Living and working conditions: Finland

Implementation

The duration of traineeships varies. In most cases, traineeships are full-time.

Living and working conditions

no information available

Where to find opportunities 

Traineeships can be inquired directly from the employer, but in this case it is especially important to find out whether it would be a paid traineeship. Traineeships can also be mentioned on the social media of companies and organizations. Traineeships can be found on the following pages:

Funding and support

no information available

Living and working conditions

no information available

Where to find opportunities 

In general, the apprentice finds the employer independently or keeps working for their current employer. Apprenticeships can also be found on Job Market Finland (https://tyomarkkinatori.fi)

Funding and support

Apprenticeships are based on employment contracts and the apprentices are paid during the apprenticeship. Apprentices are eligible for student allowance during their theoretical studies, the duration of which is confirmed by the training provider in the apprenticeship contract.

Nearly two-thirds of Finns live in privately-owned housing. The availability of rented accommodation varies from one place to another. It may be difficult to find a suitable home at a reasonable price in the Helsinki Metropolitan Area and in other large towns. The level of rent in Helsinki is considerably higher than in the rest of Finland, particularly in the city centre. If you already have a job when you move to Finland, or if you have been offered a job, you can ask your employer to help you find somewhere to live. You can obtain further information about the various types of housing support from the Social Insurance Institution (Kela).

Private landlords mainly advertise rental properties on websites and social media, and sometimes in newspapers. A rental property can also be found through a real estate agency or through a social media advertisement. Newspapers also publish estate agent addresses.

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In Finland, each municipality is responsible for organising basic education for all children living within its jurisdiction. The municipalities’ websites contain information about early childhood education and the organisation of pre-school and basic education. National educational targets are also applied to early years education. You can apply for municipal day care for your child all-year-round, according to your childcare needs. Children are entitled to free pre-school education for one year before comprehensive school education begins.

Comprehensive school education has grades 1–9. Comprehensive school education usually begins at the age of 7, and the majority of pupils graduate from comprehensive school education at the age of 16. In Finland, compulsory education continues until the age of 18 or until the young person graduates from general upper secondary education or vocational education. Studies can take place, for example, at an upper secondary school, vocational school or through an apprenticeship. These are referred to as upper secondary education. After this, the student has completed their compulsory education. Information on applications for post-compulsory education studies can be found on the Opintopolku.fi website. On the website you will find information on applying to upper secondary schools, universities and universities of applied sciences, and for vocational training courses and apprenticeships. The website is maintained by Finnish National Board of Education. In addition to instructions for application, the website also provides comprehensive information on the Finnish education system.

Higher education leading to a degree is free of charge for citizens of EU/EEA Member States. Tuition fees have been charged from all students from outside the EU/EEA since 1 August 2017.

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Nationals of EU Member States, Liechtenstein and Switzerland do not need a residence permit to stay in Finland. They must, however, register their right of residence in Finland, if they are staying for more than three months. Registration is done at the Finnish Immigration Service (Migri). Citizens of the Nordic countries (Sweden, Norway, Denmark and Iceland) do not need to register their right of residence with the Finnish Immigration Service. If they move to Finland, they must register their personal data with the Digital and Population Data Services Agency (DVV).

For your right of residence of an EU citizen to be registered, they must have a good reason for residing in the country and/or adequate funds. A good reason might be work, study or family ties in Finland. Permanent right of residence may be granted if an EU citizen has lived in Finland for five years consecutively. A family member of an EU citizen has the right to a permanent residence if they have resided in Finland with the EU citizen legally and consecutively for five years after registering.

The personal data of a foreign national can be registered in the Finnish Population Information System at the Digital and Population Data Services Agency (DVV) if the person has a legal right of residence in Finland and there is a basis for registration, such as employment, studies, family ties or a residence permit. At the same time, the person’s right to a municipality of residence can be determined. An EU citizen must present a valid passport or official identity card and, if necessary, a certificate issued by the Finnish Immigration Service confirming the registration of the right of residence of an EU citizen. For the registration of family relationships, official and, where necessary, legalised documents may be required, such as a marriage certificate and children’s birth certificates.

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The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

An employer may hire a young person who has reached the age of 15 for full-time employment if they have completed the basic education syllabus. A young person who has reached the age of 14, or who turns 14 during the same calendar year, may, with the consent of their guardian, perform light work that does not endanger their health or development or interfere with their schooling. During school holidays, such work may be performed for a maximum of half of the holiday period.

