Assumere in Svezia ti dà accesso a una forza lavoro altamente qualificata in una delle economie europee più innovative. È una destinazione interessante per i datori di lavoro globali — se si riesce a navigare tra le leggi sul lavoro e i contratti collettivi (CBA) del paese.
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.
Semplifica le assunzioni in Svezia con un datore di lavoro di 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.
Il processo di assunzione del datore di lavoro di record in Svezia:
- 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
Contratti di lavoro in Svezia
Gli accordi verbali sono legali, ma i datori di lavoro devono fornire ai dipendenti le condizioni principali per iscritto entro sette giorni dall'inizio del lavoro. I principali termini del lavoro includono remunerazione, benefit, compiti e requisiti di scioglimento del contratto di lavoro.
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.
In qualità di tuo Datore di lavoro ufficiale in Svezia, G-P assicura che tutti i contratti di lavoro siano conformi alla legge sul lavoro del paese e a qualsiasi accordo collettivo collettivo applicabile.
Leggi di più sull'utilizzo di un Employer of Record per i contratti di lavoro.
Congedo retribuito in Svezia
Orari di lavoro in Svezia
La Legge sulle Ore di Lavoro (Arbetstidslagen) stabilisce la settimana lavorativa standard a 40 ore. I dipendenti godono di almeno 11 ore consecutive di riposo tra le giornate lavorative e 36 ore ogni sette giorni.
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.
Giorni festivi in Svezia
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.
- Capodanno
- Epifania
- Venerdì Santo
- Domenica di Pasqua
- Lunedì di Pasqua
- Giorno dell'Ascensione
- Festa del Lavoro
- Domenica di Pentecoste*
- Festa Nazionale
- Vigilia di mezza estate
- Ognissanti
- Giorno di Natale
- Santo Stefano
*Questa festività cade sempre di domenica, quindi non comporta un giorno di ferie extra per la maggior parte dei dipendenti.
Giorni di vacanza in Svezia
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).
Congedo per malattia in Svezia
I datori di lavoro o l'agenzia svedese di assicurazione sociale pagano il congedo per malattia (Försäkringskassan), a seconda di quanto tempo un dipendente sia malato.
- 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.
- Dal giorno 15 in poi: 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.
Congedo parentale in Svezia
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.
L'assicurazione sociale svedese paga un beneficio genitoriale. Per i primi 390 giorni, viene pagato circa il 80% del reddito del dipendente, fino a un tetto annuo di reddito di 592SEK,000 per 2026.
I restanti 90 giorni vengono pagati in tasso fisso. I datori di lavoro non sono legalmente obbligati a integrare questo beneficio, ma è una pratica comune coperta da molti CBA.
Come un datore di lavoro registrato in Svezia aiuta a gestire i diritti alle congede
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.
Assicurazione sanitaria e benefici supplementari in Svezia
La Svezia offre un'assistenza sanitaria universale e di alta qualità per tutti i residenti. Tuttavia, l'assicurazione medica privata sta diventando una prestazione complementare comune poiché offre un accesso più rapido a specialisti e a determinati trattamenti.
Altri vantaggi supplementari includono:
- Pensione professionale ( 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 in Svezia
I dipendenti ricevono un supplemento di compenso ferie (semestertillägg). I dipendenti con stipendio mensile di solito ricevono 0.43% del loro stipendio mensile per giorno di ferie. I dipendenti con retribuzione variabile ricevono il 12% del reddito totale guadagnato dell'anno precedente.
Come un datore di lavoro di riferimento aiuta con i benefici in Svezia
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.
Terminazione e fine rapporto in Svezia
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.
La liquidazione non è obbligatoria, ma i dipendenti ricevono la paga piena e i benefici durante il periodo di preavviso. Non seguire le corrette procedure dello scioglimento del contratto di lavoro, inclusi i sindacati se necessario, può comportare conseguenze legali e finanziarie.
Un Employer of Record svedese garantisce conformità scioglimento del contratto di lavoro e scioglimento del contratto del dipendente, quindi non devi preoccuparti dei rischi legali.
Stipendi e tasse in Svezia
I datori di lavoro contribuiscono a pagamenti di previdenza sociale dipendenti. Il contributo alla previdenza sociale è 31.42% dello stipendio lordo del dipendente e include:
- Pension insurance (old-age pension)
- Health insurance (sickness benefits)
- Parental insurance (parental leave benefits)
I dipendenti che guadagnano più di SEK 643000 all'anno pagano una posizione nazionale sul reddito del 20%. Pagano anche un'imposta sul reddito municipale, che è circa il 32% del loro stipendio, a seconda di dove vivono.
I non residenti che lavorano in Svezia di solito pagano un 22.5%% "SINK tax" (särskild inkomstskatt för utomlands bosatta o "special imposta sul reddito for nonresidents"). Questa tassa diminuisce al 20% in 2027.
I datori di lavoro trattengono e pagano tutte queste tasse alle autorità fiscali svedesi.
A Sweden employer of record (EOR) handles all aspects of payroll management. This includes withholding tax and remitting mandatory social security contributions.
Scegliere il giusto datore di lavoro registrato in Svezia
Quando scegli un datore di lavoro registrato in Svezia, considera quanto segue:
- 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.
Utilizzare G-P Employer of Record per le assunzioni globali in Svezia
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.
