1. Role and right to work
We review the duties, the employment terms and the employee's current status. Where a permit is needed before work begins, nothing else is scheduled until it is in place.
Employer Hub
Hiring from abroad: the permit and the first day of work, planned together
We plan the permit route, your obligations as the employer, the application evidence and the employee's start as one process. ENB coordinates the employer's and the employee's files; the authority makes the decision.
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International hiring workflow
The correct permit route and employer duties are not identical for every hire. The process starts by checking the role and the employee's existing residence and right-to-work position.
2. Correct permit route
The case is assessed for TTOL, specialist or another work-based route. Employment terms and employer evidence needed for the chosen application are prepared.
3. Employer actions
Where relevant, employment terms are completed through Enter Finland for Employers, and we check whether an employer announcement is required when hiring someone who already has a valid right to work.
4. Tax, payroll and registrations
Tax card, Finnish personal ID, payroll, Incomes Register and social-insurance topics are coordinated with the appropriate accounting/payroll process before or at the start of employment.
5. Onboarding and follow-up
A follow-up list covers start dates, permit validity, possible extension timing and the right-to-work records the employer needs to retain.
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What ENB coordinates for employers
The employer's statutory duties stay with the employer. What we add is clarity: what has to be done, by whom and in what order.
Permit-route and case pre-assessment
Employer and employee document checklists
Review of the employment terms and the contract
Enter Finland document and process coordination
Document organisation for requests for additional information
Tax, payroll and registration handoff checklist for onboarding
Extension and critical-date follow-up plan
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Core areas the employer must verify
The exact legal duties depend on the facts. These areas are checked when the case is opened.
Right to work
The employer verifies that the employee has the right to perform the work in Finland before the relevant start date, and keeps the grounds for that right on file for two years after the employment relationship ends — the period the Aliens Act has required since 23 February 2023.
Employment terms
The employer remains responsible for terms that comply with Finnish law and the applicable collective agreement. In 2026 a TTOL permit assumes at least EUR 1,600 gross a month unless the collective agreement requires more, and the specialist and EU Blue Card routes assume EUR 3,937 gross a month, fringe benefits and daily allowances excluded.
Notifications
Depending on the permit and employment situation, the case is checked for employer announcements or other actions required by Migri.
Tax and payroll reporting
Withholding, insurance and Incomes Register duties are determined from the employee's and employer's situation. An earnings payment report is due within five calendar days of the payment date — Saturdays, Sundays and holidays count, and a deadline falling on one moves to the next business day — and the employer's separate report by the fifth day of the following month.
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Official employer sources
These official sources were re-checked when this page was prepared. The relevant authority page is checked again before case-specific action.
Source checked: 2026-09-14
Migri — Employer's role and obligationsMigri — Enter Finland for EmployersMigri — Employer announcementsVero — Hiring foreign employeesIncomes Register — Employer obligations in international situationsIncomes Register — Deadlines for reportingOccupational Safety and Health Administration — Aliens Act changes to employer duties
Scope boundary
ENB Consulting does not replace an employer's statutory obligations or decisions by Migri, Vero or another competent authority. Employment-law disputes or legal representation require a separate assessment by an appropriately authorised legal professional.