In Finland, the majority of employment relationships are permanent. Fixed-term employment relationships are used, for example, for temporary replacements, project work and seasonal work. Work can be carried out on a full-time or part-time basis. The family leave system, early childhood education and care services, and practices promoting equality in working life support both women’s and men’s participation in working life.

There are many private recruitment and staffing service companies operating in Finland. Jobseekers must not be charged for employment services; the costs of the service are covered by the employer using the service.

Alongside traditional employment relationships, so-called light entrepreneurship has also become more common. A light entrepreneur provides services independently and invoices for their work through an invoicing service company without having their own company. Whether a person is considered an employee or an entrepreneur is determined on a case-by-case basis based on the circumstances in which the work is performed. More information is available on the website of the Finnish Tax Administration.

Seasonal work legislation is based on the EU Seasonal Workers Directive, according to which seasonal activity means activity where the need for labour is linked to a specific season or a recurring seasonal event and where significantly more labour is needed than in normal operations. Such sectors include, for example, agriculture, horticulture, tourism and certain natural products sectors.

Work Help Finland is a free mobile application that provides foreign workers with information about working in Finland. The application contains information on employees’ rights and obligations in 26 languages, as well as contact details for authorities and other providers of assistance in the event of possible problems.

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At the start of an employment relationship, the employer and employee enter into an employment contract. The employment contract sets out the terms of the work, the salary and other terms and conditions of employment. An employment contract can be concluded orally or in writing. A written employment contract is always recommended, as it makes it easier to verify the agreed terms later. If the employment contract is not concluded in writing, the employer must generally provide the employee with a written statement of the key terms and conditions of the employment relationship.

In addition to the employment contract, the terms and conditions of an employment relationship are determined by, among other things, the Employment Contracts Act, the Working Time Act, the Annual Holidays Act and the applicable collective agreement. In Finland, collective agreements form the basis of employment contracts. Collective agreements are agreements between employers’ and employees’ organisations that set out the minimum terms and conditions of employment in a sector, such as pay, working hours, annual leave and various supplements. The terms of an employment contract may not be less favourable to the employee than the minimum terms and conditions set out in the collective agreement.

A probationary period may be agreed at the start of the employment relationship. The purpose of the probationary period is to allow both the employer and the employee to assess whether the employment relationship meets their expectations. The maximum length of the probationary period is six months, but the employment contract may also specify a shorter probationary period. During the probationary period, the employment contract may be terminated with immediate effect without a notice period, but the termination may not be based on discriminatory or otherwise inappropriate grounds.

An employer may terminate an employment contract valid until further notice only on grounds laid down by law. Termination may be based, for example, on financial or production-related reasons connected with the employer’s operations, or on a substantial failure by the employee to fulfil their obligations under the employment relationship. A fixed-term employment contract usually ends when the agreed term expires or the agreed work is completed, without separate termination.

A written employment contract or other document should contain at least the following information:

• The domicile or place of business of the employer and the employee
• The job start date
• The duration in the case of a fixed-term contract, and the grounds for having a fixed-term contract
• The duration of the probationary period (if any such period is agreed)
• The place where the work is to be done; if there is no main place of work, an explanation of the principles according to which the employee will work in different places
• The employee’s main work duties
• The collective agreement to be applied to the work
• Grounds for determining the salary, and when the salary will be paid
• Regular working hours
• Determining annual leave
• Notice period, or determining the notice period

Further information can be obtained from the Occupational Safety and Health Administration; its website contains information in many different languages.

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Equality and equal opportunities in working life are ensured both by measures that promote equality and regulations that prohibit discrimination. The aim of the Non-Discrimination Act, and other legislation on equality, is to ensure that people are treated equally.

The equality rules that must be followed at work are laid down in the Non-Discrimination Act and in employment legislation. Equality between genders is provided for in the Act on Equality between Women and Men (otherwise known as the Equality Act). Discrimination when announcing a job, selecting employees and during employment is punishable as work-related discrimination. The Non-Discrimination Act prohibits discrimination on the basis of age, ethnic or national origin, nationality, language, faith, belief, opinion, health, disability, sexual orientation or other personal reasons.

Young workers under the age of 18 may not engage in the exact same work as adults or work under the same conditions. The Young Workers’ Act contains provisions concerning health and safety at work and working hours for young people. Young workers are also subject to the Government Decree on Work Particularly Harmful and Dangerous for Young Workers, the Ministry of Social Affairs and Health Decree on an Example List of Dangerous Work for Young Workers, and the Ministry of Economic Affairs and Employment Decision on Light Work Appropriate for Young People.

Further information can be obtained from the Occupational Safety and Health Administration; its website contains information in many different languages.

