Country guide
Pay transparency in Finland
What the EU Pay Transparency Directive means for employers in Finland, based on its national transposition — status, thresholds, the joint-assessment trigger, and where to file.
Finland has missed the deadline. A transposition draft was published 16 May 2025; the draft government bill went out to consultation from 22 December 2025 to 9 February 2026 (75 responses), and the bill — HE 129/2026 vp — was given to the Eduskunta on 9 July 2026, a month after the 7 June 2026 transposition deadline the bill itself names. Its status is Vireillä (pending): Parliament has not passed it. Entry into force on 1 January 2027 is the Government's stated INTENTION, tied to the 2027 budget bill — the operative commencement clause of every one of the five bills still carries the unfilled placeholder "Tämä laki tulee voimaan päivänä kuuta 20.", so no date is enacted. The bill would set a reporting duty at 100+ (§ 6 d), a joint pay assessment at 100+ on a 5% gap (§ 6 e), pay-criteria transparency for all employers and pay-progression criteria at 50+, and a laiminlyöntimaksu of 5,000–80,000 € for failing to supply the data (§ 21 b) — all provisional until passage. Existing palkkakartoitus duties under the Tasa-arvolaki remain in force and are NOT superseded: the bill's enacting formula does not touch §§ 6 a or 6 b.
Finland has a transposition bill in progress but has not yet enacted it. The figures below reflect the directive's defaults and the draft as it stands, and may change before the law is final.
Finland sets reporting duties by employer size; the table below lists each band as the law states it. The directive's 5% trigger for a joint pay assessment applies until national law sets its own.
We have not yet confirmed from the national text whether the pay-gap figures must be published. Either way, the underlying work is the same: establish work of equal value through gender-neutral job evaluation, produce the statutory pay-gap report in the national format, and run a joint assessment where the gap is too wide.
Obligations at a glance
| Reporting threshold | ||||||||||||||||||||||||||
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| Laws in force |
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| Joint pay assessment | The directive's 5% trigger for a joint pay assessment applies until national law sets its own. | |||||||||||||||||||||||||
| Public publication | Not yet confirmed | |||||||||||||||||||||||||
| Competent authority | Tasa-arvovaltuutettu (Ombudsman for Equality) | |||||||||||||||||||||||||
Frequently asked
Is the EU Pay Transparency Directive in force in Finland?
Finland has a transposition bill in progress but has not yet enacted it. The figures below reflect the directive's defaults and the draft as it stands, and may change before the law is final.
Which employers have to report in Finland?
Finland sets reporting duties by employer size; the table below lists each band as the law states it. 30 or more employees, from 2005, every two years.
What triggers a joint pay assessment in Finland?
The directive's 5% trigger for a joint pay assessment applies until national law sets its own.
This guide summarises publicly available information for orientation only. It is not legal advice — confirm every figure against the national transposition text (Finland) before relying on it.