Framework Conditions in Finland

Regulation in Finland

Since 2005, companies in Finland are obliged to foster gender equality as well as to lift barriers to gender equality. Companies with more than 30 employees have to publish annually a gender equality plan with information on job classifications and the pay gap. In addition, this plan has to include information on how the respective company is going to push for more gender equality within the coming year.

In general, each employee or trade unions have the right to ask for information on his or her job, related classification and evaluation to ensure a high degree of transparency with regard to wages and wage setting.

An Equality Board and the Ombudsman for Equality are institutions enforcing gender equality and equal pay. In case of disputes, bot institutions can impose fines on those dircriminating. Furthermore, the Ombudsman can visit companies and examine their wage structures, if they are suspected to discriminate.

Equal Pay Programme 2006-2015

With its Equal Pay Programme, the Finish government, employers and trade unions have agreed to reduce the gender pay gap from 20 per cent in 2006 to 15 per cent in 2015. In 2013, the gender pay gap stayed at 18.7 per cent showing a general trend towards a declining pay gap, yet, the goal has not been reached.

Still, it remains remarkable that Finland is among the very few countries setting concrete targets to reduce the gender pay gap. Most countries state their willingness to reduce the pay gap and formulate policy plan, however, concrete numbers are often not formulated.