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EU/EEA nationals may pursue a trade under the same conditions as Finnish nationals. The Business Act contains detailed provisions, for example concerning the licences and training required in various sectors. A person planning to become an entrepreneur should find out about licensing requirements and other matters related to starting a business before setting up a company or starting self-employment. Anyone who wishes to start a business must register their business at the Finnish Patent and Registration Office.

A person planning to start their own business can contact regional business services, Economic Development Centres and Finnish Enterprise Agencies. Your local chambers of commerce will also be useful sources of information. The Suomi.fi service portal administered by the Digital and Population Data Services Agency provides a comprehensive information package on entrepreneurship.

TE Offices provide advice to those wishing to set up companies about training and award start-up grants. A start-up grant is a form of support for entrepreneurs who are starting a business. More information on start-up grants is available on the TE Offices website.

The Finnish Tax Administration website contains information about taxation for entrepreneurs in Finnish, English and Swedish, as well as customer service numbers that you can call from abroad.

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There is no separate law concerning minimum wages in Finland. In most sectors, collective agreements determine the minimum level for wages and other working conditions. Many collective agreements are also ‘generally binding’, which means that they are adhered to in the sector covered by the agreement, irrespective of whether or not the employer is bound by the collective agreement. Employers may not agree poorer conditions with employees than the level set out in a generally binding collective agreement. The wage levels set out in the agreements must be applied equally to both Finnish and non-Finnish employees. Even if a given sector does not have a collective agreement that the employer must abide by, a normal, proportionate wage must be paid for the work nonetheless.

You can obtain detailed information about generally binding collective agreements from your employer union or trade union, or from the Occupational Safety and Health Administration.

When employers pay wages, they must give the employee a statement showing the amount to be paid and the grounds on which the amount has been determined. The payslip is a crucial instrument for clarifying any possible calculation errors or other mistakes that may have occurred when calculating wages.

The Finnish Tax Administration website contains guidelines for paying taxes and social security charges also in Swedish and English. As a general rule, employers pay these charges out of the employee’s wages.

Further information can be obtained from the occupational safety and health authority; its website contains information in many different languages.

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According to the Working Hours Act, regular working hours in Finland are no more than eight hours a day and 40 hours a week. However, working hours may, within the limits permitted by the Working Time Act and collective agreements, be arranged so that they average out to the statutory maximum over the agreed reference period.

Overtime may only be worked with the employee’s consent. An employee’s working hours, including overtime, may not exceed an average of 48 hours per week during the reference period laid down in the Working Time Act. For overtime, the employee must be paid the increased pay prescribed by law or the collective agreement, or be granted corresponding time off.

The employer must keep records of working hours showing the hours worked and the compensation paid for them.

The occupational safety and health authorities supervise compliance with working time legislation and provide advice to employees and employers. More information is available on the occupational safety and health authority’s website in several languages.

Written statement of the terms and conditions of employment

The employer must provide the employee with written information on the key terms and conditions of the employment relationship unless they are set out in a written employment contract. In addition, the working hours of employees with variable working hours must be reviewed regularly, and the employer is obliged to explain to the employee any decisions concerning requests to change the working hours or the duration of a fixed-term employment relationship.

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Annual leave

Rules concerning annual leave may be found in the Annual Holidays Act and in collective agreements. The Annual Holidays Act applies both to employees and to public servants, with certain restrictions. The Act regulates annual leave: the amount of annual leave, holiday pay, days off in lieu, and granting annual leave. The Annual Holidays Act is mainly based on the earning principle: leave is earned by working according to the 14-day or 35-hour rule during the leave accrual period that starts on 1 April and ends on 31 March. An employee accrues either two or two and a half weekdays of annual leave for each full leave accrual month, depending on the length of the employment relationship.

Sick leave

The employee must notify the employer of their illness without delay, in accordance with the employer’s instructions. The employer may require reliable proof of incapacity for work, such as a doctor’s or nurse’s certificate.

The Employment Contracts Act requires employers to pay a wage for the sickness allowance waiting period (the day on which the illness commenced and nine subsequent days) if the employment relationship has lasted at least a month. The sector-specific collective agreements may contain an obligation to pay wages for longer than this. It may also contain various rules about the duration for which such wages must be paid and the amount of the wages. When an employer’s obligation to pay sick leave wages ends, the employee starts to receive a sickness allowance under the sickness insurance policy managed by the Social Insurance Institute (Kela).

Family leave

In Finland, working parents have the opportunity to take various types of family leave in connection with the birth and care of a child. Family leave includes special pregnancy leave, pregnancy leave, parental leave, child care leave, partial child care leave and temporary child care leave.

