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Dhi ADT ADT provides end-to-end HR solutions and visa assistance for ex-pats on the international payroll.

If you're a UK company making your first hire in Finland, there is one question worth answering before you send the offe...
09/10/2026

If you're a UK company making your first hire in Finland, there is one question worth answering before you send the offer.

Which collective agreement applies to this role?

The company setup may take only a couple of weeks, but the hiring process doesn't simply follow the same steps as it does in the UK.

Finland does not have a national statutory minimum wage.

Pay and other employment terms can be governed by the collective agreement covering your sector.

And here's the part that can catch UK companies out: around 160 collective agreements are universally binding.

That means an agreement can apply even if your company never signed it or joined an employers' association.

So you can prepare a contract, agree a salary with the employee and still find that some terms don't meet the requirements that apply to the role.

The safest time to check this is before the offer goes out, when you can still adjust the salary and contract properly.

Planning your first Finland hire? DM us “FINLAND” and we'll help you identify what to check before making the offer.

Keywords: Finland hiring, UK companies in Finland, Finland employment law, collective agreements Finland, Finland payroll, global hiring, HR compliance, European expansion, DhiADT, UK, europe

A Finland payroll can look completely correct on paper and still have a problem underneath.We recently found a case wher...
08/10/2026

A Finland payroll can look completely correct on paper and still have a problem underneath.

We recently found a case where the pension contribution had been calculated correctly, the payroll was processed on time, and the payslips looked fine.

But the money was being sent to the wrong pension provider.

The issue was not the payroll calculation. It was the step that came after it.

That is why checking “Was the contribution calculated correctly?” is not always enough.

You also need to ask:

“Did the right provider actually receive it?”

When payroll, pension, insurance and other local providers are managed separately, these gaps can easily go unnoticed.

If you manage payroll across multiple European countries, this is a simple check worth doing: compare what your payroll system says was paid with what each provider actually received.

Not sure when your last reconciliation was done? DM us “CHECK” and we’ll help you identify where to look.

Finland payroll, global payroll, payroll compliance, pension contributions, payroll reconciliation, European payroll, HR compliance, employer of record, finland

Your payroll can be correct, while your compliance position is already changing.When you manage employees across several...
07/10/2026

Your payroll can be correct, while your compliance position is already changing.

When you manage employees across several European countries, your payroll system tells you who was paid and how much.

But it may not tell you whether you’ve crossed a legal headcount threshold, which collective agreement applies, or whether a contractor should actually be treated as an employee.

That’s where the gap starts.

France, Luxembourg, Finland and the Netherlands all have different rules that can affect how your workforce needs to be assessed.

So don’t only ask, “Did payroll run correctly?”

Ask, “Does our payroll data reflect what the local rules actually require?”

If you’re managing payroll across multiple European markets, DM us “REVIEW” and we’ll help you identify where to start.

global payroll, multi-country payroll, payroll compliance, HR compliance, European employment, global workforce, payroll risk, workforce thresholds

Finland has no national minimum wage. So which number did you check your offer against?You can benchmark the salary, get...
06/10/2026

Finland has no national minimum wage. So which number did you check your offer against?

You can benchmark the salary, get internal approval, and send the offer and still miss the number that actually matters.

In Finland, pay and other employment terms can be affected by the collective agreement that applies to your sector.

There are around 160 universally binding agreements, so an agreement can apply even if your company never signed it or joined an employers' association.

That means a salary can look perfectly reasonable and still not meet the requirements that apply to the role.

The safest time to check is before the offer goes out.

Identify the applicable agreement first.

Then check the salary and employment terms against it.

If you're preparing your first Finland hire, comment “FINLAND” or DM us.

We'll help you understand what needs to be checked before the offer is signed.

Finland hiring, Finland employment law, collective agreements Finland, Finland EOR, global hiring, HR compliance, European employment, international hiring, DhiADT, Finland

Every new market feels quite similar for the first couple of weeks. You are learning the local rules, getting familiar w...
05/10/2026

Every new market feels quite similar for the first couple of weeks.

You are learning the local rules, getting familiar with the processes, and figuring out how things work differently.

Then you come across something nobody warned you about.

It might be a local requirement buried somewhere in a process, a rule that works differently than expected, or simply a way of doing things that you didn't know about before entering the market.

That is usually when you start to understand the market properly.

You can prepare for the obvious things before entering a country, but some lessons only come when you're actually dealing with the market.

