Finland · Employer of Record · Payroll Services · PEO
You have found the person you want to hire in Finland — now you need a compliant way to employ them. JN Recruitment is the expansion partner that connects international companies with vetted Employer of Record and payroll partners in Finland — plus the employment lawyers, tax advisors, payroll bureaus and accountants a Finnish expansion actually needs — and delivers the boutique recruitment that finds the candidate in the first place.
for an EOR to issue a compliant Finnish employment contract once documents are complete
employer social contributions on a Finnish gross salary — TyEL pension the biggest single item
no Oy required — with an Employer of Record, the partner is the legal employer in Finland
our recommendation is free — the best specialist from our vetted Finnish network, matched to your case
Payroll partner Finland
Finland is the eurozone’s northern industrial anchor — and a market whose payroll runs on rules a foreign HR team rarely guesses right. There is no statutory minimum wage: pay floors come from sector collective agreements (TES) that bind even non-organised employers. The earnings-related TyEL pension must be arranged through a pension insurance company, health, unemployment and accident insurances each carry their own annually set rates, and every salary payment must be reported to the national Incomes Register (tulorekisteri) within five days. Companies that have already found their candidate lose weeks here — or improvise a setup that unravels at the first payslip.
There are two clean routes. If you have (or will build) a Finnish entity, a payroll service provider in Finland runs the monthly payroll, Incomes Register filings and statutory insurances for you. If you have no entity and don’t want one yet, an Employer of Record (EOR) employs your hire legally in Finland while you direct the day-to-day work — what many US companies would call a PEO. The market for both is crowded and opaque; TES handling, pension administration and pricing vary enormously. And sooner or later a Finnish expansion also needs an employment lawyer for the contract, a tax advisor for the registrations and an accountant for the books. We vet all of it for you.
JN Recruitment is a boutique recruitment firm headquartered in Mannheim, with offices in Poland and Cyprus — and the expansion partner international companies use for the Finnish market. Years of placing people in Finland have built us a network of the best employment lawyers, tax advisors, payroll bureaus, accountants and EOR providers for the market. We recommend exactly the specialists your case needs — free of charge, at the partner’s standard rates — and stay your single point of contact. What we deliver ourselves is the headhunting: the sales recruitment agency for Finland that international machinery, industrial-technology and recycling companies already use to enter the market.
What we arrange
Whatever stage your Finland plans are at — first hire without an entity, or a full team on an existing Oy — this is what our vetted Finnish network delivers: EOR providers, payroll bureaus, employment lawyers, tax advisors and accountants, matched and introduced by us:
The partner becomes the legal employer of your hire in Finland — Finnish employment contract, payroll, TyEL pension, statutory insurances, Incomes Register reporting — while you manage the work day-to-day. Live within days, no Oy required. The standard route for a first hire in Finland.
For companies with a Finnish entity: a specialised payroll bureau runs the monthly payroll, tax withholding, real-time reporting to the Incomes Register (tulorekisteri), TyEL and insurance administration, holiday-pay and lomaraha calculations and payslips — no in-house Finnish payroll expertise needed.
Searching for a “PEO Finland”? The US-style PEO doesn’t exist 1:1 under Finnish law — the compliant equivalents are EOR employment or outsourced payroll on your own entity. We translate what you actually need into the right Finnish construct.
Specialised employment lawyers for TES-compliant Finnish contracts and terminations, tax advisors for employer registration and filings, accountants for the books — the advisory bench every Finnish expansion eventually needs, already vetted and briefed.
Identifying which collective agreement (TES) binds your hire — often generally applicable even if you never signed it — plus onboarding paperwork, occupational health-care arrangements (a Finnish statutory duty) and audits of freelance setups: if the working reality is employment, partners convert it into compliant employment before the authorities do.
The part we deliver ourselves: executive search for technical sales and leadership roles in Finland. If you don’t have the candidate yet, we find them — then plug employment and payroll in behind the signed offer.