After family leave, an employee has the right to return primarily to their previous job or, if this is not possible, to other work in accordance with their employment contract or to equivalent work.

Each parent is entitled to 160 weekdays of parental leave per child. A parent may transfer a maximum of 63 weekdays from their own parental leave quota to the other parent, their spouse or another person participating in the care of the child as defined by law. Parental leave can be used flexibly until the child turns two.

During family leave, the Social Insurance Institution of Finland (Kela) pays parental allowance, the amount of which is generally based on the applicant’s income. In some sectors, collective agreements require employers to pay wages for part of the family leave.

Study leave

The aim of the study-leave system is to improve the education and training opportunities for the working population. The education or training in question does not need to be related to the employer’s activities; instead, employees are free to choose their subject of study. Employees, public servants and holders of public office are all entitled to study leave. A person whose main employment relationship with the same employer has lasted for a total of at least one year, in one or more periods, is entitled to study leave in accordance with the Study Leave Act.

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A fixed-term employment contract ends when the agreed term expires or when the agreed work is completed, without separate termination.

An employment contract valid until further notice is terminated by giving notice. When giving notice, the notice period prescribed by law, the collective agreement or the employment contract must be observed. An employee may resign without giving a specific reason, but must observe the agreed notice period. If an employee fails to observe the notice period, the employer may be entitled to claim compensation for any resulting damage.

A probationary period may be agreed at the start of the employment relationship. The maximum length of the probationary period is generally six months. In a fixed-term employment relationship, the probationary period may be no longer than half the duration of the employment contract, and in any case no longer than six months. During the probationary period, the employment contract may be terminated with immediate effect without a notice period. However, termination may not be based on discriminatory grounds or on other inappropriate grounds in relation to the purpose of the probationary period.

An employer may terminate an employment relationship only on a proper and justified ground laid down by law. The grounds may relate, for example, to a substantial breach or neglect of the employee’s obligations, or to financial or production-related reasons connected with the employer’s operations or to the reorganisation of the employer’s operations.

The notice period to be observed by the employer varies according to the length of the employment relationship, from 14 days to six months. The employee’s notice period is 14 days if the employment relationship has lasted for no more than five years, and one month if the employment relationship has lasted for more than five years.

An employment contract may only be cancelled if there are extremely compelling reasons for doing so. In such cases, the other party’s breach or neglect of their contractual obligations is so serious that the continuation of the employment relationship cannot reasonably be expected even for the duration of the notice period. Termination with immediate effect ends the employment relationship immediately without a notice period.

When an employment relationship ends, the employee is entitled to receive a certificate of employment. The certificate of employment states the duration of the employment relationship and the nature of the employee’s duties. At the employee’s request, the certificate may also state the reason for the termination of the employment relationship and include an assessment of the employee’s work performance and conduct.

More information on terminating an employment relationship and the rules of working life is available on the occupational safety and health authority’s website, which provides advice in several languages.

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In Finland, trade unions have a significant role in working life. Approximately half of employees belong to a trade union. However, collective agreements still have broad coverage, and in many sectors their provisions also apply to non-unionised employers on the basis of universal applicability.

Finnish legislation safeguards the freedom of association of both employees and employers. Everyone has the right to belong to a trade union or an employers’ organisation, participate in their activities or choose not to join them. This right cannot be restricted by an employment contract.

There are several trade unions operating in Finland, which belong to three major central organisations for employees:

• SAK (Central Organisation of Finnish Trade Unions) mainly represents people working in employee occupations, such as workers in the construction, industrial, transport and service sectors.
• STTK mainly represents salaried employees, such as nurses, police officers, supervisors and others working in specialist positions.
• Akava represents highly educated employees, such as teachers, doctors, lawyers, engineers and other specialists with higher education degrees.

Trade unions negotiate collective agreements, which contain provisions on matters such as pay, working hours, annual leave and other terms and conditions of employment.

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Individual disputes

The occupational safety and health authorities supervise compliance with labour legislation and provide employees and employers with guidance and advice on questions relating to working life. The occupational safety and health authorities do not generally resolve individual labour disputes; ultimately, the resolution of disputes falls within the jurisdiction of the courts. Employees can also seek assistance from a trade union, a shop steward, an occupational safety and health representative or legal advice.

Strikes and mediation of labour disputes

In Finland, the mediation of labour disputes related to collective agreements and agreements for public servants is governed by the Act on Mediation in Labour Disputes and Certain Conditions for Industrial Action. Labour disputes are divided into disputes of interest and disputes of rights.

