As an employer, do you know what you need to take into consideration before and after recruiting an international talent?
In order to have as smooth recruitment process as possible, an employer should keep in mind a few basic steps that are needed to be taken into account when having international workforce.
Follow the checklist to make sure that you take the important steps into account.
– Make sure that the employee has the required permit in order to be eligible to reside and work in Finland. For more info, check Toolkit’s Residence permits section.
– All the same laws, collective agreements and obligations apply to foreign employees than to Finnish employees
– Provide the Employment and Economic Development Office (TE Office) with information regarding the principal terms and conditions of employment when the person to be hired is other than an EU citizen or a person comparable to an EU citizen. Information must be submitted without delay (within a week) and is required in all cases regardless the type of residence permit. This can be done by sending a copy of the job contract or TEM054 form (an appendix to the residence permit application of an employed person)
– Inform the shop steward, the elected representative and the occupational safety and health representative at the workplace about the name of the foreign employee (other than EU citizen) and the applicable collective agreement
– Collect and store information regarding the foreign employee, such as personal data and the grounds for the foreign employee’s right to work, at the workplace during the employment and for four years after the termination of employment, so that it is easily available for the occupational safety and health authorities’ inspection on demand. This can be done by taking a copy of employee’s passport and the residence permit card, for example.