フィンランド / フィンランドの雇用代行業者と習熟作業者派遣組織
グローバルに雇用し、地元で支払い、楽に拡張
For companies considering an expansion to Finland, there are various ways in which they can enter and set up operations. In recent times one of the more common modes of entry is through a Professional Employment Organization (PEO).
A PEO (Professional Employer Organization) offers companies around the world a quick and safe way to expand their operations to overseas markets by taking charge of essential HR services. Through a PEO in Finland, companies can hire and manage employees overseas in as little as 48h.
An Employer of Record (EOR) in Finland provides companies with a cost-efficient and secure way to follow global expansion strategies by acting as the employer for oversees workers to simplify tax and compliance assurance responsibilities. For companies looking to boost their global mobility potential, INS Global’s EOR provides the perfect mix of experience and expertise in the international market.
Currently present in 80+ countries worldwide, INS Global has a reputable name as a PEO service provider.
| PEO/EOR | Company Incorporation | |
|---|---|---|
| Price | 80% Less Expensive | |
| Market Entry | 2-5 Days | 6 Months |
| Employee Turnover | Decrease by 14% | |
| Recommendation | 98% of the Current PEO Clients | |
| Administrative Fees | Saves an Average of $450 | |
| Costly Payroll and Compliance Fines | Help Avoid | |
| Company Growth Rate | 7 – 9% | |
| ROI | 27% | |
| Closed During Pandemic | -58% | |
フィンランド / フィンランドの雇用代行業者と習熟作業者派遣組織 - 概要
今すぐフィンランドにチームをつくりませんか？
ビジネスを今すぐ成長させる方法を教えてください！
成長は他社にお任せします。
5 Advantages of a PEO in Finland
Enter markets quickly and start your operations
You can hire your staff, get set up and begin your operations in a short space of time.
Save on expensive overhead costs
With no need to follow expensive incorporation procedures or even establish a physical presence in a foreign country, PEOs save you time and money.
Solutions for short or long-term needs
Whether you are looking to fulfill a single project or establish yourself in Finland in the long term, a PEO company can offer you a range of services to meet your evolving demands.
Ease your administrative burdens
For companies that may not have the budget or staffing to operate entire HR departments that can manage HR operations for overseas workers, PEOs provide all the services required to function efficiently.
This allows you to focus on more strategic tasks that contribute to overall success.
Combine all your HR needs into one convenient point of contact
By partnering with a professional HR outsourcing provider, you gain the skills and capabilities of an entire team of HR professionals, all of which can be accessed by a simple email.
How is a PEO Preferred Over Company Incorporation?
A PEO solution offers an efficient alternative to the usual company incorporation process and is seen by many as the preferred solution, here’s why:
- A simple process – incorporating an entity can be a long and complicated process, especially if you are unfamiliar with local protocols.
- Using the services of a PEO allows you to bypass the company setup and hire employees immediately.
- Fast access – unlike with company incorporation, which can require months of preparation time, you can get started in a matter of days with a PEO.
- Access to an HR team – by outsourcing your HR operations to a PEO service, you can access a complete suite of HR functions alongside expert global expansion support.
How Does a Finland PEO Work Exactly?
The process to getting started in Finland consists of a few easy steps with INS Global:
- You provide us with an overview of the project, detailing the scope of your needs and highlighting any concerns. You will then receive tailored recommendations that are best suited to your business requirements.
- Your employees will then be hired and onboarded in line with local regulations through our PEO in Finland.
- The entire operation of providing administration and required onboarding processes is then taken care of by INS Global.
- While we take care of the HR steps, you can begin your business operations and focus on growth.
Manuel Ramos
TERAO ASIA
取締役社長
We think INS Global is a good solution for starting a business in new and complex markets. Understanding the market doesn’t mean you need to set up a company immediately.
The Difference Between an EOR in Finland and an international PEO
While often misunderstood as synonymous with a PEO, a global Employer of Record (EOR) acts as the entity that legally hires and manages your staff on your behalf and while a PEO generally offers HR services as a third-party company. With both PEO and EOR services, you gain access to an entire external HR department, which can handle all administrative and regulatory functions on your behalf.
INS Global offers both PEO and EOR services in Finland to meet your demands. Contact our team of specialists today to discuss your circumstances and see which may be best for you.
Labor Law in Finland
Employment Contracts In China
While written employment contracts are not required, employers must provide an employee with a written statement containing the key terms of employment before the employee’s first salary period. This document should include:
- The main duties of the employee
- Type of employment and duration of the contract (if it’s a fixed-term contract)
- Any applicable collective agreement
- Probationary period
- Wage or salary terms
Working hours and holiday periods
Working hours and Overtime in Finland
In Finland, working time includes the daily hours worked and the time the employee is obliged to be at the site of work. Generally, the maximum working hours are 8 hours a day or 40 hours per week.
The Working Time Act also provides other ways of arranging the working hours within the prescribed limits for purposes of flexibility.
Overtime pay in Finland is 150% of standard pay.
Holidays and Paid Leave
Employees are entitled to 2.5 weekdays of paid annual leave for each month of service. Every calendar month with at least 14 days is counted for this purpose.
Generally, annual paid leave period is granted as a continuous period during the summer holiday (between May and September). Within certain limitations, alternative leave periods are generally left to the employer’s discretion. There are 12 days of annual public holidays in Finland during which an employer must provide time off or holiday pay.
Sick Leave Policy
Inability to work due to illness or injury is considered an exception to the general rule, which states that remuneration needs only be made for work actually done.
An employee becomes entitled to at least 9 days of sick leave pay after 1 month of employment has been completed.
If an employee has been working for less than a month, the employee will be entitled to only half of their wage for the period of disability.
Maternity and Paternity Leave
Maternity leave starts between 50-30 working days before the due date. At the start of maternity leave, the mother is entitled to Finnish social insurance (known as Kela), which will pay for 105 working days.
Finnish law also permits fathers to take paternity leave for a maximum of 54 working days.
Finnish social insurance will contribute to the father’s income during this time for a period of 3 weeks.
Tax Law and Social Security Contributions
Residents of Finland are taxed on their worldwide income at progressive rates for national tax purposes. In contrast, a flat rate is imposed for municipal taxes (16.5-23.5% based on the locality). The lowest national income tax bracket starts at 6%, while the highest is currently set at 31.25%.
Non-resident individuals based in Finland are only taxed on their Finnish-sourced income. Income tax for non-residents is set at 35%. Employers are expected to contribute between 19.2-21.4% of an employee’s salary to their social security contributions.
今すぐお問い合わせください