A dispute of interest usually concerns the conclusion of a new collective agreement or the amendment of an existing agreement. If no agreement is reached in the negotiations, the matter may be referred to the National Conciliator for mediation. Participation in mediation is mandatory, but the parties are not required to accept the settlement proposal made by the conciliator.

During the validity of a collective agreement, the parties are bound by the obligation to maintain industrial peace. In such cases, disputes concerning the interpretation, application or validity of the agreement are disputes of rights, which are resolved through negotiations or by the Labour Court.

Employee organisations may organise industrial action, such as strikes. Notice of a work stoppage or its extension must generally be given to the other party and the Office of the National Conciliator at least 14 days before the industrial action begins. The notice must state the reasons for the industrial action, its starting date and time, and its scope.

The employer side may similarly use a lockout as a form of industrial action, preventing employees from working for a specified period. Employees participating in lawful industrial action may not be discriminated against or penalised on the basis of their participation in the industrial action. If the Labour Court finds that the industrial action is in breach of the obligation to maintain industrial peace or is otherwise unlawful, the organisation that organised the industrial action may be ordered to pay a compensatory fine.

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The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.

Political system

Finland is a democratic republic and became independent in 1917. The highest state institutions are Parliament, the Government (Council of State) and the President of the Republic. Parliament consists of 200 Members of Parliament, who are elected every four years in proportional and secret elections. The President of the Republic is elected by direct popular vote for a six-year term of office, for a maximum of two consecutive terms. The Finnish party system is a multi-party system. The current parliamentary parties are the National Coalition Party, the Christian Democratic Party, Movement Now, the Finns Party, the Centre Party of Finland, the Swedish People’s Party of Finland, the Social Democratic Party of Finland, the Left Alliance and the Green League.

Administrative system

Finland’s administration is based on the Constitution, which defines the duties of state institutions and the fundamental rights of citizens. Parliament exercises legislative power, the Government exercises executive power, and independent courts exercise judicial power. Most bills are prepared in ministries and submitted to Parliament as Government proposals. Parliament considers and approves the laws, after which the President of the Republic confirms them. Laws are published in the Statutes of Finland before they enter into force. In addition to central government, Finland has municipal self-government and wellbeing services counties, which are responsible for, among other things, social welfare, healthcare and rescue services.

Legal system

Finland is a state governed by the rule of law, where the activities of public authorities must be based on law. The police maintain public order and safety and investigate crimes. Judicial power is exercised by independent courts. The general courts consist of district courts, courts of appeal and the Supreme Court. Administrative courts deal with appeals concerning decisions made by public authorities. Citizens can obtain legal assistance from private lawyers, public legal aid offices and, in certain situations, through trade unions or legal expenses insurance. Information on rights and obligations is available from public authorities, the Suomi.fi service, legal aid authorities and civil society organisations.

Official languages and regional language groups

Finland is a bilingual country whose official languages are Finnish and Swedish. Public services are available in both languages, and in many areas you can also conduct your affairs in English. In working life in Finland, English is a common language, particularly in international companies, but knowledge of Finnish or Swedish can open up additional employment and career opportunities. As a general rule, Swedish is spoken on the western and southern coasts of Finland and in Åland. Åland is an autonomous island located between Finland and Sweden and is part of Finland.

The Sámi are an Indigenous people of Finland, and the Sámi languages are an important part of Finland’s cultural and linguistic diversity.

Employment administration

In Finland, responsibility for organising employment services was transferred from the state to municipalities in 2025. At the local level, municipalities or employment areas formed by municipalities are responsible for services for jobseekers and employers, such as employment services, advice and support for finding employment. At the national level, the Ministry of Economic Affairs and Employment is responsible for preparing labour and employment policy, legislation and national-level guidance. Compliance with working life regulations is supervised by the occupational safety and health authorities. Employers’ and employees’ organisations also play an important role in the labour market by negotiating collective agreements and participating in the development of working life.

Detailed information about citizens’ rights and obligations may be found on the Demokratia.fi portal, which is maintained by the Ministry of Justice.

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Salary level

According to Statistics Finland’s earnings and fees statistics based on the Incomes Register, the median income from wages and fees was EUR 3,467 per month in May 2026. The salary level varies from month to month, for example due to the impact of holiday bonuses.

Taxation in Finland

Finland has a fairly high tax level compared to other European countries. Tax revenue is used to finance, among other things, healthcare, education and services for children, families and older people.

