Finland has flipped the switch on the most far-reaching overhaul of its Nationality Act since joining the EU. As of 00:01 on 17 December 2025, every naturalisation request must be filed online through the Enter Finland portal; paper forms and in-person submissions have been abolished. The Finnish Immigration Service (Migri) says the single end-to-end digital workflow—covering fee payment, biometric verification, document uploads and electronic signature—will shave roughly two months off today’s average eight-month processing time and cut back-office costs by 12 percent.
The substance of the law is just as transformative. Applicants now need an uninterrupted, lawful residence period of six years (up from five) and must demonstrate sustainable earned income that cannot come from unemployment benefits or social assistance. A2-level Finnish or Swedish language skills remain, but the authorities may now require in-person language interviews if test results look inconsistent.
For those finding the new digital process daunting, VisaHQ can step in to handle the nuts and bolts of drafting, uploading and tracking applications through Migri’s Enter Finland system. Their Finland team guides both individual applicants and corporate HR departments on document preparation, biometric booking and e-ID setup, helping to minimise the risk of costly auto-rejections. See how the service works at https://www.visahq.com/finland/.
![Finland’s New Citizenship Act Goes Live With Fully-Digital Process and Higher Hurdles]()
Migri justifies the tighter thresholds by pointing to labour-market integration gaps: the employment rate for naturalised citizens from outside the EU is 63 percent, versus 73 percent for the population at large. Employers that rely on the promise of a Finnish passport to attract talent—particularly in ICT and gaming—will need to recalibrate timelines and messaging when recruiting non-EU staff. HR teams are already flagging that the longer qualifying period could affect retention, as employees weigh other Nordic destinations with looser rules.
For assignees already on track for citizenship, the grandfathering provision is limited. Only those who had reached the previous five-year residence threshold by 17 December keep that path; everyone else resets to six years. Companies should therefore update mobility policies, re-run cost projections (especially for tax-equalised packages) and inform impacted employees quickly to avoid disappointment.
Finally, the digital-only requirement means employers can no longer accompany staff to Migri counters. Instead, onboarding checklists must include training on strong e-ID authentication and scanning of original documents well in advance. Migri has warned that incomplete e-files will be auto-rejected after 30 days, raising the stakes for error-free submissions.
The substance of the law is just as transformative. Applicants now need an uninterrupted, lawful residence period of six years (up from five) and must demonstrate sustainable earned income that cannot come from unemployment benefits or social assistance. A2-level Finnish or Swedish language skills remain, but the authorities may now require in-person language interviews if test results look inconsistent.
For those finding the new digital process daunting, VisaHQ can step in to handle the nuts and bolts of drafting, uploading and tracking applications through Migri’s Enter Finland system. Their Finland team guides both individual applicants and corporate HR departments on document preparation, biometric booking and e-ID setup, helping to minimise the risk of costly auto-rejections. See how the service works at https://www.visahq.com/finland/.
Migri justifies the tighter thresholds by pointing to labour-market integration gaps: the employment rate for naturalised citizens from outside the EU is 63 percent, versus 73 percent for the population at large. Employers that rely on the promise of a Finnish passport to attract talent—particularly in ICT and gaming—will need to recalibrate timelines and messaging when recruiting non-EU staff. HR teams are already flagging that the longer qualifying period could affect retention, as employees weigh other Nordic destinations with looser rules.
For assignees already on track for citizenship, the grandfathering provision is limited. Only those who had reached the previous five-year residence threshold by 17 December keep that path; everyone else resets to six years. Companies should therefore update mobility policies, re-run cost projections (especially for tax-equalised packages) and inform impacted employees quickly to avoid disappointment.
Finally, the digital-only requirement means employers can no longer accompany staff to Migri counters. Instead, onboarding checklists must include training on strong e-ID authentication and scanning of original documents well in advance. Migri has warned that incomplete e-files will be auto-rejected after 30 days, raising the stakes for error-free submissions.
