Business · Employer of record
Employer of record in Sweden
Employing someone in Sweden through an employer of record: 31.42% employer contributions, collective agreements instead of a minimum wage, 25 days' holiday, probation, notice by service, sick pay, and why dismissal needs objective grounds.
Checked on 16 October 2026. The headline rules for a standard employee, from official sources where they opened and law firm, PwC or specialist publisher guides where they didn't; each line names its source. Sectors, collective agreements and contracts can change them. This is general information, not legal advice.
Know this first
- Dismissal isn't at will: it needs objective grounds, and unlawful dismissal costs damages.
- Many employers are bound by collective agreements, which set pay and pensions and often improve on the law, so check whether one applies.
- The holiday law text we read was last updated in 2014; its core rules are long-standing.
Sources: Employment Protection Act (Riksdagen), Pensionsmyndigheten, occupational pensions 2026
Employing someone in Sweden
- Employer costs on top of salary
- 31.42% of gross pay, and we found no ceiling. A temporary youth rate of 20.81% applies to employees born 2003 to 2007, on pay up to SEK 25,000 a month, from 1 April 2026 to 30 September 2027. Occupational pensions aren't required by law but are near-universal under collective agreements: the two main ones pay 4.5% of salary up to SEK 625,500 a year, and 30% above it. Skatteverket, employer contributions, Skatteverket, amounts and rates 2026, April 2026, Skatteverket, youth rate, March 2026, Pensionsmyndigheten, occupational pensions 2026
- Minimum wage
- There's no legal minimum wage. Pay is set by collective agreements, which bind an employer that's party to or bound by one. Riksdagen, committee directive 2022:140
- Holiday
- 25 days a year. Monthly-paid staff keep their salary plus a holiday supplement of 0.43% of monthly pay for each day taken. 11 public holidays besides Sundays; Midsummer Eve and Christmas Eve aren't among them. Annual Leave Act (Riksdagen), Public Holidays Act (Riksdagen)
- Working hours
- 40 hours a week, with overtime capped at 200 hours a year and total hours at 48 a week on average over 4 months. We found no legal overtime premium; agreements and contracts set it. Working Hours Act (Riksdagen)
- Probation
- Up to 6 months; if neither side ends it, the job becomes permanent. Employment Protection Act (Riksdagen)
- Notice from the employer
- 1 month under 2 years' service, rising by a month for every 2 years to 6 months from 10 years. Employment Protection Act (Riksdagen)
- Severance
- None required by law. Dismissal needs objective grounds, and redundancies follow a seniority order, though the employer can first exempt up to 3 key people. Employment Protection Act (Riksdagen)
- Extra pay the law requires
- We found no legal requirement for a 13th month or bonus; the holiday supplement is the only extra the law sets. Annual Leave Act (Riksdagen)
- Contract
- Written information on the key terms, including pay and how often it's paid, within 7 days of starting, and the rest within a month. We found no rule on language. Employment Protection Act (Riksdagen)
- Payroll and tax
- The employer withholds income tax and files a monthly employer declaration, usually due by the 12th of the next month. A foreign employer registers with the Swedish Tax Agency even with no base in Sweden; without a permanent establishment it pays 18.80% instead of 31.42%. Skatteverket, hiring foreign labour, October 2026, Skatteverket, registering foreign companies, September 2026, Skatteverket, employer contributions
- Sick pay
- Paid by the employer for the first 14 days at 80% of pay, minus a deduction of 20% of average weekly pay. The state takes over from day 15. Försäkringskassan, sick pay, April 2026
Providers and what they say about Sweden
What each provider's own website says about Sweden, in order of its published starting price. None of them publishes a separate price for Sweden; the starting prices are worldwide or regional (Papaya quotes EUR 650 in Europe), and what you pay is set by quote.
| Provider | Covers Sweden? | What it says | Starting price a month | |
|---|---|---|---|---|
| Skuad | Yes, on its own site | Listed in its coverage list | From USD 199 | Go to Skuad |
| Pebl (formerly Velocity Global) | Not stated | - | USD 399 | Go to Pebl (formerly Velocity Global) |
| Multiplier | Not stated | - | From USD 459 (annual), USD 499 monthly | Go to Multiplier |
| Deel | Yes, on its own site | - | From USD 599 | Go to Deel |
| Remote | Yes, on its own site | Says it has its own entity | From USD 599 | Go to Remote |
| G-P (Globalization Partners) | Implied on its own site | - | From USD 599 | Go to G-P (Globalization Partners) |
| Atlas HXM | Yes, on its own site | - | From USD 599 | Go to Atlas HXM |
| Papaya Global | Not stated | - | From USD 650 (EUR 650 in Europe) | Go to Papaya Global |
| Oyster | Not stated | - | From USD 699 | Go to Oyster |
| Rippling | Not stated | Says 80 countries, with no list | Quote only | Go to Rippling |
Coverage is each company's own claim, from its country pages and coverage lists; we haven't checked how each one employs there. Ask whether it uses its own company or a partner in Sweden.
Other countries
Employer costs, leave, notice, severance and the catches, with the providers that cover each one.
United KingdomIrelandGermanyFranceNetherlandsSwitzerlandBelgiumSpainPortugalItalyPolandRomaniaCanadaAustraliaSingaporeJapanIndiaPhilippinesSouth AfricaMexicoBrazilColombiaChileArgentina
All 25 countries side by side: employer cost at your salary, holiday, notice and redundancy pay