Living and working conditions: Finland

Public employment services

Job Market Finland is the website of Finland’s public employment services that includes information on jobs, business and employment services (‘TE services’), and work opportunities in Finland. Look for jobs in the Job Market database at: https://tyomarkkinatori.fi/en/personal-customers/vacancies

There is a labour shortage in many sectors in Finland, so a website called ‘Jobs in Finland’ was created to attract people with knowledge and skills from outside Finland: https://jobs.workinfinland.fi/ This website has job advertisements specifically aimed at workers who know English.

The TE Services’ national telephone service also gives advice on how to find work. The TE customer service centre provides service in Finnish, Swedish, English and Russian.

EURES

In addition to this section providing information on working in Finland and the Finnish job market situation, EURES, or the European Job Mobility Portal, has information on job vacancies in Finland. Jobseekers can log in to EURES and create a profile there. The AI suggests suitable jobs based on the jobseeker’s information. Jobseekers can also publish their profile; this makes it visible to logged-in employers and they can contact the jobseeker directly when looking for candidates. The portal also provides help with writing a CV, as well as tips and links for searching for a job.

The portal also has a link to the European Online Job Days (EOJD) portal.  EURES Suomi usually organises three to four job fairs every year.

Other websites

There is a list of private personnel placement services at, for example, the Private Employment Agencies Association website at: https://hpl.fi/jasenpalvelut/lista-jasenyrityksista/ Academic jobseekers should register in the Aarresaari portal at: https://www.aarresaari.net/

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Curriculum vitae, or CV

Keep your CV up-to-date and suited to the needs of the Finnish job market. Your CV should mention your most recent job and education first, with the oldest details last, and should be no more than two sheets of A4. You may add a photograph, but it is not required. Nevertheless, it is quite common these days to include a photograph in a CV. The CV should include the name of two people who can provide a reference, or at least a note to say that references are available if requested. A CV is not signed.

The Europass CV is a harmonised European CV format and can be used in Finland as well. Create your Europass CV in the EURES portal or on the Europass homepage.

Application letter

In addition to a CV, when applying for a job, you also need to write an application letter detailing why you are applying for the job and why you would be the best choice. The application letter should not be more than one page long. The letter should only be accompanied by copies of your certificates if they are required in the job advertisement. Instead, you should bring your certificates to interviews. The application letter should be signed.

Electronic application

More and more employers are using fixed-format electronic job application forms for recruitment. It is also possible to upload an open application to the websites of many employers.

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Definition

no information available

Eligibility

no information available

Implementation

no information available

Living and working conditions

no information available

Where to find opportunities 

no information available

Funding and support

no information available

Where to advertise opportunities

no information available

Funding and support

no information available

Legislation

Initial and further vocational education can be provided as an apprenticeship. The organisation of apprenticeships is based on Acts and Decrees on vocational education and vocational adult education. During an apprenticeship, education is primarily provided at the workplace. A written fixed-term employment contract is concluded on the apprenticeship between the employee, who must be at least 15 years old, and the employer. The employment contract serves as the apprenticeship contract. The apprenticeship details are agreed on between the employer and the education provider, which must be approved to organise apprenticeship training.

A personal curriculum is always drafted for the apprentice. The apprentice’s prior education and work experience must be taken into account and recognised for the benefit of the apprentice. The personal curriculum is drafted in cooperation between the apprentice, the employer and the education provider in a format that enables appending it to the apprenticeship contract.

The government and municipalities grant funding for apprenticeships.

Description of schemes

Apprenticeship training is primarily provided at the workplace through practical work tasks (around 80%) that are supplemented with theoretical studies. Apprenticeships are based on fixed-term employment contracts. The apprentice is paid during the apprenticeship and the pay is determined according to the applicable collective agreement.  The employer is remunerated for organising the apprenticeship at the workplace. The amount is determined based on the assessed costs incurred by the employer from the apprenticeship.

Any qualifications falling under the scope of vocational education and training can be acquired through an apprenticeship.  Initial, further and specialist vocational qualifications can all be acquired through an apprenticeship, and the certificates acquired through an apprenticeship are as valid as certificates from vocational colleges, and open the same opportunities for further studies as qualifications from any Finnish upper secondary education school. Apprenticeship can also be used to gain a part of a qualification that can be used to supplement prior education.

