Platform work rules in Finland
Finland has published a draft act transposing the EU Platform Work Directive; its public consultation closed on 28 August 2026 and the proposal has yet to reach Parliament, with entry into force targeted for the 2 December 2026 deadline.
Public comments on Finland's draft platform work law have closed
What happened
Finland's Ministry of Economic Affairs and Employment asked for views on a draft law from 8 July to 28 August 2026. It is now going through the replies before a bill goes to Parliament. The group that wrote the draft did not all agree, and two unions, SAK and STTK, put their objections in writing.
What it means for you
Nothing new applies to you in Finland yet. The draft would treat platform workers as employees when the app controls the work, unless the company proves otherwise. It also adds duties to explain algorithms, and fines. The plan is for it to start on 2 December 2026.
Dates to know
- 2 December 2026Planned start of the law, which is also the EU deadline.
Source: Työ- ja elinkeinoministeriö (Ministry of Economic Affairs and Employment). We check this page every week. Last checked .
The EU Platform Work Directive (Directive (EU) 2024/2831) improves conditions for people working through digital labour platforms. Its centrepiece is a rebuttable presumption of employment: where the facts show the platform directs and controls the work, the person is presumed to be an employee, and the platform, not the worker, carries the burden of proving otherwise. It also regulates algorithmic management, requiring transparency about the automated systems that monitor and decide, human oversight of significant decisions, and limits on the personal data platforms may process. Member states must write it into national law by 2 December 2026, and the presumption applies from that date with no retroactive effect. Finland has no platform-specific statutory presumption in force yet, but a draft transposing act — introducing an employment presumption, algorithmic-management transparency duties and penalties — has completed public consultation, which closed on 28 August 2026, with entry into force targeted for 2 December 2026.
Where does Finland stand on the Directive?
Finland's Ministry of Economic Affairs and Employment (Työ- ja elinkeinoministeriö, TEM) published a draft transposing act and ran a public consultation from 8 July to 28 August 2026, which has now closed. TEM is compiling the responses before a government proposal goes to Parliament, and entry into force is still targeted for 2 December 2026. The working group that prepared the draft did not reach a unanimous position, and trade unions SAK and STTK submitted a joint dissenting opinion. No national presumption of employment for platform work is in force yet.
What is the presumption of employment?
The presumption of employment means that where the facts of the relationship point to direction and control, a platform worker is legally treated as an employee unless the platform proves otherwise. It shifts the burden of proof onto the platform. Each member state sets the exact mechanism in national law, so the trigger and the rebuttal differ country by country.
What must platforms do on algorithmic management?
Platforms must be transparent about the automated systems that assign work, monitor performance and make decisions. Significant decisions, such as suspending or blocking an account, must have human oversight rather than being left to an algorithm alone, and platforms cannot process certain personal data, for example a worker's emotional state, private conversations, or data used to predict trade-union activity.
Hiring in Finland?
What Finland's unsettled draft means for your workers
Finland's draft act finished consultation with unions dissenting, so the presumption test can still shift. Teamed employs your Finnish workers and documents who directs and controls the work.
These sit with us
- Evidence of who directs and controls the work
- Transparency on the systems that assign and monitor work
- Human review of significant automated decisions
- Restricted personal data kept out of monitoring
You keep
The role, the brief and daily direction. Teamed holds the employment record Finland's presumption would test.
Finland has not legislated yet; the draft could change in Parliament. Entry into force is targeted at 2 December 2026.
At a glance
| Presumption of employment | Drafted, not yet in force (consultation closed 28 August 2026) |
|---|---|
| Algorithmic-management rules | Drafted; due by 2 December 2026 |
| Human oversight of decisions | Drafted; due by 2 December 2026 |
| National law in force | Not yet (draft targets 2 Dec 2026) |
| Penalties | Drafted (fines + anti-retaliation duties); set nationally on transposition |
Key figures
Frequently asked questions
When does the Platform Work Directive take effect?
Member states must transpose it into national law by 2 December 2026, and the presumption of employment applies from that date. It has no retroactive effect, though it can apply to relationships still ongoing on that date.
Does the Directive apply in Finland yet?
Finland's Ministry of Economic Affairs and Employment (Työ- ja elinkeinoministeriö, TEM) published a draft transposing act and ran a public consultation from 8 July to 28 August 2026, which has now closed. TEM is compiling the responses before a government proposal goes to Parliament, and entry into force is still targeted for 2 December 2026. The working group that prepared the draft did not reach a unanimous position, and trade unions SAK and STTK submitted a joint dissenting opinion.
Who is responsible if we hire through an Employer of Record?
If Teamed is the legal employer, your team in Finland is already employed compliantly, so the presumption of employment is not a reclassification risk you carry. Teamed handles the statutory pieces in-country.
The Platform Work Directive is about ending misclassification: if a person is genuinely directed and controlled like an employee, they should be employed like one. When Teamed is your legal employer in Finland, your people are compliantly employed from day one, so a shifting presumption of employment is not a risk you carry.
