定这是非法的，则员工有权获得薪酬，通常从 3 — 24 个月的薪水不等。
雇主的最低通知期限为：
- Up to one year of service: 14 days
- 1–4 years: One month
- 4–8 years: Two months
- 8–12 years: Four months
- Over 12 years: Six months
芬兰的专业雇主管理所有离职、结束聘用、遣散和通知流程，包括最终工资税。这些可能既复杂又耗时，因此必须找到合适的芬兰专业雇主合作伙伴。
芬兰的工资和税收
In Finland, payroll considerations include state tax, municipal tax, and social security payments.
Employer social security contributions: Total employer contributions are around 22–25% of total salary, covering:
- 与收入挂钩的法定养老保险（TyEL）
- 健康保险
- 失业保险
- 意外和团体人寿保险
Employee taxes and contributions: Employees contribute to income tax and social security. Income tax is progressive, so it gets higher based on how much you earn. For 2026, the state income tax rates are:*
应税收入（欧元） | 1 (欧元) | 超额税 (%) |
|---|---|---|
0-22 、000 | 0 | 12.64% |
22,000-32 、600 | 2,780 。80 | 19.00% |
32,600-40 、100 | 4,794 。80 | 30.25% |
40,100-52 、100 | 7,063 。55 | 33.25% |
超过52 、100 | 11,053 。55 | 37.50% |
*Source: https://taxsummaries.pwc.com/finland/individual/taxes-on-personal-income
员工还支付：
- 市政税 — 税率因城市而异，但范围从 4 不等。7 — 10.9%
- 如果他们是芬兰福音路德教会、东正教会和芬兰德意志教会的成员，则需缴纳教会税--通常为1- 100 欧元。2%
- 社会保障缴款的一部分 — 健康、养老金和失业保险
芬兰 专业雇主 计算员工的薪水和奖金以及预扣，例如所得税和社会保障缴款。这样可以节省您的时间和麻烦，同时让您与芬兰的税收和工资法规保持合规。
在芬兰选择专业雇主
在芬兰选择专业雇主时，请考虑以下几点：
- Compliance expertise: The right EOR has in-depth knowledge of Finnish labor laws, including the labor code, CBAs, and local tax regulations. This ensures all employment practices, from contracts to termination, are fully compliant.
- Comprehensive EOR solutions: Choose an EOR that manages all aspects of employment, including payroll processing, tax remittances, benefits administration, leave management, and offboarding.
- Local market understanding: Look for a Finland EOR with a strong local presence or proven experience in the country.
- Scalability and flexibility: The EOR should accommodate your needs, whether you're hiring a single employee or a global team, and grow with your business.
- Technology and integration: An AI-powered EOR simplifies onboarding, management, and employee payment. Look for an EOR that integrates with existing HCM, PEO, or payroll systems to streamline operations.
- Transparency and communication: Choose an EOR that offers clear communication channels, transparent pricing, and regular updates on compliance changes.
- Reputation and references: Research the EOR's reputation, client testimonials, and industry recognition to ensure they have a track record of reliability and success.
- Data security and compliance. Ensure your EOR follows strict data security protocols like GDPR. This is critical for protecting sensitive employee information and maintaining compliance.
使用 G-P 专业雇主 在芬兰进行全球招聘
G-P EOR is the award-winning, AI-enabled global hiring solution that empowers startups, SMBs, and enterprise businesses to build global teams with ease. Onboard, manage, and pay top talent in over 180 countries in minutes, without the complexity of entity setup.
G-P EOR is the preferred partner for leading HCM, PEO, and payroll platforms. Bring your workforce data together in one place to maintain existing workflows while keeping accurate data across your integrated systems.
Request a proposal to start hiring in Finland today.
