Pay of a posted worker
NOTE! The guidelines based on the application of the old 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.
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. The wage agreed by the employer and the employee must not be 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 employer is responsible for wage payment
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.
When the main contractor and the builder in the construction sector receive a notification from a posted worker about inadequate payment, they
- immediately must send a request for investigation to the employer of the posted worker, i.e. the posting company and
- send the statement they receive from the posting company further to the worker and on his or her request to the OSH authorities.
Further information: Pay
Employment legislation lays down the framework for the regulation of terms and conditions of employment on the labour market. Employers’ and employees’ organisations enter into public and private collective agreements that specify terms and conditions of employment in more detail than the law. Universally binding collective agreements are binding in their respective sectors also on unaffiliated employers, i.e. employers that do not belong to an employers’ organisation. Any clause in an employment contract that violates the corresponding provision in a universally binding collective agreement is null and void.
‘Local agreement’ means that the employer and employees may enter into an agreement concerning certain terms and conditions of employment. Collective agreements may impose restrictions on local agreement; proper procedure must be ensured before concluding an employment contract.
Further information: Collective agreement
Some central organisations and employees trade unions and employer´s associations
- Construction Trade Union
- Finnish Electrical Workers’ Union
- Metalworkers’ Union
- Woodworkers' Union of Finland
- Finnish Confederation of Professionals STTK
- Federation of Special Service and Clerical Employees ERTO
- Trade Union Pro
- Confederation of Unions for Professional and Managerial Staff in Finland AKAVA.
- Confederation of Finnish Industries EK
- Employers' Federation of Road Transport
- Federation of Finnish Commerce
- The Finnish Hospitality Association MaRa
- Finnish Forest Industries Federation
- Service Sector Employers PALTA
- Confederation of Finnish Construction Industries RT
- The Federation of Finnish Technology Industries.