핀란드의 PEO

일반적으로 기존의 PEO를 이용해 해외 직원을 고용할 경우 1개월 정도의 시간이 필요합니다. 새 자회사를 설립하여 직접 고용주가 되는 경우, 4-12개월의 시간이 소요됩니다.

You may legally, securely, and efficiently transfer employees or hire new ones by working with a Finland EOR. This technique makes outsourcing acceptable for both short- and long-term projects. 

An employee who is co-employed by an EOR may have access to a variety of services, including improved employee benefits, comprehensive legal protection, local understanding of all employer requirements, timely and accurate payment, and more. 

While maintaining complete control over their work process, contractors who interact with clients through an EOR or Finnish PEO have access to many of the same perks and protections as regular workers. 

Yes, an EOR safeguards you everywhere you travel while taking into account any modifications to local or regional labor regulations. 

With certain PEO businesses, there can be a minimum or maximum amount of employees you can hire. However, you can hire and outsource the HR of as many individuals as your plans require using INS Global’s expansion services. 

In addition to salaries and any payments made to recruiting agencies or experts, payroll expenditures must also include any additional or indirect costs like social insurance contributions, bonuses, or incentives. 

Even though signing incentives are optional, they must be included when estimating the cost of conducting competitive international hiring. 

Employees of a company with a presence in Finland should have the option of choosing between a physical workplace and a home office to provide the most competitive package to potential applicants. 

Our recruitment staff can assist you in finding the finest new team members in Finland via access to professional networks, in-depth knowledge of both offline and online business resources, expertise in adhering to local best practices, and more. 

INS Global uses the latest hiring technologies and sector-specific information to help you locate the best candidates among Finnish citizens and foreign residents. When we hire on your behalf, we take into account any changes in local norms and regulations surrounding nationality to prevent potential issues. 

Employing an EOR is a fast, easy, and secure option for businesses of all sizes, from SMEs to multinational organizations. 

With our legal expertise being suited for anybody who either lacks their own internal structures or wants to prevent scaling concerns while expanding, INS globally offers vital PEO or worldwide Employer of Record services to enterprises in a variety of sectors.  

Independent contractors may be hired directly or through a middleman, such as a staffing agency or an umbrella business. Through networking, job boards, social media, trade organizations, and other means, you might be able to find the finest contractors to meet your demands. 

Independent contractors frequently run their own businesses or are the owners of small ones through which they may charge clients. Because of this, they need to be engaged via a work agreement for certain tasks rather than through an employment contract. 

An independent contractor can be asked to provide a CV, portfolio, verified references, and potentially a signed NDA before beginning. But depending on your needs, the hiring process could alter.  

Registered payroll in Finland is only necessary if a company is paying 2 or more employees regularly. Companies are required to manage all tax and social security contributions on an employee’s behalf, including making deductions from a worker’s gross salary.  

While there is no nationally mandated minimum wage in Finland, most workers have CBA agreements or individual contracts stating basic wage requirements.  

Those seeking to live and work in Finland for an extended time should apply for a residence permit. The longest available time for any single visa is 5 years with the first permit generally being granted for 1 year. 

There is a fast-track stream for residence permits which is open to many applicants including those with highly-sought professional qualifications or EU Blue Cards.  

Employees in Finland are taxed on all income earned in Finland (with worldwide income being taxable for Finnish citizens). Employers are expected to manage an employee’s national income tax, municipal income tax, church tax, and social security contributions. 

The exact amount that employers are expected to contribute towards an employee’s social security varies according to age but is equivalent to around 20% on average.  

Employees in Finland have health insurance, accident insurance, unemployment insurance, a pension, as well as all the usual types of paid leave (i.e. annual leave, parental leave, sick leave).  

Employers in Finland can change some nonessential aspects of an employment contract unilaterally. However, significant or essential changes must have the express permission of the employee.  

The vast majority of healthcare in Finland is provided through the public healthcare system. In general, while not free, Finnish healthcare is heavily subsidized via taxes, with most employees also benefitting from supplementary health insurance.  

Termination can only be done in Finland when done on justifiable grounds, which can be either due to employee fault or extenuating circumstances.  

Notice periods range from 14 days (for contracts of up to 1 year) to 6 months (for contracts of over 12 years).  

Severance pay varies widely from 3-24 months’ salary based on seniority.  

The Occupational Safety and Health (OSH) authorities regulate most day-to-day enforcement of workplace and labor protections. They fall under the authority of the Ministry of Social Affairs and Health.  

Finland has 12 paid national public holidays per year with employees working on holidays eligible for double pay or time off.