Payroll and Employment Taxes in Finland

Overview of Payroll Taxes in Finland

Understanding Finland's payroll tax system is essential for both small businesses and large enterprises operating in this Nordic country. Employers in Finland need to navigate several types of mandatory contributions, including pension insurance, unemployment insurance, health insurance, accident insurance, and group life insurance.

The Finnish tax system is known for its comprehensive social welfare funding, which provides extensive benefits to employees but requires careful compliance from employers. Non-compliance can result in significant penalties, strained employee relations, and potential legal issues.

This article aims to help you understand the key aspects of Finnish payroll taxes, including calculations, contribution rates, deadlines, and filing procedures, whether you're a small local business or a multinational corporation establishing operations in Finland.

Fiscal Year in Finland

1 January - 31 December is the 12-month accounting period that businesses in Finland use for financial and tax reporting purposes.

Payroll Cycle in Finland

The payroll cycle in Finland is usually monthly, with employees being paid by the last day of the month.

Minimum Wage in Finland

As of May 1, 2025, Finland does not have a statutory national minimum wage. Instead, wages are determined through collective bargaining agreements (CBAs) negotiated between employers' associations and trade unions. These agreements set minimum wage levels for various sectors and are binding for employers and employees within those sectors. Approximately 90% of employees in Finland are covered by such agreements, including all public sector employees.

Bonus Payments in Finland

13th-month salary payments are customary in Finland and are usually paid before the employees holiday.

How is Payroll Calculated in Finland?

Payroll calculation in Finland involves several components that affect employee salaries. The process begins with determining the gross salary based on the employment contract or collective agreement, as Finland doesn't have a statutory minimum wage but relies on industry-specific collective agreements. From this gross amount, employers must calculate and withhold:

 
• Income tax (progressive rates ranging from 12.64% to 44.25%)
 
• Municipal tax (ranging from 4.70% to 10.90%)
 
• Church tax if applicable (1% to 2.25%)
 
• Employee's pension insurance contribution (7.15% for ages 17-52 and 63-67, 8.65% for ages 53-62)
 
• Employee's unemployment insurance contribution (approximately 0.59%)
 
• Employee's health insurance contribution (0.84% to 1.06% depending on income)

Employers must then add their own mandatory contributions to calculate the total cost of employment. The final net salary is determined after all deductions, and this amount is paid to the employee according to the agreed payment schedule, typically monthly in Finland.

Types of Payroll Taxes in Finland

Finland has several distinct payroll taxes and mandatory contributions that employers must manage. Each has its own regulations, rates, and payment procedures that businesses must carefully follow to remain compliant with Finnish law.

Pension Insurance (TyEL)

Pension insurance is the largest mandatory contribution in Finland's payroll system. The employer contribution rate averages 17.38% of the employee's gross salary, while employees contribute 7.15% (ages 17-52 and 63-67) or 8.65% (ages 53-62). This insurance is mandatory for all employees aged 17-68 with monthly earnings above €70.08. The contributions fund Finland's earnings-related pension system, ensuring retirement security for workers. Payments must be made monthly to the chosen pension insurance company, with penalties for late payments potentially including interest charges and enforcement measures.

Health Insurance

Health insurance contributions are mandatory for all employers with employees aged 16-67 covered by Finnish social insurance. The employer contribution rate is 1.87% of gross salary in 2025. These contributions fund Finland's public healthcare system, providing comprehensive medical coverage for residents. Employers must report and pay these contributions monthly to the Finnish Tax Administration. Non-compliance can result in penalty fees, interest charges, and potential legal action.

Unemployment Insurance

Unemployment insurance is a mandatory contribution that helps fund Finland's unemployment security system. Employer rates are tiered: 0.20% for annual wages up to €2,455,000 and 0.80% for wages exceeding this amount. Employees contribute approximately 0.59% of their gross salary. These funds support unemployment benefits, adult education, and certain pension benefits. Payments are made to the Employment Fund, typically quarterly, with penalties for non-compliance including late payment interest and potential legal proceedings.

How to Set Up a Payroll in Finland?

Registering with Finnish Authorities

To establish a payroll system in Finland, employers must first register with several government authorities. Start by registering with the Finnish Tax Administration (Verohallinto) to obtain a Business ID and register as an employer. You'll need to register for income tax withholding, employer contributions, and VAT if applicable.

Next, arrange mandatory insurance coverage through appropriate providers: pension insurance (TyEL) through a pension insurance company, accident insurance and group life insurance through an insurance company, and unemployment insurance through the Employment Fund. Each registration requires specific documentation, including company details, employee information, and estimated payroll figures.