What's one thing that caught you off guard when you entered a new market for the first time?
global expansion, market entry, international business, global mobility, international hiring, new market, business expansion, local compliance

Every new market feels quite similar for the first couple of weeks. You are learning the local rules, getting familiar w...
04/10/2026

Every new market feels quite similar for the first couple of weeks.

You are learning the local rules, getting familiar with the processes, and figuring out how things work differently.

Then you come across something nobody warned you about.

It might be a local requirement buried somewhere in a process, a rule that works differently than expected, or simply a way of doing things that you didn't know about before entering the market.

That is usually when you start to understand the market properly.

You can prepare for the obvious things before entering a country, but some lessons only come when you're actually dealing with the market.

What's one thing that caught you off guard when you entered a new market for the first time?

global expansion, market entry, international business, global mobility, international hiring, new market, business expansion, local compliance

Something that stood out this week.We were helping a client open up in a new market, and the hold-up wasn't the contract...
03/10/2026

Something that stood out this week.

We were helping a client open up in a new market, and the hold-up wasn't the contract, the visa, or anything on the legal side.

It was a landlord asking the new hire for a credit report.

The new hire had only just arrived in the country, so there was no local credit history to provide.

Nobody had flagged it beforehand. It wasn't on the relocation checklist.

But this small requirement ended up holding up the move for a few extra days.

It was a useful reminder that international moves don't always get delayed by the big things.

Sometimes, it's the small requirement nobody thought to ask about.

What unexpected issue have you seen delay an international move?
Global mobility, international relocation, employee relocation, global hiring, Europe relocation, international hiring, relocation support, new market entry

Your first month in a new market can look completely fine until someone asks for proof of something you thought was alre...
03/10/2026

Your first month in a new market can look completely fine until someone asks for proof of something you thought was already done.

You hire the first few people, get payroll moving, and focus on getting the business started.

Then someone asks for an insurance certificate.

And suddenly, someone has to ask:

“Was this actually registered?”

This is where small compliance gaps can start piling up.

An insurance requirement was assumed to be covered.

A registration was filed late.

A document was needed, but nobody knew who owned it.

Nothing feels urgent while the new market is getting started.

It becomes urgent when someone asks for proof.

If you're opening a new market, don't track only hiring and payroll.

Track who owns each compliance requirement, what has actually been completed, and where the proof is stored.

That simple check can save a lot of last-minute chasing later.

What is the compliance task your team finds hardest to keep track of when entering a new market?

new market expansion, international hiring, HR compliance, global mobility, payroll compliance, market entry, international business, compliance management

If your platform is still waiting for the final rules, 62 days can disappear very quickly.December 2 is getting closer.A...
01/10/2026

If your platform is still waiting for the final rules, 62 days can disappear very quickly.

December 2 is getting closer.

And if you manage platform workers across Europe, waiting for every country to finish its legislation before starting the work could leave very little time to make changes.

There are a few things you can start checking now:

1. Who is actually in scope?
Look at how the work is organised, not just the worker's job title or contract.

2. Which decisions are automated?
Think beyond deactivation. Check rating thresholds, fraud flags, payment holds, visibility restrictions and account suspensions.

3. Who handles human review?
If an automated decision is challenged, who reviews it? Who can change the outcome?

4. Does the process actually work?
Test one workflow from the first automated decision through to human review. This is often where gaps become visible.

The country-by-country rules will still matter.

But there's a question you can start answering now:

If these requirements applied tomorrow, could your product and operations actually handle them?

If Platform Work is on your 2026 roadmap, pick one automated worker decision this week and walk through the full process.

Where would you start?
platform work directive, platform workers, automated decision making, EU compliance, contractor compliance, HR legal, gig economy, European business

A European job offer can look great on paper. But have you checked what happens if the job ends?Salary, start date and r...
30/09/2026

A European job offer can look great on paper. But have you checked what happens if the job ends?

Salary, start date and relocation support are usually the first things people look at.

But a few other details can make a big difference after you move.

Before signing, check the salary threshold for your visa, especially if your application will be submitted after the new year's thresholds take effect.

Then look at the employment contract.

What are the probation and notice periods?

Also ask how long temporary accommodation will be covered.

Finding a permanent home can take longer than expected in some European cities.

And one question that often gets missed:

What happens to your residence status if your employment ends?

For a German EU Blue Card, for example, losing your job can affect your residence status and the next steps you need to take.

A European job offer isn't just about the salary.

It's also about understanding the employment and relocation terms before you say yes.

Save this for your next European job offer.

Which of these would you normally check last?
European job offer, working in Europe, Europe relocation, work visa, global mobility, EU hiring, employment contract, visa requirements

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