The education provider is responsible for the administration and supervision of the apprenticeship. The Ministry of Education and Culture grants the approval for organising apprenticeships. The approval can be granted to municipalities, joint municipal boards, registered organisations, foundations and state-owned enterprises.

Organisers of apprenticeships can be found online at Oppisopimus.fi

Eligibility

Finnish apprenticeships are available for all EEA citizens provided that the apprentice meets the language skill requirements of the employer and the language skill requirement of the qualification (Finnish, Swedish, and in some cases, English).

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 through the TE Services (te-palvelut.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.

Where to advertise opportunities

Apprenticeships can be announced on the TE Services website (https://tyomarkkinatori.fi). On the same website, employers can also search for CVs of people applying for an apprenticeship.

Funding and support

Education providers and CIMO provide more information.

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

Nearly two-thirds of Finns live in privately-owned housing. The availability of rented accommodation varies according to location. 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 advertise rental accommodation online and in newspapers. Rental accommodation can also be found through estate agents, on the internet, or in the ‘property to rent wanted’ classified advertisements placed in newspapers. 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 day care 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 compulsory comprehensive education begins.

Basic education covers grades 1 to 9, and is intended for those aged from 7 to 16. The minimum school-leaving age has been raised to 18 years in Finland. Everyone must continue their studies after basic education. Young people can choose to attend a general upper secondary school or a vocational college, for example, to receive their upper secondary qualification. After this, young people have 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.

Additional information about education and training opportunities is also available from the Ploteus portal. The TE Offices’ Career Services also provide information about education-related issues. Information about financial aid for students is available from Kela’s Centre for Student Financial Aid. 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. Nordic nationals (Iceland, Norway, Sweden, Denmark, Faroe Islands, and Greenland) must register their right of residence for stays exceeding 6 months, i.e. they must report their move to the local registration authority (Digital and Population Data Services Agency) and prove their identity with a valid document (passport, an identity card issued by the Finnish police, or similar).

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. The family member of an EU citizen has the right to permanent residence if they have resided in Finland with the EU citizen legally and consecutively for five years after the registration.

By law, non-Finnish nationals must be entered in the population register by giving the same details that are required for Finnish nationals, if they are staying in Finland for at least one year. Registration is carried out at the Digital and Population Data Services Agency, which also determines a home municipality for the person to be registered. EU nationals should have their passport or official photographic ID card with them, as well as a certificate issued by the Finnish Immigration Service to show that their right of residence as an EU national has been registered. Other documents that are required include your marriage or civil partnership certificate, and your children’s birth certificates (legalised). In addition to the Digital and Population Data Services Agency, non-Finnish nationals temporarily residing in Finland can submit the voluntary registration notification to an office of the Social Insurance Institution of Finland (Kela) or the Finnish Tax Administration. Your stay is temporary if it lasts for less than one year.

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Before moving to Finland

• It is a good idea to familiarise yourself with the Finnish working life, jobs and work practices before your arrival.
• You should start to learn Finnish in your home country.
• You can find information about how Finnish society functions and various opportunities in Finland on the internet, for example (see relevant topics).
• You can obtain information about living in Finland from municipalities, newspapers and numerous websites, for example.
• When you move to Finland, you should bring a valid passport or national ID card with you.
• It is a good idea to take your most recent work and study certificates with you, as well as your European health insurance card.
• Unemployed jobseekers from the EU or EEA countries should check whether they can receive unemployment allowance for three months when they move to Finland (U2 or previously E303 form).
• You will need a U1 or (previously E301) certificate to prove the periods covered by your insurance and work. You can obtain the form from the authorities responsible for social security in your own country.

You can also obtain further information from Finnish diplomatic representatives and from EURES advisers at the TE Offices.

After moving to Finland

• Nationals of EU/EEA Member States and Switzerland may live and work in Finland for three months without requiring a residence permit, but after that time they should register their right to live in Finland with the Finnish Immigration Service. Registration procedures; please see the section on registration procedures and residence permits.
• Unemployed jobseekers and job applicants may report to the local TE Office. It is a good idea to take your passport with you, as well as your employment and study certificates, preferably translated into Finnish, your CV, and the extract from the population register issued to you by the Digital and Population Data Services Agency.
• Your right to Finnish social security and Kela benefits will be determined when you apply for benefits from Kela the first time after your move to Finland. If the decision is positive, you will be sent a Kela card, the bearer of which is entitled to social security in Finland.
• Tax cards can be ordered from the tax authorities.
• Salaries and other payments are handled electronically in Finland, so you will need a bank account. When you open an account, take your passport or ID card with you, as well as your Finnish personal identification number, which will be issued to you by the Finnish Digital Agency. Banks can require other documents as well, such as a copy of your employment contract.

