EOR Sweden services that carry
the duties of a Swedish employer.
Once you choose a candidate, we issue the contract, give the key written terms within 7 days of the start, register the hire for monthly AGI returns, set up pension where an agreement applies and run the first salary on the right Skatteverket tax table.
Start a hire
A short chain from your team to the payslip
A monthly charge, near SEK 5,550 on 24 Sep 2026 ECB rates; statutory costs pass on at cost.
The 2026 employer contribution on gross pay, no ceiling, costed before you offer.
LAS § 6 c sets the deadline for written employment terms; we work to it.
Provanställning under LAS § 6 turns permanent unless ended before it runs out.
What does a Swedish employer owe staff from first day to last?
Swedish rules on notice, leave and redundancy sit partly in statute and partly in collective agreements, and a manager abroad rarely sees both. Our specialists close that gap.
- Provanställning of up to six months
- 25 days of semester, holiday year from 1 April unless agreed otherwise
- Sjuklön paid by the employer, 80% up to day 14, less karens
- Changes to pay, hours or role agreed and recorded in writing
- Redundancy with MBL talks and turordning applied
- Exit pay including semesterersättning
One rule catches many foreign employers: a Swedish dismissal needs sakliga skäl (objective grounds), meaning redundancy or personal reasons, and a redundancy follows turordning, where the most recently hired usually leave first. Since 1 October 2022 each employer may exempt three employees from that order. The employee has two weeks from notice to challenge the dismissal, so the reasons should be written down before notice goes out.
What moves a Swedish payroll bill mid-year?
Salary cost in Sweden shifts with the calendar more than the contract. Contributions of 31.42% apply to all pay with no ceiling, so a bonus carries the same rate as salary. A 20.81% youth rate for staff born 2003 to 2007 covers pay up to SEK 25,000 a month until 30 September 2027. Holiday pay, sick days and a birthday at 67 all change the monthly figure, and every month is reported person by person on the AGI return.
- Preliminary tax from Skatteverket’s tables, such as tabell 31 in Stockholm
- State income tax of 20% once taxable income passes SEK 643,000 in 2026
- Semestertillägg of 0.43% of monthly pay per holiday day
- Sjukpenning from Försäkringskassan once day 15 is reached
- Särskild löneskatt of 24.26% on pension premiums, declared separately
Which extras sit on top of Swedish statute?
Salaried candidates in Sweden compare offers on pension and insurance as much as on salary. ITP1 occupational pension, 4.5% of pay up to SEK 52,125 a month and 30% above it, is the norm where a salaried-staff agreement applies, and collective agreements covered 88% of employees in 2025 (Medlingsinstitutet). We give each extra its correct payroll treatment, from the 24.26% tax on pension costs to taxable benefits on the AGI return.
- ITP1 occupational pension
- Group life and injury cover (TGL, TFA)
- Private medical cover for faster care
- Parental pay top-ups under a collective agreement
- Holiday days above the statutory 25
One Swedish job, four sets of duties
We sign the contract as employer of record, register the hire for payroll with Skatteverket and pay salary, preliminary tax and arbetsgivaravgifter every month.
You set tasks, targets and working hours within arbetstidslagen, and you lead the team as you would at home.
Our payroll specialists run each monthly cycle, file the AGI return and keep leave balances and sick days on record.
The surprise for most newcomers is the Co-determination Act. Before a redundancy the employer must negotiate under MBL, even with a union that has members at the workplace and no agreement in place. A client bound by a collective agreement may also need to consult its union before bringing in hired staff.
How our fee sits beside the platforms
Several providers below list lower starting prices than ours. from USD 560 covers the employment contract, Swedish payroll and AGI filing, leave and absence records, and HR advice, with arbetsgivaravgifter and pension passed on at cost.
| EOR SwedenOne rate, SEK shown | Papaya | Deel | RemoFirst | Remote | Multiplier | Native Teams | |
|---|---|---|---|---|---|---|---|
| Listed fee | from USD 560 | from EUR 650 | USD 599 | from USD 199 | USD 699 | USD 459–559 | from USD 99 |
| Fee printed on pricing page | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ |
| Fixed fee, not a ‘from’ price | ✔ | ✖ | ✔ | ✖ | ✔ | ✔ | ✖ |
| Billed monthly for each employee | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ |
| Pricing page names a separate fee for Sweden | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Fee converted to kronor (SEK) | ✔ | – | – | – | ✔ | – | – |
| Covers Sweden and no other market | ✔ | ✖ | ✖ | ✖ | ✖ | ✖ | ✖ |
| Swedish worked cost example on the site | ✔ | – | – | – | – | – | – |
| Fee currency stated | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ | ✔ |
| Fee listed in US dollars | ✔ | ✖ | ✔ | ✔ | ✔ | ✔ | ✔ |
Prices are as each provider published them on its own pricing page, checked on 25 September 2026. A dash (–) marks a point the provider does not publish. Papaya lists EUR 650 as its starting price in Europe, which covers Sweden. Multiplier’s range spans its Core and Growth plans, billed annually or monthly, plus add-ons and an implementation fee where they apply. RemoFirst and Native Teams show starting prices only. Our fee is about SEK 5,550 (ECB, 24 September 2026).
Which Swedish role are you costing first?
Give us a job title, a monthly SEK salary and a start month. Back comes a yearly cost with arbetsgivaravgifter and any ITP1 pension, plus the steps to a first payslip.