A person is generally considered a tax resident in Finland if their stay in Finland lasts continuously for more than six months. In this case, they are taxed in Finland on their worldwide income. If the stay lasts no more than six months, the person is generally subject to limited tax liability.

If a foreign employee’s stay in Finland lasts no more than six months, the employer generally withholds a 35% tax at source from the salary. Before the tax is withheld, a tax-at-source deduction (EUR 510 per month or EUR 17 per day) may be made if the employee has a tax-at-source card. Tax at source is generally a final tax, and the employee does not need to submit a tax return in Finland. However, under certain conditions, the employee may opt for progressive taxation.

If working in Finland lasts for more than six months, taxation is mainly carried out in the same way as for people permanently resident in Finland. The employee needs a Finnish personal identity code and a tax card. The employer withholds tax from the salary in accordance with the tax card.

Tax on earned income is paid to the state and the municipality. State income tax is progressive. The municipal tax rate varies between municipalities. In 2026, the population-weighted average municipal tax rate in mainland Finland is 7.57%.

The key employee tax regime is a tax relief intended for highly skilled specialists moving to Finland from abroad. Under this regime, an employee can pay a flat 25% tax on their salary instead of the normal progressive tax, which often increases their take-home pay. The benefit can be granted for a maximum of seven years, subject to certain conditions. The conditions for the key employee tax regime include working in Finland in a position requiring special expertise, a monthly salary of at least EUR 5 800, and not having been generally liable to tax in Finland during the previous five years. More information is available on the website of the Finnish Tax Administration.

Members of the Evangelical Lutheran Church of Finland or the Orthodox Church of Finland also pay church tax. In addition, employees pay employee pension insurance, unemployment insurance and health insurance contributions from their salary.

In 2026, the tax rate on capital income is 30% up to EUR 30 000 and 34% on the portion exceeding EUR 30 000.

Value Added Tax

The standard VAT rate in Finland is 25.5%. The VAT rate for food, feed, restaurant and catering services is 13.5%. Certain products and services, such as newspapers and magazines, are subject to a 10% tax rate.

Vehicle tax comprises a base component and a possible component based on the propulsion system of the vehicle. The component based on the propulsion system is paid, for example, on diesel-powered vehicles. Further information is available from the Finnish Transport and Communications Agency (Traficom).

The Finnish Tax Administration provides advice to taxpayers on all matters related to taxation. Advice is available both online and over the phone.

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In 2024, the largest expenditure items for Finnish households were housing and energy, transport and food. Housing was the largest expenditure item, accounting on average for one third of all household consumption expenditure. In addition, transport consumed around 13-15 % of expenditure depending on the composition of the household. The third major expense item, food and non-alcoholic beverages, covered around 13% of the total costs, which was estimated at around EUR 5 000 per household per year. 

 Finland ranked eighth highest among all European countries in the Eurostat price comparison of food and non-alcoholic beverages. Finland’s price level index was 110, the same as for Austria and France. This means that food and non-alcoholic beverage prices in Finland were about 10% more expensive than the average in EU countries in 2024. Certain product groups, such as alcohol and tobacco, were particularly expensive in Finland due to high taxation, and alcohol prices were the third highest in Europe.

The prices of these products vary a lot, depending on where they are purchased. Here are some examples of prices in 2024:

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Most Finns live in owner-occupied housing. The proportion of owner-occupied housing has been around 70% in recent years, although the proportion has declined slightly over the longer term. Housing price levels vary considerably across Finland. According to Statistics Finland, rents for non-subsidised rental dwellings fell by 0.4% in the Helsinki metropolitan area in January–March 2026, but increased by 0.4% elsewhere in Finland compared with the same period a year earlier.

Rents are higher particularly in the largest cities, such as Helsinki, Espoo and Vantaa. In recent years, the large supply of housing in the Helsinki metropolitan area has curbed rent increases, and in some areas rents have fallen.

It is a good idea to put the rental agreement and any amendments to it in writing. Rent is usually paid in advance on a monthly basis. A landlord may require a rental security deposit, which is generally no more than an amount equivalent to three months’ rent. The rental security deposit is returned at the end of the tenancy if the terms of the rental agreement have been complied with and, for example, the dwelling has not sustained any damage beyond normal wear and tear.

For a rental agreement valid until further notice, the tenant’s notice period when terminating the agreement is one month. The notice period is calculated from the last day of the calendar month in which the landlord’s agent receives notice. A fixed-term rental agreement binds both parties for the agreed period and generally cannot be terminated during the contractual period without special grounds.