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Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

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.

Young people over the age of 15 who have finished compulsory education may obtain a permanent job. Young people who reach the age of 14 during the same calendar year may also be hired for short-term temporary work during the school holidays or with a guardian’s permission.

The majority of employment relationships are permanent, although fixed-term contracts have become more common. Part-time work, however, is not as common in Finland as it is elsewhere in Europe. Thanks to family leave and the day-care system, women participate actively in working life and commonly work on a full-time basis.

There are plenty of businesses in Finland that offer private employment services.  Businesses in the personnel services sector and other private recruitment agencies may not charge any fees to workers; rather, charges are paid by the business that uses their services.

In addition to the more conventional types of employment, the past decade has also witnessed the emergence of ‘light entrepreneurship’. In practice, this means that a person works as an entrepreneur, although they do not have a company as such: the financial management is based on a billing service. This effectively means that the person might receive payment for the work they do as a ‘salary’, but is considered an entrepreneur under the Finnish legislation on employment and social insurance. More information is available on the Finnish Tax Authority’s website.

Finnish legislation does not have a separate definition for seasonal work, or work depending on the passing of seasons. The definition of the Seasonal Workers Directive is used in the Finnish Seasonal Workers Act. According to Article 3(1)(c) of the Directive: ‘activity dependent on the passing of the seasons means an activity that is tied to a certain time of the year by a recurring event or pattern of events linked to seasonal conditions during which required labour levels are significantly above those necessary for usually ongoing operations.’

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An employment contract is signed at the start of the employment relationship. With it, the employee agrees to do a specified amount of work for the employer in return for the agreed salary and other benefits. According to the Employment Contracts Act, an employment contract may be concluded in verbal, written or electronic form. However, it is recommended that employment contracts are agreed in writing; a written contract ensures that both parties know what has been agreed, and they can prove it if needed, for example. Even if an employment contract is not agreed in writing, the employer is still required to provide the conditions of the employment relationship to the employee in writing.

The conditions of the employment relationship are based on the needs of the employer and of the employee, and also on the Employment Contracts Act, the Working Hours Act, the Annual Holidays Act and the collective agreement in force for the relevant sector. The collective agreements negotiated by trade unions and employer unions play an important part in defining the minimum conditions for employees, and they cover nearly all wage earners. The collective agreements contain provisions relating to wages, working hours and annual leave, among other things. It is recommended to check the working conditions set out in the employment contract carefully. The employment contract is in force until further notice, unless there are justified reasons for a fixed term.

A probationary period at the start of the employment may be agreed. During the probationary period, either party can terminate the employment contract without notice. According to current law, the probationary period may be at most six months. However, in some sectors, the collective agreement may stipulate that the probationary period may not exceed four months.

The employer may only terminate the employment contract for appropriate, compelling reasons. These reasons include financial difficulties that the business might be experiencing, or serious failure of the employee to fulfil their obligations. Fixed-term employment contracts will end without termination once the fixed term has come to an end.

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
• If the job involves working outside Finland for at least one month, the currency in which the salary is paid, any remuneration to be paid outside Finland, benefits in kind, and the terms of the employee’s repatriation to Finland.

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 is ensured by measures that promote equality, and regulations that prohibit discrimination. As for all other equality-related legislation, the aim of the Non-Discrimination Act 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 Restrictive Trade Practices Act includes detailed provisions on the licences and training required in various sectors. Immigrants should make sure that they understand the licensing requirements and other factors to do with starting a business before they actually establish a business or start to work as self-employed persons. Anyone who wishes to start a business must register their business in the register kept by the Finnish Patent and Registration Office.

If you are planning to establish your own business, you can contact your municipal business services department, the Centres for Economic Development, Transport and the Environment (ELY Centres) and Enterprise Agencies. Your local chambers of commerce and business development officers 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 about training arranged for people who want to start a business, and they also award start-up grants. A start-up grant is a form of support for entrepreneurs who are starting a business. Further information about the conditions for obtaining a start-up grant may be found on the Employment and Economy Administration’s website.

The Finnish Tax Administration website contains information about taxation for entrepreneurs in Finnish, English and Swedish, and customer service numbers also for calling from outside Finland.

