Melintasi perbatasan memperluas jangkauan Anda ke pelanggan dan talenta baru, sambil memperkenalkan seperangkat aturan ketenagakerjaan baru. Finlandia menonjol karena keseimbangan kehidupan kerja yang kuat, komitmen terhadap kesetaraan, dan tenaga kerja yang terampil. Kekuatan itu datang dengan peraturan dan perlindungan karyawan, jadi Anda perlu memahami persyaratan lokal sebelum memulai perekrutan Anda.
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 memungkinkan Anda untuk mempekerjakan talenta terampil di negara 180+, termasuk Finlandia, dengan cepat dan mudah - tanpa mendirikan entitas baru. Bangun tim Anda dengan ketenangan pikiran mengetahui TIM ahli ketenagakerjaan yang berdedikasi menangani kebutuhan SUMBER DAYA MANUSIA dan hukum Anda di Finlandia.
Sederhanakan perekrutan di Finlandia dengan Employer of Record
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.
Employer of Record Finlandia membantu Anda tetap patuh. EOR memastikan semua ketentuan ketenagakerjaan memenuhi atau melampaui Kode Ketenagakerjaan Finlandia dan PKB yang berlaku. Ini mengurangi risiko hukum bagi perusahaan Anda.
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.
The Employer of Record proses penerimaan karyawan di Finlandia
- 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.
Lihat cara kerja Employer of Record
Perjanjian kerja di Finlandia
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.
Employer of Record Finlandia menyusun kontrak yang sesuai atas nama Anda, memastikan semuanya selaras dengan hukum Finlandia dan persyaratan kesepakatan perundingan bersama.
Hak cuti di Finlandia
Jam kerja di Finlandia
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
Hari libur nasional di Finlandia
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.
Hari libur nasional adalah:
- Hari Tahun Baru
- Epiphany
- Jumat Agung
- Minggu Paskah
- Senin Paskah
- Hari Buruh(May Day) (Vappu)
- Hari Kenaikan
- Pantekosta
- Hari Pertengahan Musim Panas
- Hari Semua Orang Kudus
- Hari Kemerdekaan
- Hari Natal
- Boxing Day (St. Hari Stefanus)
Hari-hari liburan di Finlandia
Karyawan memperoleh hari liburan berdasarkan berapa bulan mereka bekerja sepanjang tahun (April 1—Maret 31). Sebulan diperhitungkan dalam akrual jika seorang karyawan bekerja setidaknya 14 hari atau 35 jam di bulan itu.
- 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).
Sebagian besar hari liburan diambil selama musim liburan musim panas (Mei 2-September 30). Karyawan juga biasanya mendapatkan bonus liburan (lomaraha) — 50% dari gaji cuti mereka. Bonus ini bukan hak hukum, tetapi diamanatkan oleh sebagian besar CBA dan merupakan praktik umum.
Cuti sakit Finlandia
Seorang karyawan yang telah bekerja setidaknya selama satu bulan berhak atas cuti sakit yang dibayar. Perusahaan membayar gaji penuh untuk hari pertama sakit, ditambah sembilan hari kerja berikutnya. Setelah ini, karyawan mungkin memenuhi syarat untuk tunjangan sakit dari Lembaga Jaminan Sosus (Kela), berdasarkan penghasilan mereka. Jika pekerjaan berlangsung kurang dari satu bulan, karyawan mendapat 50% dari gaji mereka.
Cuti orang tua di Finlandia
Finlandia memiliki sistem cuti orang tua netral gender. Karyawan yang mengharapkan berhak atas cuti tunjangan kehamilan 40 hari kerja sebelum tanggal jatuh tempo anak. Setelah anak lahir, cuti orang tua adalah sebagai berikut:
- Setiap orang tua mendapatkan 160 hari.
- Orang tua dapat mentransfer hingga 63 hari ke orang tua lain atau pengasuh lain.
- Orang tua tunggal dapat menggunakan semua 320 hari.
- Cuti dapat digunakan secara fleksibel hingga anak berusia dua tahun.
Selama cuti, Kela membayar tunjangan orang tua. Beberapa CBA mungkin mengharuskan perusahaan untuk membayar gaji penuh untuk sebagian cuti.
Bagaimana Employer of Record di Finlandia membantu mengelola hak cuti
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.
Asuransi kesehatan dan manfaat tambahan di Finlandia
Finlandia memiliki sistem perawatan kesehatan publik yang baik, jadi asuransi kesehatan swasta ekstra bukanlah manfaat standar. Namun, pengusaha harus secara hukum menyediakan dan membayar layanan kesehatan kerja (työterveyshuolto) untuk semua karyawan.
Bagaimana Employer of Record membantu dengan tunjangan di Finlandia
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.
Bonus di Finlandia
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:
- Bonus liburan ( 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.
Pemutusan dan pemutusan di Finlandia
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.
Mengakhiri kontrak yang tidak terbatas lebih sulit. Ini harus terkait dengan perilaku karyawan, atau dengan kinerja keuangan perusahaan atau alasan terkait produksi.
Proses pemutusan di Finlandia diatur secara ketat, tetapi tidak ada persyaratan hukum untuk pembayaran pesangon jika pemutusan itu sah. Namun, jika pengadilan menemukan bahwa itu melanggar hukum, seorang karyawan berhak atas kompensasi, biasanya mulai dari gaji bulan 3-24.
Periode pemberitahuan minimum untuk perusahaan adalah:
- 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
EOR di Finlandia mengelola semua proses pelepasan karyawan, pemutusan, pesangon, dan pemberitahuan, termasuk pajak gaji akhir. Ini bisa rumit dan memakan waktu, jadi memiliki mitra Employer of Record Finlandia yang tepat adalah suatu keharusan.
Penggajian dan pajak di Finlandia
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:
- Asuransi pensiun yang terkait dengan penghasilan wajib (TyEL)
- asuransi kesehatan
- Asuransi pengangguran
- Asuransi kecelakaan dan asuransi jiwa kelompok
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:*
PENGHASILAN KENA PAJAK (EUR) | PAJAK PADA KOLOM 1 (EUR) | PAJAK ATAS KELEBIHAN (%) |
|---|---|---|
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% |
Lebih dari 52,100 | 11,053.55 | 37.50% |
*Source: https://taxsummaries.pwc.com/finland/individual/taxes-on-personal-income
Karyawan juga membayar:
- Pajak kota — tarif pajak bervariasi menurut kotamadya, tetapi ini berkisar dari 4.7-10.9%
- Pajak gereja jika mereka adalah anggota Gereja Evangelis-Lutheran, Ortodoks, dan Gereja Jerman Finlandia di Finlandia - biasanya berkisar antara 1-2%
- Sebagian dari kontribusi jaminan sosial - kesehatan, pensiun, dan asuransi pengangguran
EOR Finlandia menghitung gaji dan bonus karyawan, bersama dengan pemotongan, seperti pajak pendapatan dan kontribusi jaminan sosial. Ini menghemat waktu dan sakit kepala Anda sambil membuat Anda tetap patuh pada peraturan pajak dan penggajian Finlandia.
Memilih Employer of Record di Finlandia
Saat memilih Employer of Record di Finlandia, pertimbangkan hal berikut:
- 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.
Gunakan G-P Employer of Record untuk perekrutan global di Finlandia
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.
