State here the field of employment according to the International Standard Classification of Occupations (ISCO) in which your employee will work, or your employee’s occupation.

• If you are using Enter Finland, choose the correct occupation from the menu ‘Select your employee’s main occupation’.
• On the paper form, fill in the correct field of employment. If the employee works in several fields of employment, include them all. 

Read more about the ISCO classification on the website of Statistics Finland (stat.fi).

Please note that if your employee is applying for a residence permit for an employed person (TTOL), their right to work is determined according to the field of employment. This is why it is important to fill in all the fields of employment in which the employee will work, so that the employee’s right to work can be determined correctly. If there are several fields of employment or occupations, you can select them in the menu ‘Add all other occupations here’ in Enter Finland or provide them in the field ‘Additional fields of employment and duties’ if you are using the paper form.

In Enter Finland, select the occupation stated in the employment contract from the menu ‘Occupation’. Enter Finland has a list of the most common titles, such as cook or cleaner. If you cannot find your employee’s title in the list, select ‘Other’ and enter the title in the field.

State whether the employment is part of apprenticeship training in the field ‘Is the employment part of apprenticeship training?’. 

• If the employment is part of apprenticeship training, enter details of the employee’s studies and educational institution.
• If the employment is not part of apprenticeship training, write ‘No’ in the field. 

Select the correct option and indicate whether the employment contract is

• valid until further notice without a termination date or 
• fixed term with a termination date. 

Specify the start date of employment in Finland and the end date for fixed-term employment in Finland. With a fixed-term contract, the residence permit for an employed person is generally granted for the duration of the fixed term.

If your employee is applying for a first residence permit, enter the estimated employment start date as the start date. You can check the expected processing times of applications on the applications pages. If the employment start date has passed when the residence permit is granted, the residence permit will enter into force on the date it is granted.  

Choose the option that describes the regular working hours of your employee, per week 

• over three weeks, or 
• per month.

Fill in the minimum number of hours that you, as the employer, can guarantee for your employee.

• If the employee’s contract is a zero-hour contract, i.e. the employee may be offered 0–40 hours per week depending on the employer’s need, enter this information in the ‘Other, please specify’ field. 
• If your employee only works part time, their gross pay must meet the minimum requirements. See the current minimum gross pay on the income requirement page.
• Generally, a residence permit cannot be granted on the basis of work if the employer cannot guarantee a sufficient number of hours for the employee, because in this case, the employee would not receive enough pay to support themselves. For a residence permit for an employed person (TTOL), a residence permit for a specialist, and an EU Blue Card, the employee’s income must always originate from work.  

Specify whether the employee’s pay will be 

• hourly pay 
• monthly pay, or 
• seasonal or piece-rate pay or payment by project.

Seasonal or piece-rate pay or payment by project:

Your employee could be arriving to

• work during a sports season and be paid a lump sum for the entire season
• carry out a project and be paid a certain amount for a certain period.

Fill in the employee’s pay. Ensure that the pay at least meets the pay specified in the relevant collective agreement. 

Specify whether your employee receives any fringe benefits and whether they are included in the provided monetary pay or if the employee will receive the fringe benefits in addition to the monetary pay. Itemise all the fringe benefits and their taxable values.

Fringe benefits are benefits subject to tax and have a certain taxable value. The taxes are paid by the employee and they are withheld from their pay. Check the taxable values of fringe benefits on the Finnish Tax Administration’s website (vero.fi). 

Is a collective agreement applicable to the job?

If you choose ‘Yes’

Specify the collective agreement applicable to your employee’s work. If there is an applicable collective agreement, its minimum terms and conditions must be complied with and the employee’s pay and other terms of work may not be less favourable as those specified in the collective agreement. You can agree on terms and conditions that are more favourable to the employee than those of the collective agreement, such as a higher pay than that specified in the collective agreement for similar work. All generally binding collective agreements are available on Finlex (finlex.fi) (only in Finnish and Swedish).

If you choose ‘No’

An employer cannot choose to not apply a generally binding collective agreement. If no applicable collective agreement exists, the employer must ensure that the employee is paid according to the common practice of the field of employment. Read more about the minimum salary requirement on the income requirement page.

Does your employee work in one location or several locations?

Fill in your employee’s primary location of work (city/town). If your employee works in several locations, fill in all other locations of work (cities/town) in addition to the primary location of work.

You can also specify that your employee will work outside Finland.

If you choose ‘N/A’ in Enter Finland, select the option for the work being done in several locations and enter all the locations in which your employee will work in the field that is displayed.

On the form, choose one of the two options: 

• The work requires a licence, specific qualifications or an accepted state of health. I have ensured that the employee meets the requirements before he or she starts working.
• The work does not require a licence, specific qualifications or an accepted state of health.

When filling in the terms of employment, the employer must assure that they have verified that the employee is

• qualified for the work 
• suitable for the work 
• meets the requirements for the work.

Work subject to a permit

If the work is subject to a permit, the employer must ensure that the employee meets all the permit requirements before they start the work (e.g. permit from Valvira for working in social or health care).

Work requiring special qualifications

Specific qualifications include degrees, training or work experience. The required qualifications and the methods for demonstrating them vary according to the work or profession.