Market knowledge
Finnish employment is digital, exact and agreement-driven — predictable, if you know the numbers before you sign. The essentials we brief every company on before a Finnish hire:
The biggest single employer cost in Finland is the statutory earnings-related pension (TyEL), arranged through a pension insurance company: the employer’s share averages around 17.5% of gross salary, with employees contributing 7.15% (more from age 53). It is insurance, not tax — the scheme must be in place before the first payslip, and an EOR or payroll partner carries it for you.
Finland has no statutory minimum wage — pay floors, working hours, holiday bonuses and many extras come from sector collective agreements (TES), and generally applicable ones bind employers who never signed them. Which TES covers your hire shapes the offer and the payroll; we make sure the partner setup answers that question before the contract is drafted.
Finland runs real-time payroll transparency: every wage payment must be reported to the national Incomes Register (tulorekisteri) within five calendar days, feeding tax, pension and benefit systems at once. Elegant when your payroll partner’s systems do it automatically — painful when a foreign HR team tries to run it by hand.
Employer-side notice scales with tenure from 14 days to six months, but employees give at most one month — so a signed Finnish hire starts faster than almost anywhere in Europe. A probation period (koeaika) of up to six months is standard on permanent contracts. Plan the paperwork, not the wait.
Employer cost benchmarks
Payroll quotes in Finland are built on the statutory insurances both sides pay on gross salary — several of them re-set annually. The 2026 picture — the source of the “roughly 20% on top” rule every employer budget should use:
| Contribution | Employer pays | Employee pays |
|---|---|---|
| TyEL earnings-related pension | ≈17.5% (avg. employer share) | 7.15% (more from age 53) |
| Health insurance contribution (sairausvakuutusmaksu) | ≈1.5–2% | ≈1.5% |
| Unemployment insurance (työttömyysvakuutusmaksu) | ≈0.2% (≈0.8% above payroll threshold) | ≈0.6% |
| Accident & occupational disease insurance | ≈0.5% (sector-based) | — |
| Group life insurance (ryhmähenkivakuutus) | ≈0.06% | — |
| Holiday bonus — lomaraha (most collective agreements) | ≈50% of statutory holiday pay | — |
Orientation figures for 2026, rounded: TyEL, health and unemployment rates are re-set each year, accident insurance varies by sector risk, the higher unemployment rate applies above an annual payroll threshold (≈€2.5m), and lomaraha comes from the applicable TES rather than statute. Rule of thumb: a €70,000 gross salary costs the employer roughly €84,000–85,000 all-in. Your payroll or EOR partner’s quote is the binding number.
Yes. An Employer of Record (EOR) employs your candidate in Finland on your behalf: the EOR holds the Finnish employment contract, runs payroll, TyEL pension and the statutory insurances, reports to the Incomes Register, and you direct the day-to-day work. No Oy, no Finnish bank account, no registrations on your side. It is the standard route for a first hire in Finland — and unlike Germany, Finnish law imposes no licensing regime or hard time cap on the construct.
The EOR is the legal employer under Finnish law. It issues a compliant Finnish employment contract aligned with the applicable collective agreement (TES), arranges TyEL pension insurance, withholds income tax, pays the employer’s health, unemployment, accident and group-life contributions, reports every salary payment to the Incomes Register within five days, arranges statutory occupational health care, administers holidays including lomaraha, and issues payslips. You remain in charge of the work itself and reimburse the EOR for gross salary, employer costs and a service fee.
Typical Finnish EOR pricing is a flat €300–700 per employee per month, or a percentage of gross salary — on top of the salary itself and roughly 20% employer contributions. Compare that with the alternative: a Finnish Oy has no minimum share capital any more, but formation, accounting, annual filings, TyEL setup and a payroll run still make it rarely worth it below three to five employees. We match you with a partner whose pricing fits your head-count and flag the all-in monthly number before you commit.
