Suvi Knaapila

Co-Head of Employment, Benefits & Pensions

Suvi Knaapila

Co-Head of Employment, Benefits & Pensions

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Suvi Knaapila regularly handles “very high-profile” pensions and benefits cases and is praised for the “speed and clarity of her advice”.

Who’s Who Legal, WWL: Pensions & Benefits 2018


The Legal 500 2018, Employment

Suvi Knaapila is lauded as a “brilliant lawyer” and a rising star in the employment market.

Chambers Europe 2018, Employment

Suvi Knaapila is a leading name in employment law who is praised for her “very commercial approach and ability to advise in plain English”.

Who’s Who Legal, WWL: Labour & Employment 2018

Great service-oriented attitude, and real value added in difficult employment cases.

Chambers Europe 2018, Employment
Dittmar & Indrenius > People > Suvi Knaapila

Focus on complex employment law, restructurings and related dispute resolution.

Suvi Knaapila is known for her highly regarded expertise in the field of employment, benefits and pensions. She advises clients in their human resources matters, specializing also in immigration and foreign employees.

She has also gained experience from Kesko Plc, the largest  retail and consumer goods corporation in Finland, where her responsibility was group level employee relations.

Currently she holds responsible positions in the Finnish Bar Association and the Helsinki Bar Association. For her professional activity, Helsinki Bar Association awarded her the title of Attorney of the Year in 2014.


University of Helsinki (LL.M., 2008)

Hanken School of Economics (M.Sc. Econ., Corporate governance expected 2018)

Admitted: Finnish Bar Association


Finnish, Swedish and English


Latest Insights

The Finnish Pension Reform has entered into force – Will the pension liabilities increase in your company?
9 Jan 2017 The New Year ushered in several amendments to private and public sector pension Acts. Among the main amendments were an increase to the general retirement age and harmonization of the accrual percentage of employment pensions. This may have an effect on an employer's pension liabilities if the employer has promised employees a certain kind of pension benefit. Now is the time to check the contents of the pension promise especially if the employer has a supplementary pension arrangement that improves the statutory pension. The most significant change of the new Employees' Pension Act (69/2016) is that the minimum general retirement age will rise after a transition period. The risk is that the diminished statutory pension and a supplementary pension are not sufficient to cover an employer's pension promise under the new Act. The supplementary pension supplements the statutory pension and normally entitles an employee to retire prior to the statutory retirement age. The statutory pension and the supplementary pension together form the employee's overall pension security. If the employer has promised the employee a certain amount of overall pension, the employer may be liable to compensate the employee if the overall pension coverage is not fulfilled regardless of the statutory provision or the employer's agreement, for example, with a life insurance company on the arrangements of the benefit. The law does not contain separate regulations on employers' compensation liability. On the contrary, amendments concerning the statutory pension may entitle the employer to make amendments to its supplementary pension arrangements. The deciding factor is whether the level of the overall pension coverage is binding on the employer. If the employer has committed itself to a certain level of pension benefit,, this affects the employer's ability to change the contents of the pension arrangement and limits the employer's ability to influence its pension liabilities, for instance, by changing the terms of the pension arrangement to reflect the changes of the mandatory pension legislation. An employer's pension promise can be based on an express agreement, on the employer's unilateral announcement, commitment or on a long-lasting established practice. Therefore, it is important to clarify what kind of pension promise the employer has made in practice to its employees who are entitled to a supplementary pension benefit. Has the supplementary pension or the level of the supplementary pension been agreed on? Do the employment contracts contain terms on the pension benefit? How has the entitlement to the supplementary pension been communicated to the employees? It is worth checking these facts as they may lead to a situation where it is not possible to influence the pension liabilities just by altering the terms of the supplementary pension, and the compensation liability arises on grounds of the binding pension promise.

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