Note! Guidelines in accordance with the contexts of the new law can be found here.

Finnish law does not specify a minimum wage. Posted workers must be paid at least the wages specified in the relevant universally binding collective agreement.

The terms and conditions of employment of the posted worker are determined according to the legislation of both the country of origin and Finland. The terms and conditions of employment in the country of origin may differ from those in Finland. The purpose of the Act is to ensure that posted workers are treated equally compared to employees of companies operating in Finland, and particularly compared to agency workers, with regard to minimum wage.

The employer is responsible for wage payment

Posted workers must be paid at least the compensation determined on the basis of a universally binding collective agreement as referred to in chapter 2 section 7 of the Employment Contracts Act. If there is no universally binding collective agreement in the sector in question and no other agreement or practice in force, the employee must be paid a usual and reasonable wage in cases where the wage agreed by the employer and the employee is substantially less than a wage that may be considered usual and reasonable. The above provision applies to situations where wages have been agreed in the country of origin without knowledge of the level of wages in Finland.

The posted worker’s employer is responsible for payment of wages. The client is not responsible for the wages to be paid to posted workers. However, the client is required when acquiring agency workers to supply the posted workers’ employer any and all information required by that employer to fulfil his obligations.