Choosing a Payroll System

Selecting the right payroll system is crucial for efficient operations in Finland. Consider these options:

 
• In-house payroll software: Suitable for businesses with dedicated HR staff
 
• Outsourced payroll services: Ideal for companies wanting to focus on core operations
 
• Cloud-based payroll solutions: Offers flexibility and accessibility
 
• Playroll: A comprehensive global payroll platform that handles Finnish compliance requirements automatically
 
• Local Finnish payroll providers: Specialized in Finnish regulations and reporting

When choosing a system, consider factors like compliance with Finnish regulations, integration with existing systems, scalability, language support, and cost-effectiveness. The right solution should handle tax calculations, mandatory contributions, reporting requirements, and stay updated with regulatory changes.

Onboarding Employees for Payroll

Proper employee onboarding is essential for accurate payroll processing in Finland. When hiring, collect all necessary documentation including the employee's tax card (verokortti), which determines the withholding rate, personal identification information, bank account details for salary payments, and pension insurance information. You'll need to register new employees with the appropriate pension insurance company and set up their information in your payroll system. Ensure you have documented all employment terms, including salary, working hours, and benefits, as these will directly impact payroll calculations. Providing clear information to employees about their payslips, deductions, and payment schedules helps establish transparency from the beginning.

Step-by-Step Payroll Processing in Finland

Collecting Timesheets and Attendance Data

Accurate time tracking is the foundation of compliant payroll processing in Finland. Employers must maintain records of hours worked, especially for hourly employees or those eligible for overtime. Finnish labor laws strictly regulate working hours, with standard provisions for 8 hours per day and 40 hours per week, with specific overtime rates.

Modern time-tracking systems that comply with Finnish requirements can streamline this process, while manual systems must be meticulously maintained. Regular verification of time data helps prevent discrepancies and ensures employees are properly compensated for all hours worked, including any overtime, evening, or weekend work that may be subject to premium pay rates under Finnish collective agreements.

Calculating Salaries and Deductions

Accurate salary calculation in Finland requires attention to several components. Start with the gross salary based on the employment contract or collective agreement. Calculate mandatory employee deductions including income tax (using the employee's tax card), pension contributions (7.15-8.65% depending on age), unemployment insurance (0.59%), and health insurance contributions (0.84-1.06%).

Then calculate employer contributions including pension insurance (17.38%), health insurance (1.87%), unemployment insurance (0.20-0.80%), accident insurance (approximately 0.57%), and group life insurance (0.06%). Ensure all calculations comply with the latest rates and thresholds, as these are updated annually by Finnish authorities.

Generating and Distributing Payslips

Finnish payslips must contain specific information to comply with regulations and provide transparency to employees. Each payslip should include the employee's personal information, pay period dates, gross salary amount, itemized deductions (taxes and social contributions), employer contributions, net salary, and year-to-date totals.

Electronic payslips are increasingly common and legally acceptable in Finland, offering convenience and environmental benefits. Whether digital or paper, payslips should be distributed to employees on or before the payment date. Many Finnish employers provide payslips through secure online portals that allow employees to access current and historical payslip information, enhancing transparency while maintaining data security.

Submitting Payroll to Authorities

Finnish employers must report payroll information to authorities through the Incomes Register (Tulorekisteri), a national electronic database. Reports must be submitted within five calendar days of each payment date and include detailed information about salaries, benefits, and deductions.

The Incomes Register automatically distributes this information to relevant authorities including the Tax Administration, pension insurance companies, and the Employment Fund, streamlining the reporting process. Submissions can be made through various technical interfaces, file uploads, or an online form. Accuracy is crucial, as errors can lead to incorrect tax assessments or benefit calculations, potentially resulting in penalties or additional administrative work to correct mistakes.

Paying Employees

Salary payments in Finland are typically made monthly, with payment dates often specified in collective agreements or employment contracts. Bank transfers are the standard payment method, with cash payments being extremely rare. Employers must ensure funds are available in their accounts on the designated payment date, as Finnish employees rely on predictable payment schedules.

Some industries may have specific payment practices, such as the construction sector's requirement for twice-monthly payments. Regardless of industry, employers must provide clear information about payment dates and methods to employees, and maintain consistent payment schedules to build trust and ensure financial stability for their workforce.

How to Submit Payroll Tax in Finland

There are several methods for submitting payroll taxes in Finland:

• Incomes Register (Tulorekisteri) - The primary reporting channel for all salary information. Employers must report salary payments within five days of payment.
 
• MyTax (OmaVero) - The Tax Administration's online service for paying employer contributions. Used for remitting withheld taxes and employer health insurance contributions. Provides payment references and tracking capabilities.
 
• Pension Insurance Company Portals - Each pension insurance company offers online services for reporting employee earnings, calculating pension contributions, and making payments.
 
• Employment Fund Online Service - For unemployment insurance contributions. Quarterly reporting and payment. Calculation tools available.
 
• Insurance Company Portals - For accident and group life insurance. Annual reporting typically required. Premium calculations based on payroll data.

Payroll Tax Due Dates in Finland

Payroll Contributions in Finland

Understanding the tax obligations for both employers and employees is crucial when operating in Finland's business landscape. This section explains how taxes and statutory fees affect payroll and individual earnings in Finland.