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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 agreed in the same way for 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. The regular working hours may be derogated from as established by law, either by means of a collective agreement or by agreement between the employer and the employee. In such cases, however, the regular working hours must be spread out so that they come to no more than eight hours a day and 40 hours a week on average.

Overtime may only be worked if the employee consents to it each time. Since the start of 2020, workplaces have switched from the monitoring of overtime to monitoring overall working time. An employee’s overall working time, including overtime, may not exceed an average of 48 hours a week over a period of four months. Wages at an increased rate of remuneration added must be paid to the employee for overtime.

The employer must keep records of the hours worked, showing clearly how many hours have been worked and how much has been paid for them.

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

Amendments to the Employment Contracts Act and Working Hours Act applicable from 1 August 2022: After the amendments, employers must provide more extensive information on the employment in writing to employees. The information must be provided if they are not included in a written employment contract.

After the amendments, employers that conclude employment contracts with variable working hours must review the actual hours worked every 12 months. The new obligations laid down are more detailed than previously and also apply to work shift planning and cancelling shifts included in an employee’s work shift schedule.

After the amendments, employers must provide a response with grounds for other part-time and fixed-term employees as well, if the employee requests that their employment contract is amended to specify more hours or that the term of employment contract is extended.

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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. The employee accrues either two or two and a half days paid days off for each month that count towards annual leave, depending on the employment relationship.

Sick leave

When an employee falls ill, they must notify the workplace immediately. A physician’s note is usually required to be delivered for sick leave lasting more than three days, but in some sectors, it is required starting from the very first day.

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). The allowance is approximately 70% of the employee’s wages.

A Kela card issued by the Social Insurance Institute is required for dealing with the Kela office, or pharmacies. Kela can give you more information about reimbursements for medicines and physician’s fees, as well as sickness allowance. Employers must arrange occupational healthcare for employees so as to prevent any harm to their health as a result of their work. In many workplaces, this healthcare is more extensive than the mandatory occupational healthcare and it also includes health services and medical treatment.

Family leave

Working parents in Finland have many opportunities to take leave to care for young children. There are many different kinds of family leave. These include maternity leave, special maternity leave, paternity leave and parental leave, childcare leave, and partial and temporary childcare leave. After family leave ends, the employee has the right to return to the same duties they worked in prior to the leave or, as a secondary option, to an equivalent position that fits their employment contract.

The total duration of the maternity and paternity leave is 263 working days. The duration of the leave granted for mothers only is 105 days. After this, the mother and father are free to decide how they spend the remaining days. Paternity leave is a maximum of 54 working days or around 9 weeks. The father can choose to take 1–18 working days of his paternity leave in the same period for which the mother receives maternity or parental allowance. The father use the rest of the paternity leave after the entitlement to parental allowance ends. The Social Insurance Institute (Kela) pays an allowance for family leave, which is linked to the employee’s income. Some collective agreements stipulate that part of the maternity leave must be on full pay.

Kela can give you additional information about the opportunities for family leave and other social benefits.

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. Employees are entitled to study leave if they have been employed by the same employer continuously or in several periods for at least one year.

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A fixed-term employment contract is terminated at the end of the agreed term, or when the agreed work ends, without any separate notice or notice period.

A permanent contract is terminated by giving notice, in compliance with the Employment Contracts Act and the notice period set out in the collective agreement or the employment contract. The employee does not need to provide any particular reason for terminating their employment. The employee must, however, abide by the notice period; otherwise, they will have to pay the employer an amount equivalent to the salary they would have earned during that part of the notice period that they did not work.

A collective agreement may agree upon a probationary period of no more than six months in normal cases, during which the contract may be terminated immediately by either party. During the probationary period, however, the employment contract may not be cancelled on discriminatory grounds or on any other grounds that are inappropriate to the purpose of the probationary period.

The employer may terminate the employment relationship if there are appropriate, compelling reasons for doing so. This requirement applies to termination owing to either reasons attributable to the employee or reasons resulting from changes in the employer’s operating conditions. When an employer terminates an employee’s employment, the notice period varies according to the length of the employment, ranging from 14 days to six months. When an employee terminates their employment, the notice period is 14 days if the employment has lasted for under five years, and one month if it has lasted for more than five years.

An employment contract may only be cancelled if there are extremely compelling reasons for doing so. Such reasons include a breach of obligations or an act of negligence by one party that is serious enough that the other party cannot be expected to continue the employment, even for the length of the notice period. In the event of such cancellation, the employment ends immediately, without any notice period.

