在瑞典招聘，您可以接觸到歐洲最具創新力的經濟體之一的高技能人才。 對於全球雇主而言，這是一個引人注目的目的地 - 如果您能掌握當地的勞動法和集體談判協定 (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.
透過雇主記錄 (雇主) 簡化瑞典的招聘
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.
瑞典雇主招募流程：
- Partner with a global employment expert. Choose an EOR with deep expertise in Sweden as they’ll guide you through the local legal landscape.
- Source your ideal candidate. You find the best talent, and the EOR handles the rest.
- 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
瑞典的雇用合約
口頭協議是合法的，但雇主必須在開始工作的七天內以書面形式向員工提供主要條款。主要工作條款包括福利、補償金、福利、職責和終止要求。
We recommend stating compensation in Swedish krona (SEK), but this is only a legal requirement for work permit applications or for employees who aren’t Swedish citizens or permanent residents.
作為您在瑞典的名義雇主， G-P確保所有僱傭合約符合該國的勞動法和任何適用的 CBA。
瑞典的休假權利
瑞典的工作時間
《工作時間法》( Arbetstidslagen ) 規定了標準的五天工作制；週間工作時間為40小時。 員工在工作日之間至少有 11 小時連續休息，每七天休息 36 小時。
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.
瑞典的公眾假期
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
- 主顯節
- 耶穌受難日
- 復活節主日
- 復活節星期一
- 升天節
- 勞動節
- 聖靈降臨節*
- 國慶日
- 仲夏節
- 萬聖節
- 聖誕節
- 聖誕節的第二天
*這個假期總是落在星期日，所以不會為大多數員工帶來額外的休假工作。
瑞典的假期天數
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
根據員工生病的時間長短，雇主或瑞典社會保險機構會支付病假（ Försäkringskassan ）。
- 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.
瑞典的育兒假
Sweden has one of the world's most generous parental leave policies.
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.
瑞典社會保險支付父母補助金。在前390天，以員工收入的約80 % 支付，年收入上限為 SEK 592 ， 000 （適用於2026 。
剩餘的90天按統一費率支付。 法律上並沒有規定雇主必須補足這項福利，但這是許多 CBA 所涵蓋的常見做法。
瑞典的「負責人」如何幫助管理休假權利
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.
瑞典的健康保險與補充福利
瑞典為所有居民提供高品質的全民健康照護。然而，私人健康保險正在成為一種常見的補助金，因為它可以更快地獲得專家和某些治療。
其他補助金包括：
- 職業退休金 ( 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.
瑞典的獎金
員工可獲得年假薪資補助（semestertillägg）。按月領取固定薪水的員工，每休假一天通常可獲得0的43 %。變動薪資員工可獲得前一年總收入的 12%。
瑞典的戶主如何幫助獲得福利
A Sweden employer of record manages and administers mandatory and supplementary benefits on your behalf. Using a Sweden EOR ensures you offer competitive benefits to attract top talent while complying with local labor laws.
瑞典的終止與遣散費
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.
遣散費並非強制性的，但員工在通知期內可獲得全額薪資和福利。不遵守正確的終止程序，包括在必要時諮詢工會，可能會導致法律和經濟後果。
瑞典名義雇主確保遵守法規；合規終止和註銷，因此您無需擔心法律風險。
瑞典的薪資與稅務
雇主為僱員社會安全付款。 社會安全貢獻是31 。 42員工總薪資的 %，包括：
- Pension insurance (old-age pension)
- Health insurance (sickness benefits)
- Parental insurance (parental leave benefits)
年收入超過643 , 000瑞典克朗的員工需繳納20 % 的國民所得稅。他們還要繳納市政所得稅，這大約是他們薪水的32 %，具體金額取決於他們居住的地方。
在瑞典工作的非居民通常會支付22 。 5 %%「SINK 稅」（ särskild inkomstskatt för utomlands bosatta或「非居民特別所得稅」）。在2027 ，此稅項降至20% 。
雇主預扣並向瑞典稅務機關支付所有這些稅金。
A Sweden employer of record (EOR) handles all aspects of payroll management. This includes withholding tax and remitting mandatory social security contributions.
在瑞典選擇合適的雇主
在瑞典選擇帳簿主時，請考慮以下事項：
- 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.
- Scalability and flexibility: The EOR should be able to accommodate your hiring needs, whether you're hiring a single employee or a global team, and scale with your global expansion strategy.
- Technology and integration: An AI-powered platform simplifies onboarding, benefits management, and payroll. Confirm that the EOR integrates with existing HCM, PEO, or payroll systems to avoid operational delays.
- Transparency and communication: Choose an EOR that offers clear communication channels, transparent pricing, and regular updates on compliance changes.
- Reputation and references: Research the EOR's reputation, customer testimonials, and industry recognition to ensure they have a track record of reliability and success.
- Data security and compliance. Ensure your EOR follows strict data security protocols like GDPR. This is critical for protecting sensitive employee information and maintaining compliance.
使用G-P名義雇主在瑞典進行全球招聘
G-P EOR is the award-winning, AI-enabled global hiring solution that empowers startups, SMBs, and enterprise businesses to build global teams with ease. Onboard, manage, and pay top talent in over 180 countries in minutes, without the complexity of local entity setup.
G-P EOR is the preferred partner for leading HCM, PEO, and payroll platforms. Bring your workforce data together in one place to maintain existing workflows while keeping consistent and accurate data across your integrated systems.
Request a proposal to start hiring in Sweden today.
