Finland
Proposed new pay transparency requirements, including greater transparency in recruitment and pay, employee pay-information rights and gender pay-gap reporting, would take effect from 1 January 2027 subject to parliamentary approval, while a separate change suspends the two-year time limit for equality claims during an Equality Ombudsman-led conciliation procedure.
From autumn 2026, it is expected that parenthood and family care obligations will be prohibited grounds for employment discrimination, user enterprises may be liable for related discrimination against agency workers, and employers must give written reasons for ending or not renewing a fixed-term contract where the employee has notified them of pregnancy, childbirth or family leave, or has taken such leave.
Employer reporting obligations for foreign workers have expanded, with additional residence permit sanctions, new lay-off rules, changes to re-employment obligations and greater scope for fixed-term contracts. Proposed pay transparency legislation, subject to parliamentary approval, would take effect on 1 January 2027.
Proposed amendments to the Co-operation Act would lower the workforce threshold for employee participation in decision-making from 150 to 100 employees and replace the current agreement-based system with mandatory board or management-level representation.
Proposed new occupational disease notification reforms have been added, and the implementation of the EU Pay Transparency Directive has been expanded to cover proposed obligations relating to recruitment, employee pay information, pay progression, reporting and joint pay assessment obligations. There are also status updates on pregnancy and family leave discrimination, leave carried forward, working time claims, workplace data protection, the Co-operation Act and platform work.
Certain high-risk tasks are now subject to statutory occupational qualification requirements. Proposed reforms would also limit doctors’ duty to report work-related illnesses to specified occupational diseases and make reporting primarily electronic.
Proposed new pay transparency and gender pay gap reporting requirements, including salary information in job advertisements, a ban on asking candidates about their salary history, employees' right to information on comparable pay, transparency about how pay is set and gender pay gap reporting, would take effect on 1 January 2027, subject to parliamentary approval.
Changes include proposed new rules on requesting and scheduling carried-over leave, forthcoming stronger protections against pregnancy and family leave discrimination affecting fixed-term and agency workers, and revised EU AI Act dates for transparency and high-risk AI obligations.
Legislation expected in autumn 2026 will strengthen protections for fixed-term employees who are pregnant or take family leave, while new pay transparency obligations will apply from 1 January 2027.
Argentina’s monthly minimum wage is set to rise every month from September 2026 through to April 2027. Further, from 1 September 2026, new minimum wages apply in Northwest Territories and Nunavut in Canada.
HR and employment law basics for Finland.