Finland has taken the first legislative steps toward transposing the revised EU Single-Permit (or ‘combined permit’) Directive, and the country’s second-largest labour-market organisation, STTK, has thrown its weight behind the draft bill. In a 12-page position paper submitted to the Ministry of Economic Affairs and Employment on 8 April 2026, STTK says the proposal to extend the period during which a dismissed third-country national may remain in Finland without losing their residence permit is “justified and necessary”. The amendment would write a so-called suoja-aika (protection period) directly into the Aliens Act.
![Finland’s largest union confederation backs longer ‘protection period’ in Aliens Act overhaul]()
Employers and foreign professionals coping with these forthcoming rules can simplify the visa and residence-permit process through VisaHQ, which provides clear checklists, real-time support and online submission tools tailored for Finland. By visiting https://www.visahq.com/finland/ users can reduce paperwork errors and stay compliant as Finnish authorities tighten scrutiny.
If the authorities suspect that an employee has been a victim of labour exploitation, the clock that normally starts the day a work contract ends would be paused; the individual would retain lawful stay until the investigation is completed. STTK argues that the current 3- or 6-month window forces many foreign workers to accept sub-standard conditions for fear of deportation. The union confederation, which represents some 400 000 mid-career professionals, also presses the government to address structural power imbalances. It warns that exploitation often masquerades as ‘voluntary’ overtime, underpayment linked to language barriers, or pressure to sign new contracts on the spot. STTK therefore calls for better resourcing of the Finnish Immigration Service (Migri) and the Occupational Safety and Health authorities so they can identify abuse cases in real time. For globally mobile employers the message is clear: Finland intends to tighten scrutiny of employment conditions while simultaneously offering greater security of stay to legitimate staff. Companies will need to document pay levels, working hours and grievance mechanisms more rigorously, particularly in shortage sectors such as health care, construction and technology. HR teams should also expect longer processing times while Migri refines the new safeguards. If adopted, the revised rules would bring Finland fully into line with EU Directive 2011/98/EU as amended, closing an infringement procedure opened by the European Commission last year. The government aims to submit the bill to Parliament before the summer recess, with the new protection-period clauses likely to enter into force on 1 January 2027.
Employers and foreign professionals coping with these forthcoming rules can simplify the visa and residence-permit process through VisaHQ, which provides clear checklists, real-time support and online submission tools tailored for Finland. By visiting https://www.visahq.com/finland/ users can reduce paperwork errors and stay compliant as Finnish authorities tighten scrutiny.
If the authorities suspect that an employee has been a victim of labour exploitation, the clock that normally starts the day a work contract ends would be paused; the individual would retain lawful stay until the investigation is completed. STTK argues that the current 3- or 6-month window forces many foreign workers to accept sub-standard conditions for fear of deportation. The union confederation, which represents some 400 000 mid-career professionals, also presses the government to address structural power imbalances. It warns that exploitation often masquerades as ‘voluntary’ overtime, underpayment linked to language barriers, or pressure to sign new contracts on the spot. STTK therefore calls for better resourcing of the Finnish Immigration Service (Migri) and the Occupational Safety and Health authorities so they can identify abuse cases in real time. For globally mobile employers the message is clear: Finland intends to tighten scrutiny of employment conditions while simultaneously offering greater security of stay to legitimate staff. Companies will need to document pay levels, working hours and grievance mechanisms more rigorously, particularly in shortage sectors such as health care, construction and technology. HR teams should also expect longer processing times while Migri refines the new safeguards. If adopted, the revised rules would bring Finland fully into line with EU Directive 2011/98/EU as amended, closing an infringement procedure opened by the European Commission last year. The government aims to submit the bill to Parliament before the summer recess, with the new protection-period clauses likely to enter into force on 1 January 2027.
