What is a Sweden employer of record (EOR) and how does it work?

A Sweden EOR legally employs your team members on your behalf. The provider handles employment contracts, payroll, taxes, and statutory benefits, while you manage daily tasks. This setup ensures full compliance with Swedish employment law without a local entity.

Why use an EOR to hire in Sweden without a local entity?

An EOR allows you to hire employees legally in Sweden without setting up an entity. The EOR ensures compliance with Swedish labor laws, payroll, and tax obligations. This strategy reduces risk and accelerates market entry.

When is an EOR better than opening a Swedish entity?

An EOR streamlines talent acquisition when you need to onboard professionals in Sweden quickly. The model allows you to test the market without the costs of establishing a local legal entity. This approach secures compliant hiring and payroll without long-term infrastructure commitments.

Which global EOR providers commonly support hiring in Sweden?

Leading global EOR providers, such as G-P EOR, deliver full employment, payroll, and compliance solutions for hiring in Sweden. Read more about best employer of record providers.

What are Sweden’s mandatory vacation entitlements under an EOR?

Employees in Sweden receive a statutory minimum of 25 paid vacation days per year. Collective agreements or contracts can grant extra days. The EOR delivers and manages these entitlements in line with Swedish law.

What termination and notice-period rules should Sweden EORs follow?

Employers must base termination on objective reasons. Statutory notice periods range from 1 to 6 months depending on tenure. EORs follow strict procedures, including written notice and union consultation, to comply with collective agreements.

What responsibilities stay with the international employer under a Sweden EOR?

The international employer retains control over daily work direction, performance management, and business decisions. The EOR assumes legal employer responsibilities for compliance, payroll, and statutory benefits.

How do collective bargaining agreements affect Sweden EOR employment terms?

Collective bargaining agreements (CBAs) set enhanced terms for pay, vacation, notice periods, and benefits beyond statutory minimums. EORs apply relevant CBAs to guarantee that talent receives all negotiated rights and protections.

Sweden EOR vs. PEO: Who is the legal employer and what changes?

The EOR operates as the legal employer and assumes all statutory responsibilities. The client business directs day-to-day work. A PEO typically co-employs staff. In Sweden, only the EOR model ensures full compliance for international companies without a local entity.

스웨덴 기록상 고용주(EOR)) 서비스

스웨덴에서 채용하면 유럽에서 가장 혁신적인 경제 국가 중 하나인 스웨덴의 고도로 숙련된 인력을 활용할 수 있습니다. 해당 국가의 노동법과 단체협약(CBA)을 잘 이해하고 있다면 글로벌 고용주에게 매력적인 곳입니다.

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.

기록상 자르기(EOR)로 스웨덴 채용을 단순화하세요.

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.

스웨덴의 기록상 고용주(EOR) 채용 프로세스:

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

스웨덴의 고용 계약

구두 합의는 합법적이지만, 고용주는 근무 시작 후 7일 이내에 주요 조건을 서면으로 제공해야 합니다. 주요 직무 조건에는 보상, 복리후생, 업무, 해고 요건이 포함됩니다.

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.

스웨덴에서 기록상 고용주(EOR)로서 G-P 모든 고용 계약이 국가의 노동법과 적용 가능한 노동법을 준수하는지 확인합니다.

고용 계약에 기록상 고용주(EOR)를 사용하는 방법에 대해 자세히 알아보세요.

스웨덴의 휴가 자격

스웨덴의 근무 시간

근로시간법(아르베스티드슬라겐)은 주당 표준 근로시간을 40 시간으로 정하고 있습니다. 직원들은 근무일 사이에 최소 11 연속 2시간의 휴식과 7일마다 36 1시간의 휴식을 취합니다.

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.

스웨덴의 공휴일

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.

새해 첫날
에피파니
성 금요일
부활절 일요일
부활절 월요일
승천의 날
노동절
성령강림절*
국경일
하지제
모든 성인의 날
크리스마스
크리스마스 둘째 날

*이 휴일은 항상 일요일에 해당하므로 대부분의 직원에게 추가 휴가 근무가 발생하지 않습니다.

스웨덴의 휴가일

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).

