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Hiring In Sweden – Country Guide

Guide to Recruitment in Sweden

Hiring in a new country can be a complex and challenging process, with unique laws, regulations, and cultural differences to consider.

This guide is designed to help you navigate the employment system in Sweden, providing an in-depth overview of the job market and recruitment landscape – from contractual nuances, up to financial implications and immigration considerations.

Our resource outlines the components you will need to create a comprehensive recruitment plan for your local hiring needs.



Sweden is called the Silicon Valley of Europe for a reason! It’s the birthplace of many successful start-ups and home to some top IT professionals.

The job market in Sweden is generally considered to be stable, with a relatively low unemployment rate compared to many other countries. However, it can vary depending on the industry, region, and overall economic conditions.

The Swedish labour market is known for its comparatively high wages, strong labour protections, and extensive social welfare programs. It is also distinguished through a highly educated workforce, a focus on innovation and technology, and a strong commitment to work-life balance.

The unemployment rate is typically lower than abroad, maintaining an overall high participation rate in the labour force. However, there are some persistent disparities in employment rates between different groups, including immigrants and individuals with disabilities.

Swedish labour laws are designed to protect workers and ensure fair working conditions. Collective bargaining is a central feature of the labour market, with the vast majority of workers covered by collective agreements negotiated between employers and unions. These agreements cover a wide range of issues, including wages, benefits, and working conditions.

Sweden also has a strong background of worker participation in decision-making, with many companies having employee representatives on their boards of directors. Additionally, the country has generous parental leave policies, which allow parents to take significant time off work to care for their children.

In recent years, the Swedish government has focused on promoting entrepreneurship and innovation, and has implemented policies to make it easier for companies to start and grow. At the same time, there has been a growing concern about the impact of automation and globalization on the labour market, and efforts are being made to ensure that workers have the skills needed to succeed in a rapidly changing economy.

Overall, the Swedish labour market is characterized by a strong focus on fairness, equality, and social welfare, as well as a commitment to innovation and technology.


Recruitment in Sweden

Job Market Overview

Sweden is a very interesting job market with a great variety of talent and growing demand for skilled professionals. During 2022, the number of individuals with employment grew by over 600,000. In June of that year, Sweden reached an unprecedented milestone with 190,691 job vacancies, setting a historical record. Even by the end of 2022, the country continued to have a substantial 133,099 job openings available.

Job Benefits: Mandatory & Common Optional Benefits

Sweden’s labour market is renowned for offering an extensive range of employment benefits to its workforce. The mandatory benefits offered are:

  • Paid vacation: Employees in Sweden are entitled to a minimum of 25 days of paid vacation per year.
  • Sick leave: Businesses are required to pay employees for the first two weeks of sick leave, after which the government provides sickness benefits.
  • Parental leave: New parents are entitled to up to 480 days of paid parental leave, which can be shared between parents. The authorities in Sweden provide the funds for this duration.
  • Pension: Employers are required to provide a pension plan to their employees.

In addition to these mandatory benefits, many employers in Sweden offer additional benefits to attract and retain top talent. These commonly include:

  • Private Health insurance
  • Flexible working hour
  • Childcare benefits
  • Fitness and wellness benefits
  • Education and training

It’s worth noting that many of these benefits are negotiated through collective bargaining agreements between employers and labour unions, and the specifics can vary between industries and companies. Additionally, some benefits, such as health insurance and pension plans, may be required by law for certain types of employees or industries.

Remote Work

Even prior to the pandemic, Sweden had long embraced remote work, with over 60% of companies offering this option. Many employers recognize its benefits, including increased flexibility and cost savings on office space, and have enacted work-from-home policies to accommodate this model.

A survey conducted by Netigate in 2021 found that 53% of Swedish employees had the option to work from home part-time or full-time. As a whole, 70% of respondents, expressed satisfaction with the way their organizations handled the transition to remote work during the pandemic, predominantly favouring a hybrid work model, which combines home and office work.

With reliable high-speed internet access and advanced communication technologies, Sweden offers a robust infrastructure for teleworking, making it easy for employees to stay connected with their colleagues and clients at a distance.

Even though Swedish labour laws do not specifically govern remote work, employers are still required to provide a healthy and safe working environment regardless of where their employees are based, meaning they must ensure remote workers have the necessary equipment and resources to do their jobs.

Employment Hubs in Sweden

Below follows a breakdown of the main business centres according to the number of employed persons and the number of businesses as of the first quarter of 2023:

Source: Official Statistics of Sweden and Swedyello Sweden Business Directory

Recruitment Landscape

Sweden’s competitive recruitment landscape, where employers have access to a vast pool of skilled and educated workers, is shaped by several trends and factors:

  • Skills shortages: Many employers struggle to find skilled workers, particularly in IT and engineering, resulting in talent competition and higher compensation for in-demand skills.
  • High labour costs: Sweden’s labour costs are among the highest globally, making talent attraction and retention difficult. However, many workers value work-life balance and benefits, which can offset slightly lower salaries.
  • Emphasis on diversity and inclusion: Sweden’s commitment to equality drives employers to prioritize diversity in recruitment, with policies like blind hiring that focus on skills and experience over ethnicity, gender, and other personal traits.
  • Use of technology: Technology is used extensively in Sweden to streamline recruitment, making use of online job boards, social media, and automated screening tools.

