在瑞典招聘员工，您可以接触到欧洲最具创新力的经济体之一的高技能劳动力。对于全球雇主而言，这是一个极具吸引力的目的地——前提是你能了解并遵守国家/地区的劳动法和集体谈判协议（CBA）。
A Sweden employer of record (EOR) hires and manages talent for you, so you don’t have to navigate local requirements. As a global EOR, G-P handles everything on your behalf, from contracts to payroll. With G-P, you can hire top talent in more than 180 countries, including Sweden, without setting up a local entity.
通过有记录的雇主（专业雇主）简化在瑞典的招聘
You need local expertise to navigate Sweden's labor regulations — such as the Employment Protection Act (Lagen om Anställningsskydd, or LAS) — and CBAs.
With an EOR, you don’t need to establish a local entity to hire in Sweden. A Sweden EOR, like G-P, acts as the legal employer and takes care of the entire employment lifecycle, from onboarding to offboarding.
瑞典专业雇主聘用流程：
- Partner with a global employment expert. Choose an EOR with deep expertise in Sweden as they’ll guide you through the local legal landscape.
- 寻找理想候选人。您找到最好的人才，剩下的交给专业雇主处理。
- Generate a compliant employment contract. Your EOR drafts a locally compliant contract in line with Sweden’s labor laws, including salary, working hours, and notice periods.
- Onboard and manage your team. The EOR manages the entire employment lifecycle. This includes managing your team members’ payroll and administering benefits
瑞典的就业合同
口头协议是合法的，但雇主必须在员工开始工作后的七天内以书面形式向其提供主要条款。主要工作条款包括薪酬、福利、职责和结束聘用要求。
我们建议以瑞典克朗 (SEK) 表示薪酬，但这仅适用于工作许可证申请或非瑞典公民或永久居民的雇员的法律要求。
作为您在瑞典的专业雇主， G-P确保所有雇佣合同均符合国家/地区的劳动法和任何适用的 CBA。
瑞典的休假权利
瑞典的工作时间
The Working Hours Act (Arbetstidslagen) sets the standard workweek at 40 hours. Employees get at least 11 consecutive hours of rest between workdays and 36 hours of rest every seven days.
General overtime is capped at 200 hours per year. However, an additional 150 hours of "extra overtime" is allowed under special circumstances. The Working Hours Act doesn’t regulate overtime pay rates or time off. The applicable CBA or individual contract sets this out. Overtime is usually paid at a 50–100% premium.
瑞典的公共假日
Employees in Sweden get 13 paid public holidays. Certain days — like Midsummer Eve, Christmas Eve, and New Year's Eve — are also treated as holidays, with most employees getting a full or partial day off, depending on their contract or relevant CBA.
- 元旦
- 主显节
- 耶稣受难日
- 复活节星期日
- 复活节星期一
- 耶稣升天节
- 劳动节
- 圣灵降临周日*
- 国庆日
- 仲夏节
- 万圣节
- 圣诞节
- 节礼日
*这个假期总是落在星期日，所以不会给大多数员工带来额外的休假工作。
瑞典的假期
The Annual Leave Act (Semesterlagen) gives employees at least 25 days’ annual leave. Paid leave is accrued during the "qualifying year" (April 1–March 31) and can be taken in the following "holiday year" (also April 1–March 31). Most employers let employees take paid leave from their first year of employment, often by advancing paid leave (called förskottssemester).
瑞典的病假
Employers or the Swedish social insurance agency pay for sick leave (Försäkringskassan), depending on how long an employee is sick for.
- Day one: The employer deducts 20% of the employee’s average weekly pay (called karensavdrag). This means that employees typically aren’t paid on day one of sick leave.
- Days two to 14: The employer pays 80% of the salary. Employees must have a doctor’s note from day eight of sickness.
- 第15 天起： Försäkringskassan pays the sickness benefit, as long as the employee is covered by Swedish social insurance. Employees get about 80% of their qualifying income, up to a maximum.
瑞典的育儿假
瑞典拥有世界上最慷慨的育儿假政策之一。
Parents share 480 days’ leave per child. Of these days, 90 are reserved for each parent and can’t be transferred. The leave days can be used until the child turns 12 or finishes their fifth school year. The birthing parent can start their leave up to seven weeks before the due date. The non-birthing parent also gets 10 days’ leave around the time of birth. These 10 days are separate to the 480 days of parental leave.
瑞典社会保险支付育儿津贴。在前390天，按员工收入的约80 % 支付，年度收入上限为瑞典克朗592 ， 000 （适用于2026 ）。
剩余的90天按统一汇率支付。 法律并不要求雇主补足这项福利，但这是许多 CBA 所涵盖的常见做法。
瑞典的雇主如何帮助管理休假权利
A Sweden EOR ensures you comply with local leave laws by managing entitlements like annual and sick leave. They also handle parental leave, so you don’t have to.