The employee has the right to obtain a certificate of employment once their employment has ended. The certificate of employment indicates the duration of the employment and the nature of the work duties. If the employee so desires, the certificate can also be annotated with the reason for ending the employment and an assessment of the work skills and practices demonstrated by the employee.

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

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There is a fairly high level of employee unionisation in Finland compared to many European countries; approximately 70% of workers are members of a trade union. There have only been slight changes to this situation in the 2000s, but it is worth noting that the number of those who have solely joined the unemployment fund but are not a member of a trade union in other respects has increased in recent years. There is legislation to protect the right of both employers and employees to join an organisation and participate in its activities. The freedom of association may not be restricted by any kind of agreement.

There are many trade unions for wage earners in Finland, and these unions belong to three different central employee federations. These are the Central Organisation of Finnish Trade Unions SAK (2118 member unions), whose members work in blue-collar jobs such as in sales and as carpenters; the Finnish Confederation of Salaried Employees STTK (17 member unions), whose members work in white-collar jobs such as nursing and supervisory positions; and the Confederation of Unions for Professional and Managerial Staff in Finland AKAVA (36 member unions), whose members work in graduate professions such as teaching and medicine.

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Individual disputes

The occupational health and safety authorities monitor compliance with labour legislation. The authorities must provide guidance, advice and opinions on the enforcement of occupational health and safety legislation. The monitoring tasks of the occupational health and safety authorities mainly involve prevention and following up on court rulings. The opportunities for agreeing on an individual employment-related dispute must be clarified with the relevant trade union, which will be able to help and possibly also arrange legal representation. You can also contact your employee representative.

Strikes

The Act on Mediation in Labour Disputes lays down the rules relating to holding negotiations on employees’ and civil servants’ collective agreements

Legislation relating to labour disputes distinguishes between ‘interest-related disputes’ and ‘legal disputes’. Disputes concerning the drafting or amendment of a collective are classified as ‘interest-related disputes’ according to this system. The parties to an interest-related dispute may commence industrial action (a strike) after negotiations and mandatory mediation.

During the period covered by the agreement (the period during which the agreement between the parties is in force), however, there is a no-strike obligation; in other words, the parties must refrain from work stoppages. Any labour disputes arising during the period covered by the agreement are legal disputes, which may only be resolved through negotiations or by a labour court. Such disputes may affect the validity or interpretation of the collective agreement.

Individual trade unions may go on strike, but central employee organisations may also demand an improvement in their rights and contracts by going on strike. The employer and the national conciliator must be notified of the strike by no later than two weeks before the start of the strike. The notification must mention the reasons for the strike, its duration, and start time. During any periods when there is no agreement in force, the employer may put pressure on employees by means of a lockout, i.e. by preventing employees from working by closing the workplace. Individual employees who have participated in lawful industrial action may not be discriminated against or punished. If a labour court regards the industrial action as unlawful, the trade unions may be ordered to pay fines.

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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.

Quality of life – on top of the EU social policy agenda

Favourable living conditions depend on a wide range of factors, such as quality healthcare services, education and training opportunities or good transport facilities, just to name a few aspects affecting citizens’ everyday life and work. The European Union has set for itself the aim to constantly improve the quality of life in all its Member States, and to take into account the new challenges of contemporary Europe, such as socially exclude people or an aging population.

Employment in Europe

Improving employment opportunities in Europe is a key priority for the European Commission. With the prospect of tackling the problem of unemployment and increasing the mobility between jobs and regions, a wide variety of initiatives at EU level are being developed and implemented to support the European Employment strategy. These include the European Employment Services network (EURES) and the EU Skills Panorama.

Health and healthcare in the European Union

Health is a cherished value, influencing people’s daily lives and therefore an important priority for all Europeans. A healthy environment is crucial for our individual and professional development, and EU citizens are ever more demanding about health and safety at work and the provision of high quality healthcare services. They require quick and easy access to medical treatment when travelling across the European Union. EU health policies are aimed at responding to these needs.

The European Commission has developed a coordinated approach to health policy, putting into practice a series of initiatives that complement the actions of national public authorities. The Union’s common actions and objectives are included in EU health programmes and strategies.

The current EU4Health Programme (2021-2027) is the EU’s ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff, and health systems in Europe. The new EU4Health programme will go beyond crisis response to address healthcare systems’ resilience. 

