The Finnish Immigration Service (Migri) has announced that, from the 2026 picking season, every visa, seasonal-work certificate and residence-permit application submitted by wild-berry pickers will be subjected to extra-rigorous checks. The move, unveiled on 21 May 2026, is a direct response to a series of high-profile abuse cases in which foreign pickers—mainly recruited from Asia—were housed in sub-standard conditions, paid far below guaranteed earnings and charged excessive recruitment fees. Migri says it will now cross-check employer track records, accommodation standards and contract terms before any permission is issued. Although berry picking in Finland is classed as “seasonal work,” it is unusual: pickers often arrive on short-stay Schengen visas issued by Finnish consulates, work on a quasi-entrepreneurial basis and, until recently, fell into a regulatory grey zone. Under reforms that entered into force in 2025, pickers coming for less than three months from visa-required countries must obtain a seasonal-work visa, while those from visa-free countries must obtain a Migri certificate before travel; stays of 3–9 months require a residence permit.
![Finland puts seasonal-work visa and permit applications for berry pickers under microscope to curb labour exploitation]()
VisaHQ can assist both employers and individual pickers in navigating these new layered visa, certificate and residence-permit categories. Through its streamlined online platform (https://www.visahq.com/finland/), applicants can access current checklists, document pre-screening and courier support, helping to minimise delays or refusals under Migri’s stricter review regime.
In all three channels, Migri and the Ministry for Foreign Affairs now share data to flag employers or recruitment agents suspected of previous violations. Migri’s process-owner for employment-based permits, Tuuli Huhtilainen, said the tighter screening will inevitably slow processing times but is essential to “promote the safety of our customers and society by preventing labour exploitation and human trafficking.” Applicants may be asked for proof of guaranteed earnings, copies of accommodation leases and evidence that recruitment fees comply with Thai and Vietnamese regulations—two of the main source countries. If shortcomings in employer obligations are found, permits will be refused. For berry-sector employers, the announcement means planning hiring campaigns earlier, budgeting for longer lead-times and preparing more detailed documentation. Employers that can demonstrate collective-agreement wages, audited housing and transparent recruitment chains should still receive decisions within the standard 15-day target, Migri said. Companies with opaque arrangements risk lengthy investigations or blacklisting, jeopardising their 2026 harvest. The crackdown is emblematic of a wider tightening of Finland’s immigration framework: a six-year residence requirement for permanent residence, higher income thresholds and stepped-up work-site inspections all entered into force in January 2026. For global mobility managers, the message is clear—Finland remains open to seasonal and long-term talent, but compliance expectations are rising sharply, and reputational risk for non-compliant supply chains is growing.
VisaHQ can assist both employers and individual pickers in navigating these new layered visa, certificate and residence-permit categories. Through its streamlined online platform (https://www.visahq.com/finland/), applicants can access current checklists, document pre-screening and courier support, helping to minimise delays or refusals under Migri’s stricter review regime.
In all three channels, Migri and the Ministry for Foreign Affairs now share data to flag employers or recruitment agents suspected of previous violations. Migri’s process-owner for employment-based permits, Tuuli Huhtilainen, said the tighter screening will inevitably slow processing times but is essential to “promote the safety of our customers and society by preventing labour exploitation and human trafficking.” Applicants may be asked for proof of guaranteed earnings, copies of accommodation leases and evidence that recruitment fees comply with Thai and Vietnamese regulations—two of the main source countries. If shortcomings in employer obligations are found, permits will be refused. For berry-sector employers, the announcement means planning hiring campaigns earlier, budgeting for longer lead-times and preparing more detailed documentation. Employers that can demonstrate collective-agreement wages, audited housing and transparent recruitment chains should still receive decisions within the standard 15-day target, Migri said. Companies with opaque arrangements risk lengthy investigations or blacklisting, jeopardising their 2026 harvest. The crackdown is emblematic of a wider tightening of Finland’s immigration framework: a six-year residence requirement for permanent residence, higher income thresholds and stepped-up work-site inspections all entered into force in January 2026. For global mobility managers, the message is clear—Finland remains open to seasonal and long-term talent, but compliance expectations are rising sharply, and reputational risk for non-compliant supply chains is growing.