Non-Finnish nationals are free to buy property or a share in a Finnish housing company. By contrast, individuals and entities from outside the EU and EEA generally need to apply for a permit from the Ministry of Defence to acquire real property in Finland.

Homes are often bought either by saving up or by taking out a mortgage for at least 10-30 years. An offer to buy a share in a housing corporation is confirmed either in cash or in instalments. It is not generally possible to withdraw an offer to buy a home without incurring costs. A home purchase is confirmed by the title deed, of which the seller and the buyer prepare two copies. The buyer of a housing company share must pay transfer tax of 1.5%, while the buyer of real property must pay 3% of the purchase price or the value used as the basis for the tax. The transfer tax must be paid and reported to the Finnish Tax Administration within the prescribed time limit.

An alternative to renting or buying a home is a right-of-occupancy arrangement. The right to occupy a home arises once an occupancy agreement has been signed and part of the purchase price of the home has been paid as a charge for the right of occupancy. A monthly occupancy fee must also be paid during such occupancy. The owner of the house may not cancel the occupancy agreement. The party with the right of occupancy may sell the right of occupancy or move from one home to another. The home itself cannot be bought. Homes with a right-of-occupancy arrangement are available in the largest towns and cities.

It is also possible to acquire a part-owned home. In this case, the resident buys a specific share of the home (15-30%) and pays rent. It is possible for the resident to buy the entire home at a later stage.

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According to the Constitution of Finland, everyone is entitled to sufficient social and health services. Welfare services counties are responsible for organising public health care. Health services are divided into basic healthcare and specialist healthcare. Basic healthcare services are produced in social service and healthcare centres as part of Finland’s work to promote public health. Specialist healthcare is provided mainly in hospitals and their outpatient clinics. Access to specialist care usually requires a referral.

Public health services can be free or subject to a fee. The Government regulates the customer fee policy on social and healthcare services through legislation. The aim is that customer fees are reasonable and do not prevent citizens from seeking care. Social and healthcare services are either free or a flat-rate customer fee is charged, or the customer fee is determined according to the customer’s income and family ties (‘income-based fee’).

Private health service supplement the public services. Most private healthcare is financed by patients themselves or through insurance policies they have taken out. Wellbeing services counties can also procure services from private service providers.

Public sector healthcare services may be used by those with a municipality of residence in Finland. The municipality of residence is registered by the Digital and Population Data Services Agency. In Finland, a person with health insurance receives a ‘Kela’ card from the Social Insurance Institution of Finland (Kela). The Kela card is a certificate issued by the Social Insurance Institution of Finland (Kela) confirming that a person is covered by Finnish health insurance. The card can be used to demonstrate entitlement to benefits reimbursed by Kela, such as reimbursement for medicines and, in some situations, reimbursement for medical treatment.

Nationals of other EU Member States and Switzerland who are temporarily resident in Finland are also entitled to use public healthcare services if they have a European health insurance card. The card must be applied for in the home country before travelling. When seeking treatment, a personal ID card must be presented as well as the health insurance card. The European health insurance card entitles the bearer to use public healthcare services in Finland at the same price as Finns. The aim of the card is to offer medical treatment to foreigners living in Finland, for example if they suffer acute illness or in cases where an existing chronic illness requires immediate treatment. If, however, the primary purpose of residence in Finland is to obtain treatment in Finland, the card will not cover the treatment costs.

Further details on health insurance may be requested from Kela's Centre for International Affairs or viewed on its website at https://www.eu-terveydenhoito.fi/.

The Social Insurance Institute will reimburse part of the fees charged by private service providers if the customer has a Kela card or a European health insurance card. Reimbursements must be applied for to the Social Insurance Institute within six months.

Medicines are only sold in pharmacies.

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The Finnish education system is grouped into stages. The education system consists of basic education, which provides a general education; secondary education, which follows basic education; and tertiary education. Adult education is also available at all levels. Usually, basic education is provided by municipal primary schools. Finland also has approximately 40 private primary/secondary schools. Private schools include Steiner schools, religious schools and some schools that provide teaching in some other language than Finnish.

Education in Finland is generally free of charge at all levels leading to a qualification for Finnish nationals and EU/EEA nationals. Costs may, however, be incurred for workshops, travel, accommodation, learning materials, healthcare and student association membership fees. Those who start their studies outside the EU/EEA area are charged a tuition fee.

Education is compulsory for every child living permanently in Finland. Compulsory school attendance starts on the year the child turns seven. Basic education is usually completed within nine years. The year before compulsory education begins, the child may participate in free pre-school education. There are some basic schools and general upper secondary schools in Finland that use languages other than Finnish either as one of the teaching languages or as the only teaching language.