Employer Tax Contributions

Employer payroll contributions are generally estimated at an additional 19.6% on top of the employee salary in Finland.

Employee Payroll Tax Contributions

In Finland, the typical estimation for employee payroll contributions cost is around 10.61% - 12.11%.

Individual Income Tax Contributions

The individual national income tax ranges from 12.64% to 44%. Income tax is calculated according to progressive rates. Employees also pay an additional flat rate for municipality taxes (up to 10.86%). Multiple additional factors may impact overall rates such as Church Tax, number of children, among others.

Pension in Finland

In Finland, both employers and employees contribute to TyEL which is an insurance taken out by employers. The statutory retirement age is 65.

Ready for Payroll That Fits Your Workflow?

Make better business decisions by consolidating global payroll data, while seamlessly syncing your existing payroll operations.

• Instantly integrate outsourced and in-house payroll.
• Interactive variance analysis to prevent errors.
• Create custom reports and access in-depth analytics.

Book a Demo

Managing Common Payroll Challenges in Finland

Global employers operating in Finland often encounter unique payroll challenges that can affect compliance and efficiency, like navigating evolving tax laws and managing employee data. With a need for real-time accuracy, modern organizations must develop strategies to overcome these challenges effectively. Below, we explore some of the most common payroll hurdles and provide actionable solutions to streamline payroll processes in Finland.

Maintaining Accurate and Detailed Payroll Reports

Maintaining accurate global payroll reports is often challenging due to currency exchange complexities, data integration issues, and the need to keep employee information up-to-date – including tax information, hours worked, leave balances, and any changes in salary or job status. Generating accurate reports is easy with a comprehensive payroll automation tool that consolidates fragmented data sources, and can keep track of employee payments and deductions.

Keeping Up With Ever-Changing Tax Laws & Compliance Laws

In Finland, tax laws and compliance regulations can change frequently, presenting a significant challenge for global employers. Monitoring updates to federal, state, and local tax codes is crucial to avoid non-compliance and costly penalties, but requires significant time and resources. Partnering with local experts or a reputable global HR platform is an effective way to maintain compliance. These services can help employers stay compliant with evolving regulations while freeing up time for more strategic work.

Consolidating Multi-Vendor Payroll Analytics

Managing payroll across multiple vendors often leads to fragmented data and inefficiencies, making it difficult to consolidate analytics. These challenges can hinder decision-making, especially when trying to gain a clear view of workforce costs and trends. To address this, organizations can invest in a centralized payroll management system that unifies data from multiple vendors. A consolidated platform simplifies payroll tracking, ensures data accuracy, and provides actionable insights into payroll expenditures.

Integrating Multiple HR & Payroll Systems

Global companies are prone to using multiple HR or payroll systems across regions, which can easily lead to fragmented payroll data, increasing the risk of delays and errors in employee compensation. To combat this, seamless integration between payroll and other systems is critical.

Payroll management systems that connect with existing HR and financial platforms can help streamline workflows by reducing manual inputs and ensuring that all departments operate with up-to-date, accurate information. In turn, this helps guarantee on-time, accurate payroll, boosting employee satisfaction.

What Does a Global Payroll Management Platform Cover?

A global payroll management platform is a software solution designed to streamline and automate the payroll processes for organizations with employees across multiple countries. It helps ensure accurate and timely payment while maintaining compliance with legal and regulatory requirements in Finland.

Key functions of a payroll management platform can include:

• Consolidate payroll data: Streamline fragmented payroll data into one source of truth when you’re operating in multiple regions.
   
• Analytics and reporting: Advanced capabilities to analyze payroll data and generate automated reports per region.
   
• Monitor and standardize payroll: Get an accurate view of employee costs, bonuses, and taxes per region, catch variances, and standardize payroll processes across regions to minimize errors.
   
• Compliance and record-keeping: Maintains accurate payroll records and ensures adherence to labor laws and regulations, reducing the risk of legal issues.
   
• Employee self-service: Provides portals where employees can access pay stubs, update personal information, and manage benefits selections.

How Playroll Can Streamline Payroll & Taxes in Finland

Expanding globally is an exciting milestone for any company, but it comes coupled with complex payroll challenges. It doesn’t have to be complicated. At Playroll, our easy-to-implement global payroll management software combines automation with hands-on support to make global payroll truly simple. Here's how Playroll helps:

• Multi-Vendor Integration: Our platform syncs seamlessly with your providers and in-house systems to unify global payroll services in one platform.
   
• Standardize Payroll Processes: Unify your operations in one dashboard to ensure payroll is running smoothly globally, with advanced approval flows and reports.
   
• Improve Governance & Compliance: Improve compliance by centralizing all your compliance tasks and processes. Easily track your payment obligations, with digitized audit trails.
   
• Advanced Reporting: Access and configure your data, your way, with a comprehensive suite of payroll analytics and reporting tools.