EU4Health, established by Regulation (EU) 2021/522, will provide funding to eligible entities, health organisations and NGOs from EU countries, or non-EU countries associated to the programme.

With EU4Health, the EU will invest €5.3 billion in current prices in actions with an EU added value, complementing EU countries’ policies and pursuing one or several of EU4Health´s objectives:

1. To improve and foster health in the Union
   • disease prevention & health promotion
   • international health initiatives & cooperation
2. To tackle cross-border health threats
   • prevention, preparedness & response to cross-border health threats
   • complementing national stockpiling of essential crisis-relevant products
   • establishing a reserve of medical, healthcare & support staff 
3. To improve medicinal products, medical devices and crisis-relevant products
   • making medicinal products, medical devices and crisis-relevant products available and affordable
4. To strengthen health systems, their resilience and resource efficiency
   • strengthening health data, digital tools & services, digital transformation of healthcare
   • improving access to healthcare
   • developing and implementing EU health legislation and evidence-based decision making 
   • integrated work among national health systems

Education in the EU

Education in Europe has both deep roots and great diversity. Already in 1976, education ministers decided to set up an information network to better understand educational policies and systems in the then nine-nation European Community. This reflected the principle that the particular character of an educational system in any one Member State ought to be fully respected, while coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.

In 1986, attention turned from information exchanges to student exchanges with the launch of the Erasmus programme, now grown into the Erasmus+programme, often cited as one of the most successful initiatives of the EU.

Transport in the EU

Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, the EU’s transport policy has focused on removing border obstacles between Member States, thereby enabling people and goods to move quickly, efficiently and cheaply.

This principle is closely connected to the EU’s central goal of a dynamic economy and cohesive society. The transport sector generates 10% of EU wealth measured by gross domestic product (GDP), equivalent to about one trillion Euros a year. It also provides more than ten million jobs.

The Schengen area

The Schengen Convention, in effect since March 1995, abolished border controls within the area of the signatory States and created a single external frontier, where checks have to be carried out in accordance with a common set of rules.

Today, the Schengen Area encompasses most EU countries, except for Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen Area and already applying the Schengen acquis to a large extent. Additionally, also the non-EU States Iceland, Norway, Switzerland and Liechtenstein have joined the Schengen Area.

Air transport

The creation of a single European market in air transport has meant lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.

Air passenger rights

As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the case of accident or difficulties with package holidays. These rights apply to scheduled and chartered flights, both domestic and international, from an EU airport or to an EU airport from one outside the EU, when operated by an EU airline.

Rail transport

Over the last 25 years the Commission has been very active in proposing restructuring the European rail transport market and in order to strengthen the position of railways vis-à-vis other transport modes. The Commission's efforts have concentrated on three major areas which are all crucial for developing a strong and competitive rail transport industry:

1. opening the rail transport market to competition,
2. improving the interoperability and safety of national networks and
3. developing rail transport infrastructure.

Finland has been an independent, democratic republic since 1917. The supreme head of state, the President, has a six-year term. Sauli Niinistö has been President since 2012. The Parliament is elected every four years. The largest parties in the country are the National Coalition Party, the Social Democratic Party, and the Finns Party. The Parliament enacts legislation, decides on the state budget, deals with international agreements, and monitors the Government’s activities. Municipal elections are also organised every four years. This is when representatives are elected to municipal or local councils. Finnish municipalities have the right to collect taxes and also the power to decide on how their budgets are managed. The municipalities provide basic services for their residents. The most important services offered by the municipalities are day care, schools, healthcare and social services.

Legislative power belongs to the Parliament, and executive power belongs to the Government and the President of the Republic. Officials draft laws at the ministries responsible for the relevant areas. The most significant projects are prepared by committees and commissions, which include representatives of different administrative areas, parties and stakeholders. The views of stakeholders are heard during a consultation stage via statements provided by in writing or in public consultation events.

The courts are divided into general courts and administrative courts. There are also some special courts. The general courts are the district courts, courts of appeal and the Supreme Court. District Courts handle civil and criminal cases. Courts of appeal mainly handle appeals against decisions made by the district courts. A ruling by a court of appeal may be appealed against to the Supreme Court if the court grants leave to appeal.

The administrative courts include the administrative courts and the Supreme Administrative Court. Administrative courts handle appeals concerning decisions by authorities.

The Finnish Police is not a part of the judiciary, but its duties include pre-trial investigations, which are the first step in the legal process of solving crimes.

