Is there a statutory probationary period in Finland and can it be extended or removed? Can the probationary period differ for various job titles or employment agreement types?

In Finland, the employer and the employee can agree on a probationary period, referred to as a trial period, lasting up to 6 months from the start of employment. This probationary period can be adjusted under specific circumstances:

• If the employee is absent due to illness or family leave during the probationary period, the employer can extend it by 1 month for every 30 calendar days of absence. However, the employer must inform the employee about the extension before the probationary period ends.

For fixed-term employment agreements, the total duration of the probationary period, including any extensions, cannot exceed half of the duration of the employment agreement and cannot go beyond 6 months.

Are employment agreements mandated to be registered with a regulatory authority in Finland? If yes, what is the process for registration?

After obtaining the signatures on the employment agreement in Finland, employees are required to provide their tax card.

What is Pebl's onboarding timeline in Finland?

The onboarding timeline for Velocity Global Finland is influenced by several factors which may result in a longer than typical process. These factors include:

• The response rate from customers and supported employees.
• Supported employees often submit their employment agreement drafts to their unions for review, potentially extending the onboarding process by up to two weeks.
• After union reviews, extensive discussions may occur between Velocity Global Finland, the customer, and the supported employee to address potential changes, regulations, and common practices specific to Finland.

These elements influence the timing and duration of the onboarding process in Finland.

Can Pebl accept or support customers that have a local entity in Finland?

Yes, Pebl can accept and support customers that have a local entity in Finland.