Every ninth-grader completing basic education is required to apply for and continue in upper secondary education. The aim of the extension is to guarantee every child has the level of educations and skills required to succeed in the modern society. Compulsory school attendance ends when a person turns 18 or once they gain an upper secondary qualification.

Secondary education is provided by general upper secondary schools and vocational colleges. General upper secondary education (in Finnish ‘lukio’), which lasts for 2 to 4 years, provides a general education and culminates in a matriculation exam. Vocational training usually lasts for three years. Vocational training can be undertaken at educational establishments or in the form of an apprenticeship. An apprenticeship is based on an employment contract (apprenticeship contract) between the student and the employer, and it is confirmed by the education provider. Basic vocational training may also be undertaken as a competence-based qualification. Both the matriculation exam and basic vocational training confer eligibility for higher education.

In Finland, higher education is provided by universities of applied sciences and by traditional universities. Universities of applied sciences focus on working life, and traditional universities focus on scientific research. There are 22 universities of applied sciences. Åland also has its own university of applied sciences, and there is a Police University College in Tampere. Studies at universities of applied sciences last from three to four years and culminate in a bachelor-level degree. After acquiring at least three years’ work experience in the sector, people who have completed a lower vocational degree may apply for a master-level programme. This takes between one and one and a half years, in close collaboration with the business sector.

There are 13 universities in Finland. The network of universities covers different parts of the country. In addition to this, advanced study in the military sector can be undertaken at the National Defence University. University studies have a two-tier structure: in many areas, students first complete a bachelor-level degree and then continue to a master’s programme. It is possible to complete a bachelor’s degree in three years, and a master’s degree usually takes two years. After a master’s degree, university students can continue their studies with a licentiate degree (equivalent to MPhil) or apply to a doctoral programme.

At the end of 2023, around 75% of Finns aged 15 years and over had completed post-compulsory education.

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Finland has a rich, international cultural life, particularly in the Helsinki Metropolitan Area. There are over 1 000 museums in Finland, as well as dozens of theatres and concert halls.

In the summertime, Finns enjoy staying at their summer cottages, and the range of cultural activities on offer is even more diverse, in rural areas as well. Young people spend their summers listening to their favourite music at festivals, and lovers of dance music go to open-air dances. Dance pavilion dancing is a Finnish summer tradition in which people dance with a partner at a dance pavilion while a live band plays. Common dances include the waltz, tango, foxtrot and humppa.

In addition to cultural pursuits, Finns usually meet each other through physical activities. The four distinct seasons in Finland offer great opportunities for enjoying the great outdoors, from skiing to hiking and Nordic walking. Hiking and camping are very easy in Finland, since the freedom to roam, or the Finnish everyman’s rights, mean that people can roam around in nature freely. There are also good opportunities for indoor exercise in Finland; particularly popular examples include ball games and sports, such as ice hockey and floorball, as well as swimming.

An essential part of Finnish culture is the sauna. Most Finnish homes have one. Finland is known as the home of Angry Birds games.

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Birth

The child’s parents or guardian must register the child’s names and native language in the Population Information System within three months of the child’s birth. The data is reported to the Digital and Population Data Services Agency (DVV). If a child is baptised as a member of a parish of the Evangelical Lutheran Church or the Orthodox Church, the information can also be reported to the parish.

Marriage

In Finland, a marriage ceremony can take place at the Digital and Population Data Services Agency, in a district court or church, or in a centre that caters for some other religious community. Any impediments to marriage are investigated before the wedding. This may be done by the Digital and Population Data Services Agency or by the Evangelical Lutheran or Orthodox Church to which one of the intending spouses belongs.

As a general rule, spouses have a right to each other’s property upon divorce. This right can be restricted or excluded by a prenuptial agreement, which is registered with the Digital and Population Data Services Agency.

A marriage can be dissolved by divorce. Usually, a divorce is granted after a six-month reconsideration period. However, no reconsideration period is required if the spouses have lived separately continuously for at least two years. After a separation, a child generally has the right to maintain contact with and meet both parents.

In Finland, two people of the same sex can marry with the same rights and obligations as couples of different sexes.

Death

The funeral can be arranged by the deceased’s relatives or by a funeral service provider. Parish cemeteries are public cemeteries where people who do not belong to a church can also be buried. After a person’s death, an estate inventory is prepared to establish the assets and debts of the deceased and, where applicable, the surviving spouse. Unless otherwise provided in a will, the inheritance is distributed in accordance with the statutory order of succession.

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