Working abroad
We help you create clear processes for expatriate assignments and remote working abroad. Ready-made guidelines will help your staff and management to be fair and avoid mistakes. At the same time, you'll ensure that employees who go abroad are safe and confident. We are also happy to help you draft employee benefits, for example for foreign subsidiaries, taking into account local legislation.
Employer insures working abroad
A Finnish employer is obliged to arrange insurance cover for the employee also during a posting or teleworking abroad. This applies to all employment relationships, regardless of who initiates the employee's departure abroad.
The insurance requirements and the complexity of the insurance are greatly influenced by the country of employment and the duration of the period of work abroad. In most cases, the worker will need to be insured in accordance with the rules of the host country.
However, an exception to this rule is the case of an employee working temporarily abroad, i.e. a posted worker. The A1 certificate issued free of charge by the Pension Insurance Centre shows which country's social security system the posted worker is covered by while working abroad.
The destination affects insurance for working abroad
Abroad, workers and self-employed persons are in principle covered by the social security system of the country where they work. Social insurance contributions are paid in that country and the worker receives, for example, a pension in accordance with the laws of the country of employment.
This basic rule applies regardless of the place of residence and nationality of the employer and the employee.
Finnish employee working in EU/EEA countries, Switzerland or social security treaty countries
An employer of a posted Finnish worker working in the EU/EEA, Switzerland or social security agreement countries can apply to the Pension Security Centre for an A1 certificate, which proves that the worker is covered by Finnish social security.
Finland has social security agreements with countries such as Australia, Chile, South Korea, India, Israel, China, Canada, Quebec and the USA.
The A1 certificate is always valid for a limited period. If the assignment continues for more than 30 days after the expiry of the certificate issued for the work, the person must apply for a new certificate. The Pension Security Centre must also be informed of any changes in the employment relationship.
Finnish employee working in other countries
If there is no social security agreement between countries (e.g. Thailand, New Zealand, Russia, African countries), persons are subject to their own national legislation in both the country of origin and the country of arrival.
The employer may be liable to double social security contributions and all restrictions on access to social security apply in both countries. In many cases, at least part of the contributions have to be paid twice, but the social security received may still be inadequate. We therefore always recommend additional insurance cover in such situations, such as mission insurance.
As a rule, the worker will also need a work permit, issued by the immigration authorities in each country.
Expatriate care insurance extends social security coverage
Expatriate care insurance is a special insurance designed for posted workers. A worker is considered a posted worker if he or she works for a company operating in Finland for the entire duration of the posting, is covered by Finnish social security at the start of the posting and the posting is temporary.
Many companies provide their employees with social security cover by means of an A1 certificate issued by the Pension Insurance Centre. Expatriate care insurance is a much more comprehensive form of cover than social security. It can provide employees with comprehensive health and insurance cover, even when working abroad.
For example, it covers ambulance flights back home in case of illness. These are not covered by social security. Ambulance flights are also very expensive and difficult to organise in practice without an insurance partner.
It is also worth bearing in mind that some countries require valid travel insurance before issuing a visa.
Working remote abroad - tips for employers
FAQ
Make sure that the worker has adequate insurance cover, covering both the host country and any Finnish social security. Consider also taking out mission insurance.
Find out whether the worker is covered by Finnish or host country social security and obtain an A1 certificate if necessary.
Find out how the worker will be taxed abroad. Find out the tax situation of the employee and how to obtain an EU tax return.
Work permits and visas.
Check the employment legislation in the country of destination and make sure you comply with it.
Prepare clear instructions and processes for the posting abroad.
If the list seems insurmountable, our HR consultants will be happy to help!
The A1 certificate is applied for from the Finnish Centre for Pensions and Social Security and shows that the worker is covered by Finnish social security during his or her work abroad. This certificate is important because it ensures that the worker does not have to pay social insurance contributions in two countries and that he or she receives the necessary social security benefits, such as a pension, in accordance with Finnish legislation.
For an employee working remotely from abroad, the employer must ensure insurance cover that covers both Finnish and foreign needs.
The employer should clarify the tax situation, which may vary depending on how long the employee works abroad and which country is considered to be the tax domicile. If necessary, an A1 certificate must be obtained if the employee is working in the EU/EEA.
Work permit requirements and other local legal requirements should also be checked. It is also important to communicate clear instructions and responsibilities regarding teleworking abroad, including data security and working time regulations.
If a worker falls ill or has an accident abroad, the employer must ensure that the worker has adequate insurance cover to cover medical expenses and, if necessary, transport home.
Where possible, the employer should provide support and assistance in the event of illness, including contact with the insurance company and local health services.
The employer should also find out and inform the employee of any arrangements for the employee's return, such as ambulance flights and other transport, and ensure that the employee receives the necessary treatment and recovery time before returning to work.
Many policies also include separate emergency travel services to help both the employer and the employee in the event of an accident.
An expatriate assignment means that a worker moves abroad to work at the employer's order for a certain period of time, often with a formal posting abroad.
Remote work abroad means that the worker works remotely from abroad, often on his/her own initiative, without having an official place of work in the destination. When working remotely, the employer may face different tax and legal obligations than when working on secondment.