스웨덴에서의 병가

고용주 또는 스웨덴 사회보험 기관은 직원의 병가 기간에 따라 병가 비용(Försäkringskassan)을 지불합니다.

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.
일 15 이후: 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.

스웨덴의 육아 휴직

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.

스웨덴 사회보험은 부모 수당을 지급합니다. 처음 390 일간은 직원 소득의 약 80%로 지급되며, 연간 소득 상한선은 SEK 592,000 2026경우도 포함됩니다.

나머지 90 일수는 고정 요율로 지급됩니다. 고용주가 이 혜택을 충전해야 할 법적 의무는 없지만, 많은 CBA에서 이 혜택을 보장하는 일반적인 관행입니다.

스웨덴의 고용주 기록 담당자가 휴가 권리를 관리하는 방법

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.

스웨덴의 건강 보험 및 추가 혜택

스웨덴은 모든 국민에게 고품질의 보편적 의료 서비스를 제공합니다. 그러나 민간 보험은 전문의와 특정 치료를 더 빨리 받을 수 있어 일반적인 추가 복지 혜택으로 자리 잡고 있습니다.

기타 추가 혜택은 다음과 같습니다:

직업 연금( 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.

스웨덴의 보너스

직원들은 휴가 수당 보조금(학기급 보조금)을 받습니다. 월급 직원들은 보통 0받습니다. 휴가 1일당 월 급여의43%를 지급합니다. 변동 급여를 가진 직원들은 전년도 총 소득의 12%를 받습니다.

스웨덴에서 기록 고용주가 복리후생에 도움을 주는 방법

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.

스웨덴의 해고 및 퇴직

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.

퇴직금은 의무 사항은 아니지만, 직원들은 통지 기간 동안 전액 급여와 복리후생 혜택을 받습니다. 필요한 경우 노동조합과 협의하는 등 올바른 해고 절차를 따르지 않으면 법적 및 금전적 불이익을 받을 수 있습니다.

스웨덴의 기록상 고용주(EOR)는 규정준수 해고 및 퇴사 프로세스를 보장하므로 법적 리스크에 대해 걱정할 필요가 없습니다.

스웨덴의 급여 및 세금

고용주는 직원 사회보장 지급에 기여합니다. 사회보장기여금은 31.42% 직원 총 급여의 1%를 포함합니다:

Pension insurance (old-age pension)
Health insurance (sickness benefits)
Parental insurance (parental leave benefits)

연간 SEK 643이상 소득을 받는 직원은 연간 20%000 국가 소득세를 납부합니다. 또한 거주지에 따라 월급의 약 32%에 해당하는 지방 소득세도 납부합니다.

스웨덴에서 근무하는 비거주자는 일반적으로 22.5% % "SINK 세금"( 스웨덴 거주자 특별 소득세 또는 "비거주자를 위한 특별 소득세)을 납부합니다. 이 세금은 2027 에서 20% 으로 감소합니다.

고용주는 이러한 모든 세금을 원천징수하여 스웨덴 세무 당국에 납부합니다.

A Sweden employer of record (EOR) handles all aspects of payroll management. This includes withholding tax and remitting mandatory social security contributions.

스웨덴에서 올바른 기록상 고용주(EOR) 선택하기

스웨덴에서 고용주 등록 사무소를 선택할 때 다음 사항을 고려하세요:

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.

스웨덴의 글로벌 채용을 위한 G-P 기록상 고용주(EOR) 사용

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.

FAQ

면책 조항

이 콘텐츠는 정보 제공 목적으로만 제공되며 법무 또는 세무 자문으로 간주되지 않습니다. 항상 자신의 법무 및 세무 전문가와 상의하고 의존해야 합니다. G-P는 법률 또는 세무 자문을 제공하지 않습니다. 이 정보는 특정 회사나 인력에 맞춰진 것이 아닌 일반적인 정보이며 특정 관할권에서 G-P의 제품 제공을 반영하지 않습니다. G-P는 본 정보의 정확성, 완전성 또는 시의성에 대해 어떠한 진술이나 보증도 하지 않으며, 본 정보의 사용 또는 의존으로 인한 손실을 포함하여 본 정보로 인해 또는 이와 관련하여 발생하는 어떠한 책임도 부담하지 않습니다.

기록상 고용주(EOR) in 스웨덴

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