Last updated 2025-08-22
Quick overview
Finland has one of the longest traditions in Europe of regulating equal pay. The Equality Act requires all employers with 30 or more employees to prepare a gender equality plan every two years. This plan must include a pay survey to identify unjustified pay differences between women and men.
There is currently no obligation to publish data externally, but employees must have access to the equality plan. By May 2026, the EU Pay Transparency Directive will add new requirements that bring salary disclosure rules, employee rights to information, and mandatory gender pay gap reporting for larger employers.
Reporting requirements
Which companies must report?
All private and public sector employers with 30 or more employees on a regular basis are required to prepare an equality plan that includes a pay survey.
What information needs to be reported?
The equality plan must include
An assessment of the gender equality situation in the workplace
Details of the employment of women and men in different jobs
A survey of job classifications by gender
Pay levels for these jobs, including bonuses and allowances
Analysis of pay differences and their causes
Planned measures to promote equality and correct unjustified pay gaps
A review of progress made on previously planned measures
The pay survey must ensure that there are no unjustified pay differences between women and men performing the same or equivalent work.
When and where to send the data?
There is no external filing requirement. The gender equality plan is an internal document. It must be prepared at least every two years. A local agreement may extend the pay survey to every three years if the other parts of the plan are updated annually.
Who can see the results?
The equality plan must be made available to employees. Employee representatives involved in the pay survey have the right to access all necessary information, including salary classifications and pay components. External publication is not required.
Equal pay laws
The Finnish Constitution guarantees equality before the law and specifically requires promotion of gender equality in working life.
The Act on Equality between Women and Men (609/1986) sets out the principle of equal pay. Employers must pay men and women equally for the same work or work of equal value. Pay differences are only allowed when they are based on objective factors such as experience, education, performance, collective agreements, or temporary market factors.
Employee rights
Employees and their representatives have several rights
Access to the equality plan and its pay survey
The right to request information through their representative from the Ombudsman for Equality if they suspect discrimination
The right to equal pay and compensation in case of proven discrimination
The right to corrective measures when unjustified pay differences are identified
The minimum level of compensation for unlawful discrimination is EUR 4,360, with no maximum cap except in recruitment cases where compensation is capped at EUR 21,800.
Risks of non-compliance
Failure to comply with obligations under the Equality Act carries several risks
The Ombudsman for Equality may require the employer to prepare or correct an equality plan
The National Non-Discrimination and Equality Tribunal can order compliance and reinforce this with a conditional fine
Employers may be liable to pay compensation to employees who have suffered from pay discrimination
Reputational risk if employees raise issues publicly, especially given growing transparency expectations
What will change by 2026
New EU-wide rules
The EU Pay Transparency Directive, due to be implemented in Finland by May 2026, will bring new obligations
Job applicants must be informed of the starting salary or salary range before or during recruitment
Employers cannot ask applicants about their salary history
Employees can request information on pay levels and average pay by gender for roles of equal or comparable value, with responses due within two months
Employers with at least 100 employees must report their gender pay gap data to the Ombudsman for Equality and publish it
If an unjustified pay gap of 5 percent or more is found, and not corrected within six months, a joint pay assessment must be conducted with employee representatives and the Ombudsman
Definitions of equal work, comparable work, and categories of employees will be standardised
The timeframe for bringing claims for discrimination will extend from two to three years
How Finland is likely to apply them
Finland’s draft legislation published in May 2025 closely follows the directive. Expect rules on pay transparency to apply universally to all employers when it comes to applicant disclosures and employee information rights. Mandatory external reporting will apply to employers with 100 or more employees.
Employers should prepare by mapping equivalent roles, reviewing pay-setting practices, and ensuring their HR systems can generate the required data.
FAQ
Do we need to publish our gender equality plan
No. The plan must be shared internally but does not need to be published externally.
Can pay differences ever be justified
Yes, if they are based on objective and gender-neutral criteria such as performance, experience, education, or collective agreements.
What happens if we fail to create a plan
The Ombudsman for Equality or the Tribunal can require you to prepare one within a set time and may impose a fine.
Will smaller employers under 100 staff need to do anything in 2026
Yes. While mandatory external reporting applies only to employers with 100 or more staff, all employers must comply with transparency measures such as giving salary ranges to applicants and responding to employee information requests.
Helpful resources
Ministry of Social Affairs and Health – Equality Act guidance
Ombudsman for Equality – Employer obligations and employee rights
National Non-Discrimination and Equality Tribunal – Enforcement powers
European Commission – EU Pay Transparency Directive 2023/970
Contact us
Book a meeting with our country partner Perform & Pay to learn more about how Sysarb can help your company with Pay Transparency compliance.
Paul Puustinen
Founding Partner, Perform & Pay
Sampo Ahonala
Founding Partner, Perform & Pay