People who need legal aid primarily pay for it themselves. If they do not have enough money, the state can grant partial or full legal aid. The state has legal aid offices to provide legal aid. Public legal advisers offer legal aid at these offices. Legal aid may be obtained for all legal matters.

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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The average monthly wage for Finnish employees was EUR 3 279 in 2022. This is approximately 2% more than in 2021.

Finland has a fairly high tax level compared to other European countries. Tax revenue is used to pay for services that are high quality at an international level as well, such as healthcare, education and care for children and the elderly.

People must pay tax in Finland if they live there permanently, i.e. for more than six months.

If a non-Finnish employee stays in Finland for no more than six months, their employers may withhold 35% of their salary as tax at source. Before tax is collected, EUR 17 per day is deducted from the salary. This tax at source is a final tax, and the employee does not submit a tax return in Finland. The employee may also ask to be taxed progressively, whereby the tax is paid in the same way as for stays of longer than six months.

If a non-Finnish employee works in Finland for longer than six months, they are taxed in the same way as Finns are. It is recommended for immigrants to start by contacting the Digital and Population Data Services Agency, which will issue a Finnish personal identification number. The Finnish Tax Administration will then issue a tax card, and the employer will withhold tax from the salary accordingly. Tax is paid on all income, whether earned in Finland or in another country.

Income tax is paid to both the state and the municipality. Income is taxed progressively. The amount of tax to be paid to the state is determined according to the national income tax scale. Every municipality sets its own tax rate every year. The municipal tax rate is determined according each municipality’s taxation decision. In 2022, the municipal tax rate varied between 16.9% and 23.5%. The average municipal tax rate is 19.97%. Members of Evangelical Lutheran and Orthodox congregations also pay church tax. Each congregation sets its own church tax rate every year. In 2022, the church tax rate varied between 1% and 2%. Pension and unemployment insurance payments were also deducted from employees’ net salaries in 2022 at an average rate of 8.40%. The rate for health insurance payments was 1.18%, and it is included in the pre-payment rate that is withheld based on the tax card. You can calculate your personal tax rate using the tax percentage calculator on the Finnish Tax Administration’s website.

In Finland, the capital income tax rate is 30% if the amount of the capital income does not exceed EUR 30 000 in a year. If the amount of capital income was more than EUR 30 000 in 2022, the tax rate was 34%.

Value-added tax is usually 24%. VAT on food is 14% and VAT on items such as books, train and bus tickets and haircuts is 10% (in 2022).

Vehicle tax comprises a base component and a component based on the propulsion system of the vehicle. The propulsion-based tax is levied on vehicles that are powered by some other means than fuel or petrol. Further information is available from the Finnish Transport and Communications Agency (TRAFICOM).

Tax offices provide guidance for immigrants on all matters relating to taxation. Advice is also available by calling the tax administration customer service number.

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Statistics Finland’s figures for 2022 show that the following four areas account for the largest items of expenditure: housing and heating costs (25.6%), transport (13.9%), food (12.9%), and leisure activities (11.6%) (of disposable income).

In a Eurostat price comparison carried out in 2022, in which the prices for food and non-alcoholic drinks in EU and EEA countries were estimated, Finland came tenth highest on the list. The prices for food and non-alcoholic drinks in Finland are 19.5% higher than the European average. The prices for alcoholic drinks are 8.5% higher than average.

Here are some example prices from 2022:

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The majority of Finns, some 72.3%, own their home. The price of housing varies widely across different parts of the country. Finding rented accommodation at a reasonable price may be a slow process, particularly in large towns and cities. The average rent in 2022 was EUR 16.5/m² and EUR 21.3/m² in the Helsinki Metropolitan Area. The rent per square metre is higher for studio flats. The purchase price for homes in old apartment buildings in September 2022 was EUR 2 267/m² on average for the entire country and EUR 3 878/m² in the Helsinki Metropolitan Area.

It is recommended to have the rental agreement and any amendments to it in writing. Rent is usually paid in advance on a monthly basis. The landlord may ask for a security deposit of no more than three months’ rent in advance. The notice period for rented housing is one full calendar month. The notice period is calculated from the last day of the calendar month in which the landlord’s agent receives notice. A short-term lease may only be terminated in special cases.

