Hot on the heels of the new Citizenship Act, Parliament has also stiffened the rules for the prized P-EU (permanent residence) permit. Effective 17 December 2025, applicants must show six consecutive years of legal residence—two more than before—and pass a Finnish or Swedish language exam at CEFR level A2. Time spent on student permits or short-term visas no longer counts unless it is followed by at least two years of full-time employment.
The government argues that the changes create a clearer integration ladder: language skills are demanded earlier in the migration journey and will, officials hope, lead to better labour-market outcomes. The flip side is that international assignees, researchers and entrepreneurs will need to adjust stay calendars—and, crucially, budget for an extra two years of national health-insurance premiums before securing permanent status.
Business groups such as Technology Industries of Finland warn that the tougher criteria could discourage mid-career specialists who compare offers across the Nordics. Sweden still grants permanent residence after four years without mandatory language exams. Mobility teams may therefore see pressure to improve allowances for language classes or fast-track local hiring of bilingual support staff.
![Permanent Residence in Finland Now Requires Six Years of Stay and Language Test]()
For companies and individuals trying to make sense of Finland’s evolving immigration landscape, VisaHQ can shoulder much of the administrative load. Its dedicated Finland page (https://www.visahq.com/finland/) consolidates the latest entry, residence and work-permit guidance, and its team can arrange document couriering, form reviews and reminder alerts—services that help HR and expats avoid costly gaps when the six-year clock is ticking.
A grace clause mirrors the citizenship reform: foreign nationals who met the old four-year rule by 17 December keep that entitlement, provided they file within six months. Employers with large graduate-trainee cohorts should audit who qualifies and support quick filings to lock in the more lenient terms.
Migri has promised an online eligibility calculator by January 2026, but warns that paper evidence of continuous residence—rental contracts, utility bills and payslips—remains critical. Missing gaps longer than six weeks will reset the clock, so mobility coordinators should advise employees to maintain meticulous documentation from day one.
The government argues that the changes create a clearer integration ladder: language skills are demanded earlier in the migration journey and will, officials hope, lead to better labour-market outcomes. The flip side is that international assignees, researchers and entrepreneurs will need to adjust stay calendars—and, crucially, budget for an extra two years of national health-insurance premiums before securing permanent status.
Business groups such as Technology Industries of Finland warn that the tougher criteria could discourage mid-career specialists who compare offers across the Nordics. Sweden still grants permanent residence after four years without mandatory language exams. Mobility teams may therefore see pressure to improve allowances for language classes or fast-track local hiring of bilingual support staff.
For companies and individuals trying to make sense of Finland’s evolving immigration landscape, VisaHQ can shoulder much of the administrative load. Its dedicated Finland page (https://www.visahq.com/finland/) consolidates the latest entry, residence and work-permit guidance, and its team can arrange document couriering, form reviews and reminder alerts—services that help HR and expats avoid costly gaps when the six-year clock is ticking.
A grace clause mirrors the citizenship reform: foreign nationals who met the old four-year rule by 17 December keep that entitlement, provided they file within six months. Employers with large graduate-trainee cohorts should audit who qualifies and support quick filings to lock in the more lenient terms.
Migri has promised an online eligibility calculator by January 2026, but warns that paper evidence of continuous residence—rental contracts, utility bills and payslips—remains critical. Missing gaps longer than six weeks will reset the clock, so mobility coordinators should advise employees to maintain meticulous documentation from day one.