Budget roughly 19–21% employer contributions: TyEL pension around 17.5% as the dominant item, plus the health insurance contribution, unemployment insurance, sector-based accident insurance and a small group-life premium. On top of that, most collective agreements add a holiday bonus (lomaraha) of about 50% of statutory holiday pay. As a rule of thumb, a €70,000 gross salary costs the employer roughly €84,000–85,000 all-in per year, before any bonus, car or EOR fee.
In the US, a PEO co-employs your staff while you keep your own entity; an EOR employs them fully so you don’t need one. Finnish law has no 1:1 equivalent of the US PEO model — the compliant Finnish constructs are EOR employment (no entity needed) or outsourced payroll and HR administration on your own Oy. Providers use both labels loosely, which is precisely why we check what a partner actually delivers — TES handling and TyEL administration above all — before we introduce them.
Yes. Finland imposes no licensing requirement or maximum leasing period on EOR-style employment — a lighter regime than Germany’s AÜG. What matters instead is substance: the applicable collective agreement must be honoured (equal-treatment rules apply to hired-out workers), TyEL and the statutory insurances must actually be in place, and Incomes Register reporting must be on time. Those are exactly the points we verify in our partner vetting — and questions you should ask any EOR you talk to.
Yes. If your Oy or branch already exists, a Finnish payroll partner takes over the monthly run: payslips, tax withholding, real-time reporting to the Incomes Register (tulorekisteri), TyEL and insurance administration, holiday-pay and lomaraha calculations under the applicable TES, and year-end certificates. Typical pricing runs per payslip per month. The same partners handle employer registration and the statutory occupational health-care contract if your entity has never employed anyone in Finland before.
Faster than almost anywhere in Europe. Via EOR, the Finnish employment contract is typically ready within three to five working days once the candidate’s documents are complete — and because Finnish employees give at most one month’s notice regardless of seniority, the person is usually selling for you within weeks of signing, not months. Building your own Oy first takes longer including registrations; many clients start on EOR and switch once the entity stands.
Only if they are genuinely self-employed. Finnish authorities assess the reality of the relationship: one client, fixed hours and integration into your team point to employment, and reclassification means back-dated TyEL contributions and insurances — paid largely by you. Serious Finnish candidates for permanent sales roles will expect proper employment with TyEL and occupational health care anyway. If the working reality is employment, EOR employment costs little more and removes the risk; our partners also audit and convert existing contractor setups.
No — and that is deliberate. JN Recruitment is a boutique recruitment firm and your expansion partner for Finland: over years of placing candidates here we have built a vetted network of the best employment lawyers, tax advisors, payroll bureaus, accountants and EOR providers for the Finnish market — and we recommend exactly the specialists your case needs. You contract directly with the partner at their standard rates; the recommendation costs you nothing, and we stay your single point of contact. What we deliver ourselves is the search: if the candidate doesn’t exist yet, our Finnish headhunting finds them.
Across Europe
The same specialised technical sales search opens every market on the continent — pick the country you are expanding into.
Hiring in several markets at once?
Hiring at leadership level? Our executive search practice:
Candidate found — and now need a compliant way to employ them?
Talk to us — no strings attached. We get back to you within 24 hours.
Our mission is simple: placements that open new markets.
30-minute intro call
Two quick steps — tell us what you need and how to reach you. Within one business day you get an intro call and, where it fits, a direct introduction to the right specialists from our vetted network.
Your contact person Jonas Strambach Director & Senior Recruiter, JN Recruitment +49 1525 2077583 [email protected] Thank you — we’ll get back to you within one business day to schedule your intro call.
An honest read on your vacancy & market — in your first call.
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Before you go
Every month a key sales seat stays empty pushes your expansion plans back — and leaves serious revenue on the table. We fill technical sales positions within weeks, so you hit your expansion targets on schedule.
Jonas Strambach Director & Senior Recruiter, JN Recruitment Free vacancy check · reply within 24 hours
