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.
The maximum normal working hours in Sweden is 40 hours, plus 8 hours of overtime per week. The overtime payment rate is normally agreed with the employer, and extra hours can also be converted into extra holidays.
There is no national minimum wage in Sweden, and it is usually set by industry. The average salary is around SEK 188 per hour.
The maximum probation period length in Sweden is 6 months.
Income up to SEK 613,900 is taxed at 0%, and income over SEK 613,900 is taxed at 20% via the Progressive National Income Tax. The Municipal Income Tax is 32%.
Employees in Sweden are entitled to 25 days of paid time off each year (after completing 1 year of work at their company). Leave is accrued at 2.08 days per month, and emplpoyees can carryover 5 days into the next year.
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.
Employees in Sweden are entitled to a total of 14 weeks of maternity leave, usually 7 weeks before childbirth and 7 weeks after childbirth. It is obligatory to allocate a minimum of 2 weeks of maternity leave before and after the baby's delivery.
Employees in Sweden are given 10 working days for paternity leave.
Parents also collectively receive 480 days of leave, which can be utilized from the child's birth until they reach 12 years of age. Compensation during parental leave is generally paid at 80% of their regular salary by the Swedish government.
To terminate an employment contract, employers must provide a clear, just reason for the termination, as well as sufficient notice.
There is also usually a termination clause in the employment agreement that is mutually agreed by the employer and the employee - the mutual termination clause allows both parties to terminate the agreement any time, and a special document should be signed specifying the payments, end date, etc.
Notice periods depend on what is stipulated in the employment contract, and are usually between 1 month and 6 months (for more senior employees). During probation, the notice period is 14 days.
There is no law requiring employers to provide severance pay, however collective agreements may have their own requirements.
N/A
★ 3.55% - Health Insurance
★ 2.6% - Parental Insurance
★ 10.21% - Retirement Pension
★ 0.6% - Survivors Pension
★ 2.64% - Labor Market Fee
★ 0.2% - Occupational Injury
★ 11.62% - General Payroll Tax
You've sourced a full-time employee or contractor located in a country where your company is not incorporated.
Pass us the details of your candidate and we will let you know exactly what it costs to employ your candidate in that country.
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.