Employer Reporting Obligations

What Every Worker Should Know

Immigration compliance in Finland is not only the responsibility of foreign employees. Employers now carry statutory duties that directly affect the worker’s legal status. Understanding these rules helps both sides stay compliant and avoid complications with the Finnish Immigration Service (Migri).

The 14-Day Rule and Its Implications

Section 86 a of the Ulkomaalaislaki (Aliens Act) requires every employer in Finland to report both the start and end of a foreign employee’s work contract to Migri within 14 days. This rule became fully enforceable in mid-2025, when responsibility for labour migration oversight was transferred from the TE Offices to Migri.

The goal is to maintain a real-time national employment register that ensures transparency and prevents misuse of work-based residence permits. When employers fail to report, Migri’s records can show outdated information, which may later cause confusion during permit renewals or permanent residence evaluations.

Consequences of Failing to Report

If an employer does not notify Migri, both the company and the employee may face administrative consequences. For the employee, unreported terminations can appear as gaps in employment or as signs of false reporting. For the employer, repeated non-compliance can result in administrative fines or restrictions on sponsoring new foreign workers.

Migri now cross-verifies employment data with the national Incomes Register (Tulorekisteri) and the Tax Administration (Verohallinto) to detect discrepancies automatically. When mismatches occur, both parties may receive requests for clarification.

Shared Responsibility Between Employer and Employee

Foreign employees should never assume their employer has completed the notification. It is the worker’s right and responsibility to verify that Migri has been informed of both the start and end of employment. If an employer refuses or neglects to report, the employee can self-report termination using Enter Finland and include proof such as the final payslip or a written resignation.

Why It Matters for Residence Permits

Accurate reporting protects the worker’s future immigration record. When Migri assesses eligibility for permanent residence or citizenship, it checks employment continuity and lawfulness across years of data. Missing entries or unexplained gaps can delay or jeopardize approvals even if the applicant did nothing wrong.

For companies, compliance ensures that sponsored employees remain lawfully employed and that future recruitment of foreign staff proceeds without unnecessary scrutiny or penalties.

Legal Support in Employer-Related Cases

Disputes over unreported employment, unpaid wages, or sudden contract termination often overlap between labour law and immigration law. Coordinating both areas ensures full legal protection. Legally.fi assists in resolving these cases by addressing both the employment-law aspect and the immigration consequences of any reporting failure.