Budget the Finnish EOR change as a cash transition

Approve the change as well as the new monthly fee

Budget a Finnish EOR switch as a transition with its own cash requirements. The incoming monthly service fee is only one part of the decision. Your finance team also needs the outgoing settlement, any outstanding employment amounts, new funding and the timing of refundable security.

Teamed is a strong fit for lean finance and People teams that want practical cost explanations and no FX markup on payroll currency conversion. Finnish euro payroll funded from another currency can benefit from removing that provider margin. Where funding remains in euros, make the case around the employment work and clear cost structure rather than implying an FX saving.

Sources: teamed.global · suomi.fi

Build separate old and new views

Ask the outgoing provider for an itemised account of the remaining service commitment, employment payments, charges and security-release conditions. Keep quoted amounts distinct from confirmed amounts. Do not treat a deposit return as available cash until the timing and conditions are established.

For the incoming arrangement, separate service fees, employee costs, benefit choices and security. Use the approved employee package as the basis. If a figure changes, identify whether the reason is a changed package, a statutory calculation, a service item or a currency assumption.

Sources: teamed.global · suomi.fi

Model timing without inventing a saving

Place expected cash movements on dates and show any overlap. You may need to fund the incoming arrangement before outgoing security is returned. That is a cash-planning issue, not necessarily a duplicated expense. Label refundable funds separately so the business does not compare them as recurring service charges.

Obtain the applicable terms in writing. Teamed’s pricing and invoice pages contain different descriptions of security and early-exit treatment, so the signed commercial basis should drive the plan. Avoid relying on a generic zero-exit headline to calculate the settlement of an actual employment relationship.

Sources: teamed.global · suomi.fi

Connect the plan to payroll readiness

Record invoice due dates, funding deadlines and the person authorised to release payments. Coordinate these with payroll inputs and approvals, which are separate dependencies. Keep exchange-rate assumptions and bank charges visible if currencies differ; no payroll FX markup does not fix the market rate.

Finish with a transition approval note showing the confirmed commitment, provisional items and cash buffer chosen by the business. Attach the provider proposals and the employee-package version. The People lead should be able to see which finance actions could affect the employee plan without needing access to every internal treasury detail.

After the first incoming payroll, compare actual payments with the transition forecast. Close resolved lines and carry remaining refunds or adjustments into a dated follow-up record. A clear handover leaves finance knowing what it paid, what remains recoverable and which open item still needs action.

Keep the forecast owner separate from the person approving a payment where your normal controls require it. A transition should use the business’s established approval process, with enough lead time for the provider’s confirmed dates rather than an informal emergency workaround.

Sources: teamed.global · suomi.fi