Collective agreements and employment terms
Ask how this will be handled for your proposed role and who is responsible. Include the agreed scope in your hiring proposal.
Local employment / Sweden
Employer of Record in Sweden
A clear plan for your next hire—from employment agreements to payroll and benefits. Tell us about your role and we’ll help you work through the details.
- Discuss the right employment setup for your role
- Understand payroll, benefits and ongoing support
- Review the full cost before you commit
Your next step
Let’s build your hiring plan.
Start with your contact details. We’ll follow up to discuss your role and requirements.
The essentials, in one hiring plan.
Employment setup
Understand the employing entity, contract terms and responsibilities before signing.
Payroll and benefits
Discuss pay cycles, benefits, employee support and the scope of ongoing administration.
A complete cost picture
Separate service fees, salary, employer costs and any setup or exit charges.
Made for your market
Local details.
Better decisions.
Every hiring plan starts with the role and its location. Here’s what to discuss before employing someone in Sweden.
Pension, insurance and other benefits
Ask how this will be handled for your proposed role and who is responsible. Include the agreed scope in your hiring proposal.
Payroll schedule, leave and onboarding
Ask how this will be handled for your proposed role and who is responsible. Include the agreed scope in your hiring proposal.
Hiring in Sweden at a glance
Capital
Stockholm
Currency
SEK · Swedish krona
Employer cost (statutory)
≈ 31.4% of gross
Paid annual leave
25 days
Employing in Sweden: the essentials
Statutory employment costs, taxes and entitlements an Employer of Record handles on your behalf.
Cost & tax
| Employer social contributions | ≈ 31.4% of gross salary |
|---|---|
| Employee social contributions | ≈ 7% of gross |
| Highest recorded income-tax rate | 15.6% |
| Corporate income tax | 20.6% |
| Tax and mandatory contributions wedge | 41.5% |
Working time & leave
| Standard working week | 40 hours |
|---|---|
| Paid annual leave | 25 days |
| Public holidays | 13 days |
| Maternity leave | 14 weeks |
| Paternity leave | 14.9 weeks |
| Parental leave | 68.6 weeks |
Pay & employment terms
| 13th-month salary | Not required |
|---|---|
| Statutory notice period | 14.4 weeks |
| Statutory severance | None statutory |
Good to know in Sweden
- No statutory minimum wage — pay floors are set by sector collective agreements (kollektivavtal).
- Collective-agreement coverage is high (~88%), so CBA terms often govern pay, notice and benefits.
Country research sources
- vat rate · Source as of 2026-09-22
- corporate tax rate · Source as of 2026-09-22
- dismissal procedure days · Source as of 2026-09-19
- min wage monthly · Source as of 2026-09-18
- parental leave weeks · Source as of 2026-09-12
- maternity leave weeks · Source as of 2026-09-12
Sourced from OECD, ISSA and national authorities, latest data 2026. Figures are indicative and change over time — confirm specifics with our team before hiring.
A practical approach
A hiring plan built around Sweden
Start with the role, work location and intended start date. An EOR proposal should explain who employs the worker, what payroll and benefits include, and how responsibilities are shared with your business. Review those details before you commit.
Explore hiring options for your business →A straightforward way forward.
1
Share your hiring plan
Tell us about the role, location, team size and intended start date.
2
Review the arrangement
Confirm service availability, the employing entity and the proposed scope.
3
Compare the full proposal
Review costs, contract terms, benefits and support before deciding.
4
Agree the next steps
Set a realistic schedule for documents, onboarding and the first payroll.
Let’s discuss your hiring plan
Ready to hire in Sweden? Share your requirements so we can discuss the next steps.
Email: info@eor-sweden.com