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Hiring & Recruiting in SeSweden.






Country Capital



Swedish krona (SEK)

One of the most challenging parts of beginning operations in a new country is finding the right employees. Growing companies have to learn all of Sweden’s employment compliance laws and follow them strictly while hiring new talent. As global employment experts, we’ve gathered a few useful guidelines to help you begin recruiting and hiring in Sweden.

Recruiting in Sweden

While recruiting in Sweden, you don’t necessarily have to speak Swedish. Most Scandinavian people speak English, making it easy to find highly qualified and multilingual applicants. However, communicating in English can limit your job search, so we recommend learning Swedish or hiring a translator. Most international companies choose English as their business language but have a conversational proficiency in Swedish.

Building a team in Sweden isn’t as easy as posting the job on your website — companies need to know where to find the best applicants. Sweden’s Public Employment Agency offers support to those looking for work, and you can also advertise your open roles on privately run sites. Some of the most common options include:

Legal and background checks

The country has many laws related to recruiting, including limitations on background checks. The European Union (EU) General Data Protection Regulation (GDPR) limits employers from obtaining certain information, such as data in medical and criminal records. However, health and criminal background checks may be required in certain circumstances if the nature of the job demands it.

One exception is teachers and daycare teachers, who may have to provide an excerpt from their criminal records before being offered a job. Companies are also allowed to perform a credit check if it is relevant to a specific position, such as a job in accounting.

Laws against discrimination in Sweden

Employers can decide what questions to ask to determine whether an applicant is right for the position. However, companies cannot ask any discriminatory questions, such as whether the applicant is pregnant or part of a trade union. The law prohibits discrimination on the basis of:

  • Sex
  • Gender identity
  • Ethnicity
  • Religion
  • Disability
  • Sexual orientation
  • Age
  • Employment status

Sweden’s labor legislation also provides that candidates who are not selected for an interview can request information on the qualifications of the selected and/or hired candidates.

Th application process may include tests and examinations, as long as a genetic test is not included as a condition of employment. After hiring someone, employers may require employees to undergo a medical exam or a drug or alcohol test if needed for job-related health or safety issues.

How to hire employees in Sweden

Employers must provide an employment contract within 30 days of the employee’s start date and include certain terms and conditions of the employment. However, it’s best practice to draft the contract before hiring the employee. Include terms such as:

  • Job tasks and title
  • Hours of work
  • Compensation
  • Benefits
  • Termination and severance requirements
  • Notice periods
  • Paid time off

Since Sweden has a history of strong labor unions, make sure to check for any Collective Bargaining Agreements (CBAs) that could cover employees. You will need to either meet or exceed the CBA’s minimums.

Sweden employment laws

Employees typically work 40 hours a week unless otherwise stated in a CBA. Up to 200 hours of overtime are allowed each calendar year and are paid at a rate of 50% to 100% more than the employee’s typical salary. Employees get to choose between monetary compensation or additional time off in exchange for overtime.

Onboarding in Sweden

Every company onboards employees differently, but planning is critical in any situation. You should start by determining what kind of training and support each employee needs to succeed. Develop a detailed schedule for the new hire’s first week, including any initial training needed to perform specific duties.

Other tips include:

  • Go over the employment contract with each employee during their first week.
  • Develop a buddy program.
  • Establish a company code of conduct.
  • Onboard multiple employees at the same time.

Grow globally with G-P.

G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 Global Growth Platform™, you have the recruitment tools and services you need to find your perfect full-time or contract match.

Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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