Merekrut karyawan di Swedia memberi Anda akses ke tenaga kerja yang sangat terampil di salah satu ekonomi paling inovatif di Eropa. Ini adalah tujuan yang menarik bagi para pemberi kerja global - jika Anda dapat menavigasi undang-undang ketenagakerjaan dan perjanjian kerja bersama (PKB) di negara ini.
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.
Sederhanakan perekrutan di Swedia dengan perusahaan of record (Employer of Record)
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.
Employer of Record proses penerimaan karyawan di Swedia:
- 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
Kontrak kerja di Swedia
Perjanjian lisan adalah sah, tetapi pemberi kerja harus memberikan persyaratan utama secara tertulis kepada karyawan dalam waktu tujuh hari setelah mulai bekerja. Persyaratan pekerjaan utama meliputi kompensasi, tunjangan, tugas, dan persyaratan pemutusan hubungan kerja.
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.
Sebagai perusahaan yang bertindak sebagai pemberi kerja resmi Anda di Swedia, G-P memastikan semua kontrak kerja mematuhi hukum tenaga kerja negara tersebut dan perjanjian kerja kolektif (CBA) yang berlaku.
Baca selengkapnya tentang penggunaan Employer of Record untuk kontrak kerja.
Hak cuti di Swedia
Jam kerja di Swedia
Undang-Undang Jam Kerja (Arbetstidslagen) menetapkan standar minggu kerja pada 40 jam. Karyawan mendapatkan setidaknya 11 jam istirahat berturut-turut di antara hari kerja dan 36 jam istirahat setiap tujuh hari.
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.
Hari libur nasional di Swedia
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.
- Hari Tahun Baru
- Epiphany
- Jumat Agung
- Minggu Paskah
- Senin Paskah
- Hari Kenaikan
- Hari Buruh
- Minggu Putih*
- Hari Nasional
- Hari Pertengahan Musim Panas
- Hari Semua Orang Kudus
- Hari Natal
- Hari Kedua Natal
*Hari libur ini selalu jatuh pada hari Minggu, sehingga tidak mengakibatkan cuti tambahan bagi sebagian besar karyawan.
Hari-hari liburan di Swedia
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).
Cuti sakit di Swedia
Pihak pemberi kerja atau badan asuransi sosial Swedia membayar cuti sakit (Försäkringskassan), tergantung pada berapa lama karyawan tersebut sakit.
- 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.
- Hari 15 dan seterusnya: 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.
Cuti orang tua di Swedia
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.
Asuransi sosial Swedia membayar tunjangan orang tua. Untuk 390 hari pertama, dibayarkan sekitar 80% dari penghasilan karyawan, hingga batas penghasilan tahunan sebesar SEK 592,000 untuk 2026.
Sisa 90 hari dibayar dengan tarif tetap. Pihak pemberi kerja tidak diwajibkan secara hukum untuk menambah tunjangan ini, tetapi ini adalah praktik umum yang tercakup dalam banyak perjanjian kerja kolektif (CBA).
Bagaimana perusahaan yang bertindak sebagai penanggung jawab pemberi kerja (employer-to-cord) di Swedia membantu mengelola hak cuti.
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.
Asuransi kesehatan dan manfaat tambahan di Swedia
Swedia memiliki perawatan kesehatan universal berkualitas tinggi untuk semua penduduknya. Namun, asuransi kesehatan swasta semakin menjadi manfaat tambahan yang umum karena menawarkan akses lebih cepat ke spesialis dan perawatan tertentu.
Manfaat tambahan lainnya meliputi:
- Pensiun kerja ( 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.
Bonus di Swedia
Karyawan mendapatkan tambahan gaji liburan(semestertillägg). Karyawan bergaji bulanan biasanya mendapatkan 0.43% dari gaji bulanan mereka per hari libur. Karyawan dengan gaji variabel mendapatkan 12% dari total pendapatan yang diperoleh dari tahun sebelumnya.
Bagaimana perusahaan yang terdaftar sebagai pemberi kerja (employer-to-record) membantu dalam hal tunjangan di Swedia
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.
Penghentian dan pemutusan di Swedia
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.
Pesangon tidak wajib, tetapi karyawan mendapatkan gaji dan tunjangan penuh selama periode pemberitahuan. Tidak mengikuti prosedur pemutusan hubungan kerja yang benar, termasuk berkonsultasi dengan serikat pekerja jika diperlukan, dapat menyebabkan konsekuensi hukum dan finansial.
Penyedia Layanan Ketenagakerjaan Terdaftar (Employer of Record) di Swedia memastikan kepatuhan terhadap peraturan dan pelepasan karyawan, sehingga Anda tidak perlu khawatir tentang risiko hukum.
Penggajian dan pajak di Swedia
Pihak pemberi kerja berkontribusi pada pembayaran jaminan sosial karyawan. Kontribusi jaminan sosial adalah 31.42% dari gaji bruto karyawan dan meliputi:
- Pension insurance (old-age pension)
- Health insurance (sickness benefits)
- Parental insurance (parental leave benefits)
Karyawan yang berpenghasilan lebih dari SEK 643,000 per tahun membayar pajak penghasilan nasional sebesar 20%. Mereka juga membayar pajak penghasilan kota, yang besarnya sekitar 32% dari gaji mereka, tergantung di mana mereka tinggal.
Bukan penduduk yang bekerja di Swedia biasanya membayar 22.5%% “Pajak SINK” (särskild inkomstskatt for utomlands bosatta atau "pendapatan pajak khusus untuk bukan penduduk”). Pajak ini turun menjadi 20% di 2027.
Pemberi kerja memotong dan membayarkan semua pajak ini kepada otoritas pajak Swedia.
A Sweden employer of record (EOR) handles all aspects of payroll management. This includes withholding tax and remitting mandatory social security contributions.
Memilih Perusahaan yang Tepat sebagai Lembaga Pencatatan Karyawan (Employer of Record) di Swedia
Saat memilih perusahaan pemberi kerja resmi (employer of record) di Swedia, pertimbangkan hal-hal berikut:
- 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.
Gunakan G-P Employer of Record untuk perekrutan global di Swedia.
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.
