在瑞典僱用員工，可讓您在歐洲最具創新力的經濟體之一，擁有高技術的勞動力。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.
瑞典的名義雇主聘僱流程：
- Partner with a global employment expert. Choose an EOR with deep expertise in Sweden as they’ll guide you through the local legal landscape.
- 尋找您理想的候選人。 你找到最好的人才，剩下的就交給本地雇主處理。
- 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
瑞典的僱傭合約
口頭協議是合法的，但雇主必須在開始工作後七天內以書面形式向員工提供主要條款。主要的工作條款包括報酬、福利、職責和結束聘用要求。
我們建議以瑞典克朗 (SEK) 表示報價，但這僅適用於工作許可申請或非瑞典公民或永久居民的員工，屬於法律要求。
作為您在瑞典的名義雇主，G-P 確保所有的雇用合約都符合當地的勞工法及任何適用的 CBA。
瑞典的休假權利
瑞典的工作時間
The Working Hours Act (Arbetstidslagen) sets the standard workweek at 40 hours. Employees get at least 11 consecutive hours of rest between workdays and 36 hours of rest every seven days.
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.
瑞典的國定假日
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
- 聖誕節翌日
*這個假日總是在星期日，所以對大多數員工而言，不會造成額外的 休假工作。
在瑞典的假期
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
Employers or the Swedish social insurance agency pay for sick leave (Försäkringskassan), depending on how long an employee is sick for.
- 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
瑞典擁有世界上最慷慨的育嬰假政策之一。
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。在最初的390 天，約按員工收入的80% 支付，年收入上限為 SEK592 ，000 ，2026 。
其餘90 天以單一稅率支付。 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。
瑞典的記錄雇主如何協助管理休假權利
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.
瑞典的健康保險和補充福利
瑞典為所有居民提供高品質的全民健康照護。然而，私人健康保險正逐漸成為一種常見的附加福利，因為它提供更快速的專家服務和某些治療。
其他附加福利包括：
- 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
Employees get a vacation pay supplement (semestertillägg). Monthly salaried employees typically get 0.43% of their monthly salary per vacation day. Employees with variable pay get 12% of their total earned income from the previous year.
在瑞典，記錄在案的雇主如何協助提供福利
瑞典的法定雇主會代表您管理和發放強制性福利和補充福利。使用瑞典名目雇主可確保您提供具有競爭力的福利來吸引頂尖人才，同時遵守當地勞工法。
瑞典的終止合約和遣散費
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.
遣散費不是強制性的，但員工在通知期間可獲得全薪和福利。不遵循正確的結束聘用程序，包括必要時諮詢工會，可能會導致法律和財務後果。
瑞典名義雇主確保合規 結束聘用和離職，因此您不需要擔心法律風險。
瑞典的工資和稅收
Employers contribute to 員工社會安全付款。 社會安全貢獻是31.42% 員工的薪水總額，並包括：
- Pension insurance (old-age pension)
- Health insurance (sickness benefits)
- Parental insurance (parental leave benefits)
年薪超過643,000 SEK 的員工須繳納20% 的國家所得稅。他們還要支付市政所得稅，大約是他們薪水的32% ，這取決於他們住在哪裡。
Nonresidents working in Sweden usually pay a 22.5%% “SINK tax” (särskild inkomstskatt för utomlands bosatta or "special income tax for nonresidents”). This tax decreases to 20% in 2027.
雇主會代扣繳所有這些稅款給瑞典稅務機關。
瑞典雇主負責處理薪資管理的各個面向。 這包括預扣稅和繳納強制性社會安全繳款。
在瑞典選擇合適的名義雇主
在瑞典選擇記錄在案的雇主時，請考慮下列事項：
- 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.
- 可擴展性和靈活性：雇主應該能夠滿足您的招募需求，無論您是僱用單一員工還是全球團隊，並根據您的全球拓展策略進行擴展。
- 技術與整合：人工智慧平台簡化了入職流程、福利管理和薪資發放。確認職位雇主與現有的人力管理資本、職業雇主組織或薪資系統集成，以避免營運延誤。
- 透明、單一的定價：評估總成本的可預測性而不是低基本費率。 尋找標準、清晰的定價模式。仔細比較定價結構，因為有些 EOR 使用薪資百分比模式，這會對高收入者造成懲罰。統一定價確保長期營運預算的準確性。G-P名義雇主起價為每月599美元，讓您可以完全訪問G-P全球就業平台™ （全球僱傭平台）。 我們採用固定的平台費用，而不是以工資百分比收費。
- 聲譽和參考：調查名義雇主的聲譽、客戶評價和行業認可度，以確保他們有可靠性和成功記錄。
- 資料安全與合規。確保您的雇主遵循嚴格的資料安全協議，例如《一般資料保護規範》(GDPR)。 這對於保護員工敏感資訊和確保合規性至關重要。
在瑞典使用G-P 名義雇主進行全球招聘
G-P雇主是屢獲殊榮的人工智慧全球招募解決方案，幫助新創公司、中小型企業和大型企業輕鬆建立全球團隊。 幾分鐘內即可在超過180國家/地區招募、管理和支付頂尖人才，無需複雜的本地實體設定。
G-P名義雇主是領先的人力管理資本、職業雇主組織、薪資平台的首選合作夥伴。 將您的動力數據集中到一個地方，以維持現有的工作流程，同時保持整合系統中數據的一致性和準確性。
立即申請在瑞典開始招募。
