Our people

Finnlines is an international company that employ approximately 1,800 people in seven countries. At sea, more than 1,100 professionals work in deck, engine, hotel, and restaurant departments. Ashore, around 500 employees are based in Finland and approximately 200 in our agencies in Germany, Belgium, the United Kingdom, Sweden, Denmark, and Poland. Our shore-based experts work in areas such as cargo operations, passenger traffic, customer service, financial management, marketing, IT, purchasing and sales, human resources, and communications.

In addition to sea transportation, Finnlines provides port services in Finland in Helsinki, Turku and Naantali.
Finnlines is a reliable and stable employer, which is reflected in the long tenure of its experienced and committed employees. The average length of employment among the permanent shore-based personnel in Finland is approximately 13 years, almost 17 years among port personnel and around 9 years among sea personnel. Our personnel also represents a balanced distribution of gender and age.

Recruitments and employer image

Interest in Finnlines’ vacancies remained high during the year, and the company successfully recruited skilled professionals across several functions. Recruitment activities focused on ensuring a high-quality and consistent recruitment process, supporting both operational needs and long-term competence development.

Finnlines continued to strengthen its employer image through active participation in recruitment events and close cooperation with educational institutions. These efforts aimed to present the maritime industry and Finnlines as an attractive employer to maritime students, career changers, and professionals seeking new career opportunities.

At Finnlines, we are already preparing for the upcoming new vessels on the Helsinki–Travemünde route in 2028. As the passenger business continues to grow, particular focus will be placed on ensuring that both the shore-based passenger organisation and onboard operations are well prepared. At sea, we aim to recruit additional experienced seafarers to support smooth onboarding and integration ahead of fleet growth and increasing volumes.

Professional development and wellbeing

Safety and wellbeing at work form the foundation of Finnlines’ operations both ashore and at sea. The company continuously invests in developing the competence and overall wellbeing of its personnel through regular training and targeted support programmes.

Training sessions and workshops for managers and team leaders have strengthened leadership capabilities, with particular emphasis on early support practices and caring leadership. Finnlines aims to foster an inclusive and supportive work community where everyone feels valued and respected.

Mandatory training programmes for both sea personnel and shore-based personnel continued according to established schedules. At the Group level, cybersecurity was a key focus area, and the Cybercoach training tool was introduced for all personnel groups. Finnlines promotes lifelong learning and recognises the importance of individual development plans to support professional growth across a wide range of roles.

Alongside occupational safety and professional development, Finnlines actively supports the physical and mental wellbeing of its personnel. In 2025, the company updated its early intervention programme to promote systematic and proactive support for maintaining and developing the work ability of its employees. In addition, a mental wellbeing service is available to all employees, providing confidential online support that is aimed at preventing more serious mental health challenges and strengthening everyday coping skills.

Key achievements and future focus

The monitoring of employee engagement and satisfaction is an important part of Finnlines’ personnel management. A personnel survey was conducted among shore-based personnel at the beginning of 2025, while the next survey for seagoing personnel is planned for 2026.

Based on the survey, the overall satisfaction score among shore-based personnel was 76 out of 100, representing an improvement when compared to the 2022 survey. While the results indicate positive progress, further development is always needed. Finnlines’ employees consider the strengths of the company to be the professional colleagues, job security, meaningful work assignments, autonomy, and flexibility in how and where work is performed. The feedback highlighted opportunities to further strengthen compensation and benefits, as well as to enhance open dialogue around work and organisational topics. At the Group level, several measures were introduced to support stronger internal communication, including monthly virtual CEO meetings and regular internal newsletters.

In many respects, 2025 was a year of change for Finnlines and its personnel. A new CEO assumed office in March, accompanied by other changes in top management. The company is actively strengthening its corporate culture, identifying shared values and practices across the Group. While cultural change is a long-term process, Finnlines is committed to this work and encourages all employees to actively contribute to shaping a unified and future-oriented company culture.