Non-Finnish nationals are free to buy property or a share in a Finnish housing company. Homes are often bought either with savings or by taking out a housing loan for a 10 to 20-year period. 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, which the seller and the buyer prepare in two copies. The buyer must pay a transfer tax within two months of the date of the sale (for a sale between two private individuals), on the day of the sale (for a sale brokered by a property broker), or within two months of transfer of the right of ownership (for new homes). First-time buyers aged 18 to 39 do not need to pay the transfer tax if the home is used as their own home and the buyer has not previously owned a home, or half a home.

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 partly owned home. In this case, the resident buys a specific share of the home (15%) and pays rent. At a later stage, it is possible for the resident to buy the entire home.

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According to the Constitution of Finland, everyone is entitled to sufficient social and health services. The responsibility to organise social and health services and rescue services was moved from municipalities and joint municipal authorities to wellbeing services counties on 1 January 2023. Wellbeing services counties, the City of Helsinki in the metropolitan area, and HUS are responsible for the organisation of public healthcare. 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. Generally, private health services are paid by the patients or compensated under insurance policies. 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).

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 from the health authority of one’s home country before leaving. 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 found 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. Since 1 August 2017, all those commencing studies in Finland from outside the EU/EEA have been charged tuition fees.

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.

At the start of 2021, compulsory school attendance was extended to include upper secondary education; this means all ninth graders must apply for to a secondary education institution to continue their studies. 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 traditional universities in Finland: ten multidisciplinary universities, one technical university, one school of economics, and one university of arts. The university network covers different parts of the country and offers places for nearly one-third of the people in the relevant age group. 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 2020, 74% of the population over 15 years of age had completed a degree after basic 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. Finnish music has traditionally gained global recognition through the compositions of Sibelius and Merikanto. In recent years, bands such as Sunrise Avenue and Nightwish, the composer Kaija Saariaho and the conductor Esa-Pekka Salonen have achieved success abroad.

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.

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 means 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.

Nightlife in Finland is also vibrant. In addition to bars and restaurants, spending an evening sitting in a café is popular at the moment.

An essential part of Finnish culture is the sauna. Most Finnish homes have one. Finland is also known as the home of the Angry Birds game, and an important cornerstone of the Finnish identity is Santa Claus, who lives in Lapland!

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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 details are registered with the Digital and Population Data Services Agency unit under whose jurisdiction the child’s mother’s municipality of residence or municipality for purposes of the population register is. If the child becomes a member of an Evangelical Lutheran church or Orthodox church congregation, the details are reported to the minister who performs the baptism.

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 to 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. A certificate attesting that there is no impediment to the marriage must be deposited with the registrar before the wedding. The intending spouses must state the surname(s) that they will take.

Spouses have the right to each other’s property. This right may be changed by means of a pre-nuptial agreement, which must be registered with the Digital and Population Data Services Agency.

A divorce is possible after a reconsideration period of six months or if the spouses have lived apart for two years. Children usually have the right to see both parents following their divorce.

Registration of civil partnerships

Two people of the same sex may marry in Finland (amendment to the law of 1 March 2017).

Death

A funeral may be arranged privately by the family or an undertaker. Congregational cemeteries are public burial grounds, and people who are not members of a church are also buried there. An estate inventory must be drawn up following the death, listing the assets and liabilities of the deceased and of any surviving widow/widower. Unless the will stipulates otherwise, inheritance is determined in accordance with the Code of Inheritance.

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The most convenient way of reaching Finland from abroad is by air. The Helsinki Airport has connections to the largest cities and towns in Finland.

Finland has an efficient rail network between the major towns and cities. Journeys between smaller population centres can be made by long-distance coach. However, coach and bus schedules have been cut back in recent years, so it is more practical to own a car in rural areas.

Public transport prices between Helsinki and Oulu (600 km, February 2020), by:

• air: starting from approximately EUR 70
• rail (Pendolino): starting from approximately EUR 30
• coach (Expressbus): starting from approximately EUR 20

In towns and cities, particularly in the Helsinki Metropolitan Area, it is also perfectly possible to get by without a car. In local transportation, a plastic ‘travel card’ is usually used for payment. The cards are available at the offices of the public transportation provider. As an alternative, customers can pay their trip in a mobile application. The price of a single ticket for transport within the city varies between EUR 2 to 3, depending on the city.

The Finnish Transport and Communications Agency deals with the registration and inspection vehicles. It is also responsible for driving licences and driving tests. You can also drive a car in Finland if you have a European Union driving licence issued by another EU Member State. There are no tolls on the motorways.

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