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    Sweden Country Guide

    N2S provide expert solutions for businesses looking to expand or grow into Sweden, including compliance, payroll management and employment support.
    Denmark (1)

    Employment Overview

    Navigating Swedish employment legislation can be complex due to variations (including collective bargaining agreements) across industries. At N2S, we simplify compliance, making it clear and straightforward for our clients and customers to grow and excel in Sweden.

    1. Onboarding

    2. Engagement Types

    3. IC Compliance

    4. Social Security/Taxes

    5. Minimum Wages

    6. Working Hours

    7. Statutory Leaves

    8. Termination

    For More Information

    For more information and to receive a walkthrough on how to hire and employ in Sweden, please fill out your details.

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    Onboarding

    1. Employment contracts must be in writing.

     

    2. The maximum probationary period is 6 months, during which either party can terminate the employment upon giving notice.

    Engagement Types

    There are two core engagement types in Sweden:
     
    1. Employment
    -Permanent or Fixed Term
     
    2. Independent Contractor Engagement

    IC Compliance

    1. Contractors should be distinct from employees and be in business on their own account
     
    2. The following elements should be considered when making a classification determination:
    - Control
    - Subcontracting
    - Equipment
    - Financial risk
    - Management
    - Contracts
    - Opportunity for profit

    Social Security/Taxes

    1. Employer’s social security can vary, but is generally 31.42%.
     
    2. No statutory pension, but it is common for employers to provide occupational pension (ITP). 

    Minimum Wages

    1. Sweden does not have a prescribed national minimum wage.
     
    2. However, minimum wages can be required in collective labour agreements.

    Working Hours

    1. Standard working hours are 8 hours per day and 40 hour per week.

     

    2. Standard workweek is Monday to Friday.

     

    3. There are no statutory overtime rules.

    Statutory Leaves

    1. Annual leave is up to 25 days per leave year.
     
    2. Sick leave is up to 14 days from the employer, paid by the local municipality thereafter. 
     
    3. Swedish parental benefit encompasses maternity and paternity.
     
    4. Parental leave is up to 480 days for one child, which parents divide. 
    - For 390 days, the compensation passed by the state is based on income, for the remaining 90 days, the pay is set at a lower threshold (which varies each year). 
    - This must be used before the child turns 12 years old.

    Termination

    1. Overview: 

    - An employer must have a substantial reason to terminate an employment outside of their probationary period.
    - An employer must carry out a genuine consultation process to warn/attempt to improve employee performance or behaviour.
    - An employee can be terminated for gross misconduct with no notice, but the threshold for this is high.

    2. Notice Periods: 

    - Notice periods vary by length of service:

    # Starting at 1 month and increasing up to 6 months after 10 years of service.
    # If an employee’s notice is increased above 1 month, the employer notice increases in proportion. 

    3. Severance: 


    - No general entitlement to severance pay.

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