Coinciding with the citizenship overhaul, a separate set of amendments raising the bar for permanent residence (the so-called ‘P-EU permit’) also took effect on 17 December 2025. Under the new law, third-country nationals must spend at least six continuous years in Finland—up from four—to qualify for either a permanent residence permit or an EU long-term residence permit. Time spent on student permits or short-term visas no longer counts unless followed by two years of gainful employment.
Amid this shifting landscape, many employers and prospective residents are turning to VisaHQ for step-by-step guidance on Finnish entry and residence options. VisaHQ’s Finland portal (https://www.visahq.com/finland/) offers automated document checklists, up-to-date fee calculators, and on-call specialists who can coordinate everything from initial work visas to the eventual P-EU permit, easing the administrative load on HR teams and applicants alike.
Language competence is now baked into the criteria. Applicants must demonstrate at least A2 proficiency in Finnish or Swedish through the National Certificate of Language Proficiency. Employers fear that skilled blue-collar workers—particularly in construction and logistics—could fall short, increasing turnover costs. Migri plans to launch extra language-testing slots in early 2026 but warns of likely bottlenecks.
![Permanent-Residence Rules Tighten: Six-Year Stay and Language Proof Now Mandatory]()
The amendments also introduce a two-year employment history requirement and empower authorities to revoke permanent residence if the holder lives outside Finland for more than two years (previously four) without compelling reason. These changes mirror similar moves in Denmark and the Netherlands and align with the Orpo government’s broader “work first” migration agenda.
For multinational HR departments the message is clear: start tracking staff mobility days and language-training progress well before the six-year mark. Companies are looking to bundle Finnish lessons into relocation packages and to rotate key specialists to Helsinki sooner so that the extended qualifying clock does not delay strategic postings. Mobility advisers also caution against assuming that spouses automatically ride on principal applicants’ permits; dependants must now meet language and livelihood tests independently unless exempt under EU rules.
While unions criticise the amendments for hampering integration, business groups welcome the clarity of objective metrics. The real-world impact will become evident in mid-2026 when the first cohorts under the new regime become eligible to apply.
Amid this shifting landscape, many employers and prospective residents are turning to VisaHQ for step-by-step guidance on Finnish entry and residence options. VisaHQ’s Finland portal (https://www.visahq.com/finland/) offers automated document checklists, up-to-date fee calculators, and on-call specialists who can coordinate everything from initial work visas to the eventual P-EU permit, easing the administrative load on HR teams and applicants alike.
Language competence is now baked into the criteria. Applicants must demonstrate at least A2 proficiency in Finnish or Swedish through the National Certificate of Language Proficiency. Employers fear that skilled blue-collar workers—particularly in construction and logistics—could fall short, increasing turnover costs. Migri plans to launch extra language-testing slots in early 2026 but warns of likely bottlenecks.
The amendments also introduce a two-year employment history requirement and empower authorities to revoke permanent residence if the holder lives outside Finland for more than two years (previously four) without compelling reason. These changes mirror similar moves in Denmark and the Netherlands and align with the Orpo government’s broader “work first” migration agenda.
For multinational HR departments the message is clear: start tracking staff mobility days and language-training progress well before the six-year mark. Companies are looking to bundle Finnish lessons into relocation packages and to rotate key specialists to Helsinki sooner so that the extended qualifying clock does not delay strategic postings. Mobility advisers also caution against assuming that spouses automatically ride on principal applicants’ permits; dependants must now meet language and livelihood tests independently unless exempt under EU rules.
While unions criticise the amendments for hampering integration, business groups welcome the clarity of objective metrics. The real-world impact will become evident in mid-2026 when the first cohorts under the new regime become eligible to apply.
