1. What counts as discrimination under Finnish law
The Non-Discrimination Act prohibits treating someone worse because of a personal characteristic such as origin, nationality, ethnicity, language, religion, belief, age, disability, sexual orientation or other personal grounds Yhdenvertaisuuslaki 1325/2014. It covers several forms:
- Direct discrimination: being treated worse than others in a comparable situation (e.g. refused a flat because of your name).
- Indirect discrimination: a neutral-looking rule that in practice disadvantages a group (e.g. an unnecessary language requirement).
- Harassment: degrading or hostile conduct linked to a protected ground.
- Victimisation: being punished for complaining about discrimination.
- Denial of reasonable accommodation for disability.
It applies broadly — in employment, education, housing, and the supply of goods and services, both public and private.
2. Discrimination at work
You cannot be treated worse in hiring, pay, tasks, training or dismissal because of your background. Workplace discrimination has extra routes:
- The occupational safety and health authority (työsuojeluviranomainen, at AVI) supervises discrimination in working life.
- Your trade union can help if you are a member.
- Serious cases can be work discrimination (työsyrjintä), a criminal offence Rikoslaki 47:3.
3. Discrimination in housing and services
Refusing to rent a flat, serve a customer, or provide a service because of someone's ethnicity or religion is unlawful. For discrimination outside working life, the Non-Discrimination Ombudsman and the National Non-Discrimination and Equality Tribunal are the main bodies (see below).
4. Racist hate crime — when it is criminal
Some conduct goes beyond civil discrimination and is a crime, reported to the police:
- Discrimination (syrjintä) in services or public functions Rikoslaki 11:11.
- Ethnic agitation (kiihottaminen kansanryhmää vastaan) — incitement against a group Rikoslaki 11:10.
- Assault, threats or damage with a racist motive: a racist motive is an aggravating factor that can increase the sentence.
5. Who to turn to
- Non-Discrimination Ombudsman (yhdenvertaisuusvaltuutettu): advises victims, can help settle disputes and, in some cases, take matters forward — free of charge. The first stop for most discrimination outside the workplace.
- National Non-Discrimination and Equality Tribunal (yhdenvertaisuus- ja tasa-arvolautakunta): can examine alleged discrimination and prohibit its continuation.
- Occupational safety authority (työsuojelu / AVI): discrimination in working life.
- Ombudsman for Equality (tasa-arvovaltuutettu): discrimination based on gender.
- The police: hate crimes and criminal discrimination.
- Public legal aid (oikeusapu) and NGOs for advice and representation.
6. Compensation and going to court
A person who has been discriminated against may be entitled to compensation (hyvitys) under the Non-Discrimination Act, and possibly damages. Civil claims are brought in the district court (käräjäoikeus); criminal matters proceed through the police and prosecutor.
One practical advantage: in discrimination cases the burden of proof is shared. If you present facts suggesting discrimination, the other side must show that it did not discriminate. That makes well-kept evidence especially powerful.
7. Practical steps right now
- Write down what happened — date, place, people, exact words, and how it affected you, while it is fresh.
- Save evidence — messages, emails, photos, recordings, the advertisement or rule, and witness contacts.
- Identify the right body from the list above (work → occupational safety / union; services & housing → Ombudsman; crime → police).
- Contact the Non-Discrimination Ombudsman for free guidance if you are unsure.
- Get legal help through oikeusapu if you want to claim compensation or go to court.