瑞典的健康保险和补充福利
瑞典为所有居民提供高质量的全民医疗保健。然而，私人健康保险正在成为一种常见的补充福利，因为它可以更快地获得专家和某些治疗。
其他补充福利包括：
- 职业养恤金 ( tjänstepension ): This isn’t mandatory, but about 90% of employees are covered for this benefit through CBAs, making it standard. Occupational pensions are private employment-based schemes separate from the state pension. Employers usually contribute 5–10% of an employee’s gross salary.
- Optional extras: Some companies provide meal vouchers, stock incentive plans, or extra annual leave days. Extra vacation time is a common supplementary benefit, especially for senior staff or as part of CBAs.
瑞典的奖金
Employees get a vacation pay supplement (semestertillägg). Monthly salaried employees typically get 0.43% of their monthly salary per vacation day. Employees with variable pay get 12% of their total earned income from the previous year.
在瑞典，雇主记录如何帮助办理福利
瑞典的法定雇主会代表您管理和发放强制性福利和补充性福利。使用瑞典专业雇主可确保您提供具有竞争力的福利来吸引顶尖人才，同时遵守当地的劳动法。
瑞典的终止和遣散费
Probation can be up to six months. The employer must give at least two weeks’ notice and notify the employee’s union if they terminate during this period. The employee can resign with immediate effect, unless otherwise agreed in the contract or CBA. After probation, termination must be based on objective reasons (sakliga skäl), such as redundancy, misconduct, or performance. Legal notice periods increase with length of service, starting at one month and reaching a maximum of six months for employees with 10 or more years of service.
遣散费并非强制性的，但员工在通知期内可获得全额工资和福利。 不遵守正确的终止雇佣程序，包括在必要时咨询工会，可能会导致法律和经济后果。
瑞典专业雇主确保合规结束雇佣和离职，因此您无需担心法律风险。
瑞典的工资和税收
雇主为员工缴纳社会保障金。 社会保障贡献是31 。 42员工总工资的 %，包括：
- Pension insurance (old-age pension)
- Health insurance (sickness benefits)
- Parental insurance (parental leave benefits)
年收入超过643 , 000瑞典克朗的员工需缴纳20 % 的国民所得税。他们还要缴纳市政税，这大约是他们工资的32 %，具体数额取决于他们居住的地方。
Nonresidents working in Sweden usually pay a 22.5%% “SINK tax” (särskild inkomstskatt för utomlands bosatta or "special income tax for nonresidents”). This tax decreases to 20% in 2027.
雇主预扣并向瑞典税务机关支付所有这些税款。
瑞典记录雇主（专业雇主）负责薪资管理的各个方面。 这包括预扣税和缴纳强制性社会缴款。
在瑞典选择合适的专业雇主
在瑞典选择雇主时，请考虑以下因素：
- Compliance expertise: The EOR should have in-depth knowledge of Sweden’s labor laws, including the Employment Protection Act (Lagen om Anställningsskydd), CBAs, and local tax regulations. This ensures that all employment practices, from contracts to termination, are fully compliant.
- Comprehensive service offering: A best-in-class employer of record partner should manage all aspects of employment, including payroll processing, tax remittances, benefits administration, leave management, and offboarding procedures.
- Local market understanding: Look for an EOR with a strong local presence or proven experience in Sweden. Understanding market norms and cultural nuances can impact employee experiences.
- 可扩展性和灵活性：专业雇主应该能够满足您的招聘需求，无论您是雇用单个员工还是国际团队，并根据您的全球拓展策略进行扩展。
- 技术与集成：人工智能平台简化了入职流程、福利管理和薪资发放。确认专业雇主与现有的人力管理资本、专业雇主组织或工资系统集成，以避免运营延误。
- 透明、统一的定价：评估总成本的可预测性，而不是低基本费率。 寻找标准、清晰的定价模式。仔细比较定价结构，因为有些 EOR 使用工资百分比模式，这会对高收入者造成惩罚。统一定价确保长期运营预算的准确性。G-P专业雇主起价为每月599美元，让您可以完全访问G-P全球就业平台™ （全球雇佣平台）。 我们采用固定的平台费用，而不是按工资百分比收费。
- 声誉和推荐信：调查专业雇主的声誉、客户评价和行业认可度，以确保他们有可靠性和成功记录。
- 数据安全与合规。确保您的专业雇主遵循严格的数据安全协议，例如《通用数据保护条例》。 这对于保护员工敏感信息和确保合规性至关重要。
使用G-P专业雇主在瑞典进行全球招聘
G-P专业雇主是屡获殊荣的人工智能全球招聘解决方案，帮助初创企业、中小企业和企业轻松建立全球团队。 几分钟内即可在超过180国家/地区招募、管理和支付顶尖人才，无需复杂的本地实体设置。
G-P专业雇主是领先的人力管理资本、专业雇主组织和薪资平台的首选合作伙伴。 将您的劳动力数据集中到一个地方，以维持现有的工作流程，同时保持集成系统中数据的一致性和准确性。
立即申请在瑞典开始招聘。
