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Hiring 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. You’ll also have to learn all of Sweden’s employment compliance laws and follow them strictly each time you hire a new employee. G-P can help you through the confusion.

As a global PEO, we can hire employees and assign them to work for you in a matter of days instead of the months it could take to set up a subsidiary first. We’ll also use our Employer of Record solution to take on all matters of compliance.

Recruiting in Sweden

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

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

  • careerbuilder.se
  • jobb.blocket.se
  • metrojobb.se
  • monster.se
  • studentjob.se

Legal & 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, your applicants can present medical or criminal information about themselves if you request it in connection with the requirement process. These individuals do not have to comply with the request.

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

Laws Against Discrimination in Sweden

As an employer, you can decide what questions to ask to determine whether an applicant is right for your position. However, you cannot ask any discriminatory questions, such as whether the applicant is pregnant or part of a trade union. Discrimination on the basis of sex, gender identity, ethnicity, religion, disability, sexual orientation, age, and employment status is prohibited. Swedish labor legislation also provides that candidates that are not employed or selected for an interview can request information on the qualifications of the candidates selected for an interview and the person hired.

Your application process can include tests and examinations, as long as you do not include a genetic test as a condition of employment. Once employed, you can require an employee 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

Swedish employment compliance laws do not require an employment contract unless an employee asks for one. If the worker does want a written agreement, employers must provide the employment contract within 30 days of the employee’s request. However, it’s best practice to write one before hiring any employee. Have the worker sign it to avoid any future issues. Include terms such as:

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

Since Sweden has a history of strong labor unions, you’ll need to check for any collective bargaining agreements (CBAs) that could cover your employees. You will need to either meet or exceed the CBA’s regulations or the statutory minimums depending on which is greater.

Sweden Employment Laws

Once you hire employees in Sweden, you’ll need to make sure you follow the country’s compliance laws.

Employees typically work 40 hours a week unless otherwise stated in a CBA. Two hundred 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 this overtime rate or time off or additional holidays 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 employee’s first week with your company, including any initial training they need. You can also onboard multiple employees at the same time to make the process go faster.

Other tips include:

  • Go over the employment contract with each employee during their first week
  • Fly to Sweden for your employees’ first day
  • Establish a company Code of Conduct that each employee signs

Benefits of Hiring Outsourcing in Sweden

With so many factors to remember when hiring employees in Sweden, outsourcing can take a significant burden off your shoulders. G-P offers a multitude of benefits with our Sweden hiring outsourcing services.

We’ll start by hiring employees on your behalf and assigning them to work for you. We will add these employees to our compliant payroll and make sure all employees meet Sweden’s employment compliance laws. You won’t need to set up a subsidiary, and you won’t have to wait for months to begin working when you choose us.

Work With G-P To Expand Globally

When you need a quick and easy way to hire employees in Sweden, choose G-P. Contact us today to learn more.


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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