If your employee is applying for a residence permit for a specialist or an EU Blue Card, their duties must require special expertise and the employer must ensure that the employee meets this requirement.

Accepted state of health

If the work requires the employee to have an accepted state of health, the employer must ensure the employee’s state of health is acceptable as laid down in the Communicable Diseases Act (e.g. Salmonella or tuberculosis certificate). If a Hygiene Passport or an Alcohol Passport is required but can be acquired at the start of the employment, choose the first option of the two options on the form (‘The work requires a licence, specific qualifications or an accepted state of health.’).

You do not need to attach any certificates, unless your employee is applying for a first residence permit for an employed person (TTOL).

You do not need to attach certificates on licences, specific qualifications or state of health to the application, and these will only be requested to be provided if needed. However, if your employee is applying for a first residence permit for an employed person (TTOL), you, as the employer, must provide a statement of labour market testing and provide all certificates required for the work. More information is below in section 10: Availability of labour.   

Indicate on the form whether labour market testing is required for the residence application. For more information about labour market testing, regional work permit policies and selecting the correct occupation or field of employment, see the page Labour market test.

In applications for a first residence permit, the labour market test procedure concerns all applications for a residence permit for an employed person and applications for a residence permit for seasonal work where the duration of the work is 6–9 months.

In extended permits, labour market tests are not required in the following situations:

• When an employee applies for an extended permit to continue working in the same field of employment for which his or her existing and valid residence permit for an employed person was issued.
• When an employee applies for an extended permit to work in a different field of employment than the field for which his or her existing and valid residence permit for an employed person was issued and the employee has been working for at least 9 months with the residence permit for an employed person.
• When an employee applies for an extended permit and has had an unrestricted right to work on the basis of his or her previous permit.

A labour market test is always required if an employee who holds a valid residence permit for studies applies for a residence permit for an employed person.

Choose ‘No’, if labour market testing is not required. In this case, the field of employment in question is exempt from labour market testing.

Choose ‘Yes’, if labour market testing is required. In this case, the field of employment is not exempt from labour market testing and you, as the employer, must primarily recruit an employee from Finland or the EU/EEA. Answer the two follow-up questions:

1. Has the position been advertised on the Job Market Finland website for at least 2 weeks during the past 6 months? You do not need to attach the job advertisement.
   • If you choose ‘Yes’, indicate on the form how many people applied for the job during that time and whether you recruited any of them. State the ID of the job advertisement. The ID consists of 35 characters and can be found in the job advertisement published on the Job Market Finland website under ‘ID of the job advertisement’.
   • If you choose ‘No’, publish a job advertisement on the website Job Market Finland (tyomarkkinatori.fi) for two weeks. After two weeks, inform the Finnish Immigration Service of the details in the job advertisement and its outcome. Include the following information:
     • The ID of the job advertisement on the Job Market Finland website. You will find the ID in the job advertisement that you published.
     • How many people applied for the job?
     • Was any of the applicants selected for the position? If no one was selected, explain why. 
     • Were professional qualifications required in the job advertisement? If other requirements were set in the job advertisement, for example, concerning language skills, explain why these skills are necessary for the job.
   • Submit the information using the online service Enter Finland for Employers. If you cannot use Enter Finland for Employers, we recommend that you use encrypted email. To send encrypted email, go to the address securemail.migri.fi and follow the instructions there. You can also submit the information to us by sending email to migri@migri.fi and attachments as PDF files.
2. Were professional qualifications required in the job advertisement?  
   • If you choose ‘Yes’, provide the employee’s degrees and/or work certificates or attach a certificate of the employee’s professional qualifications. If you are using Enter Finland, the section for attachments is automatically displayed. If you are using the paper ‘Terms of employment’ form, the attachments are specified in section 5. Attachments: Proof of employee’s professional qualifications
   • If you choose ‘No’, no separate proof of the employee’s professional qualifications is required.

The employer must assure in their employee’s application (section 71b, subsection 1, paragraph 6 of the Aliens Act) that

• the employer has met all their obligations as an employer, and 
• the terms of employment comply with all applicable legislation. 

Both Enter Finland and the paper ‘Terms of employment’ form have a checkbox that the employer can check to assure the following:

• As required by section 71b subsection 1 paragraph 6 of the Aliens Act, I hereby assure that I have met and will continue to meet my obligations as an employer and that the terms of employment I have agreed on with my employee comply with the provisions of law in force and with the applicable collective agreement or, if there is no applicable collective agreement, that they correspond to the terms of employment applied to employees in the labour market doing similar work. I am competent to sign this form, and a power of attorney is attached, if necessary, and the details I have provided are correct.

If you do not provide this assurance, your employee cannot be granted a residence permit on the basis of work.

If you have authorised a third party to represent your company, this authorised representative will make the assurance on your behalf. As the employer, you are responsible for ensuring that the information provided by your representative on the ‘Terms of employment’ form is correct and that your representative provides the assurance that the employer will meet their obligations as an employer. The information must be in line with what has been agreed with the employee.

If an employer gives false or misleading information to the authorities, the Finnish Immigration Service or the Employment and Economic Development Office may refrain from issuing residence permits regarding employment for this employer for a specific period of time, and the employer may be committing a violation of the Aliens Act (Aliens Act, sections 186 and 187).