What you'll learn
- Country Introduction
- Tax Breakdown for Employers
- Statutory Leave Laws
- Minimum Wage and Working Hours
- Termination Process
- Additional Information
Sweden is a nordic country in northern Europe bordered by Norway and Finland, and connected to Denmark by a bridge–tunnel across the Öresund. The country lies west of the Baltic Sea and Gulf of Bothnia, providing a long coastline. Sweden has a strong economy and ranks very highly in terms of quality of life, education, health, protection of civil liberties, income equality, gender equality, prosperity, and human development.
Paid Leave and Statutory Leave
Parental Leave
Sweden has some of the world’s most generous parental leave, as both parents are entitled to 480 days of paid parental leave, which is paid at 80% of their regular salary.
Sick Leave
Employees in Sweden are entitled to sick leave, which is paid at 80% of the salary for the first 14 days by the employer, and any sick beyond that is unpaid and requires the employee to apply for social insurance benefits.
Paid Leave
Sweden has 16 public holidays, and employees are entitled to 25 days of paid time off each year (after completing 1 year of work at their company). Employees can also request leave for bereavement.
Wage Requirements and Working Hours
There is no minimum wage in Sweden, and the average salary is SEK 188 per hour. A standard workweek is 40 hours at 8 hours per day. Overtime work is paid at 168% of the regular rate and has a maximum of 50 hours per month.
Termination Process
Process
To terminate an employment contract, employers must provide a clear, just reason for the termination, as well as sufficient notice.
Notice Period
Notice periods depend on what is stipulated in the employment contract, and are usually between 1 month and 6 months (for more senior employees).
Severance Pay
There is no law requiring employers to provide severance pay, however collective agreements may have their own requirements.
Additional Information
N/A
★ 3.55% - Health Insurance
★ 2.6% - Parental Insurance
★ 10.21% - Retirement Pension
★ 0.6% - Survivors Pension
★ 2.65% - Labor Market Fee
★ 0.2% - Occupational Injury
★ 11.62% - General Payroll Tax
Simplified Global HR and Payroll.
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with only 3 steps.
Remote candidate
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Cost Calculation
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
Onboarding & Admin
Sit back and relax as we onboard your new team member and take care of all the local compliances and admin work.
It can be prohibitively expensive to establish an entity in every country you want to hire talent in, so Remofirst will hire and pay your employee on your behalf while you manage their daily duties. Remofirst will handle formal HR procedures and employment contracts that adhere to local laws, so that you can simply approve invoices via our platform. When you work with an Employer of Record (EOR) you can compliantly hire the best employees around the world.
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
