A seconded employee complies with Finnish collective agreements
The working conditions of the seconded employee are determined at least on the basis of Finnish laws and collective agreements, unless otherwise determined by the legislation of the country of employment. According to the law, a posted employee has the right to receive an employment contract in writing before going abroad.
A seconded employee is usually entitled to a daily allowance and employer-sponsored travel and accommodation.
Generally, an employee sent abroad belongs to the Finnish social security system during the assignment. However, social security is affected by which country you are leaving for. However, the condition is that your employer applies for a certificate or a decision that you are covered by Finnish social security while you are abroad.
The employee complies with the regulations of the country of employment
When a person goes abroad to work on his own initiative, he is a job applicant. The working conditions are then usually determined based on the regulations of the country of employment. However, the working conditions can be agreed differently. The employment contract may also have essential affiliations to a country other than the country of employment, in which case the regulations of the affiliation country will apply.
If the employer and employee have not separately agreed, the employee is not entitled to, for example, daily allowance, free trips home or accommodation. A person applying for a job in the EU/EEA area will immediately be covered by the social security of the place of work. Outside the EU/EEA area, the situation varies.
Remember to check taxation and your rights to benefits
Before working abroad, it is good to find out the tax treatment of the destination country from the tax office of the home municipality. Those applying for work abroad must pay their taxes in accordance with the laws of the destination country.
If the domicile of a person working abroad is Finland, the wage security administered by the labor authorities pays the wage receivables accrued from the work performed for the insolvent Finnish employer.
In the EU/EEA region, each country has its own wage security system, which can be difficult to use, however. There are hardly any similar systems outside the EU/EEA area.
Due to the short transition times and to avoid losing benefits, it is also advisable to ensure that unemployment insurance is maintained well in advance of going to work abroad.