Because of these, many companies in Sweden prefer to hire through recruitment agencies, which accounted for approximately 14% of Sweden’s workforce in 2021 and have gained popularity over time. Recruitment agencies typically operate on success fees or retained contracts, with fees ranging from 23% to 27% of a candidate’s annual salary.


Swedish Labour Market Overview

The Swedish labour market features a total able working population (ages 15-64) of 6.5 million people (Fred Economic Data, Q4 2022), divided as follow:

  • 80% of the population is employed
  • 20% of the population is unemployed

Gender Divide across industries

While Sweden maintains a relatively balanced gender distribution in its overall workforce (45% female, 55% male), significant gender gaps exist within specific industries.

As of 2023, industries with the highest female representation include Cosmetics (78%), Hospital and healthcare (70%), Education (69%), and Health and fitness (68%).

Conversely, industries with the highest male representation include Industrial Automation (83%), Construction (82%), Mechanical or Industrial Engineering (78%), and Security and Investigations (76%).

The government has implemented policies to address this divide, such as promoting gender-neutral job ads and supporting women in male-dominated fields, but achieving full gender equality across industries is likely to take some time.

Average Tenure

The average tenure in Sweden varies depending on the industry, occupation, and other factors. According to data from LinkedIn, the average tenure in the Swedish workforce is around 1.8 years.

What sectors are the most popular?

The largest industry sectors in Sweden, by higher number of job openings on LinkedIn, are:

Talent map

Talent in Sweden gravitates toward key regions known for their economic activity and educational institutions. The country has several talent hubs, including:

1. Stockholm: As the capital city, Stockholm stands out as a hub of technological advancement and innovation. The city boasts a vibrant startup ecosystem, along with prestigious universities and research institutions. Its edge lies in industries such as IT, gaming, fintech, and biotechnology.

2. Gothenburg: Located along the west coast, Gothenburg combines academic excellence with a diverse economy, and is home to renowned universities such as the University of Gothenburg and Chalmers University of Technology. The city’s assets extend to automotive manufacturing, engineering, maritime industries, and research and development.

3. Malmö: At the southern end of Sweden, Malmö has emerged as a hotspot for talent. Its geographical advantage near Copenhagen, Denmark, positions it as a dynamic gateway connecting the two nations. Along with its strong creative industry presence, Malmö has a thriving tech startup scene, gaming companies, and design-focused businesses.

4. Lund: Situated in the south of Sweden, Lund is known for housing the prestigious Lund University, ranked among the top in Europe. This brings in a diverse pool of talent, especially in fields such as engineering, life sciences, and cutting-edge research.

5. Uppsala: Situated north of Stockholm, Uppsala boasts a rich academic and research environment anchored by Uppsala University. Among Scandinavia’s oldest and most renowned universities, it attracts talent in various fields, particularly life sciences, biotechnology, and pharmaceuticals.

Even though these regions are prominent talent hubs, skilled workers can be found across Sweden, in a variety of cities and towns. Moreover, the rise of remote work opportunities has further facilitated talent to thrive from any location within the country.

Rank of titles in high demand

LinkedIn data analysis of the most popular skills, measured by hiring demand in parity to numbers of professionals

1y growth – The percentage change in the number of professionals with this skill, compared to the number of professionals one year prior.

Main job boards and channels for sourcing candidates

1. Arbetsförmedlingen

2. LinkedIn

3. Monster

4. StepStone

5. Academic Work

6. Indeed

7. CareerBuilder

8. Jobbsafari


10. The Local


How do I hire an employee in Sweden?

The most common kind of employment in Sweden is on a permanent or indefinite contract, which emphasizes stability and long-term commitment. As a precaution against misunderstandings, the intention of hiring on a temporary contract must be explicitly communicated to candidates during the recruitment process, and included in the contract itself.

Permanent Employment

Permanent Employment (Tillsvidareanställning) is the predominant employment contract in Sweden.

Key points:

  • Permanent contracts offer inherent job security, enticing candidates and facilitating talent attraction.
  • Both parties agree to a long-term commitment, which may not be desirable for all roles or organizations.
  • In the long run, they are ideal for hiring and retaining key talent that will contribute to the growth and well-being of your organization.

Temporary & fixed term employment

Temporary contracts, including fixed-term, seasonal, or substitute employment, are also popular in Sweden.

Key points:

  • Unlike permanent positions, they offer employers flexibility when hiring for specific business needs or short-term projects.
  • Compared to permanent contracts, temporary contracts involve less administrative work and paperwork.
  • They provide valuable work experience and professional development for employees, particularly those just starting out or shifting career paths.

Day-rate contractors, LTD contractors, or self-employed persons

Key points:

Individuals aspiring to work as freelancers in Sweden have two main options: operating as sole proprietors (Enskild firma) or establishing a limited liability company.

  • Freelancers can be costly, but they offer flexibility and high-level expertise for specific projects or time periods.
  • Self-employed individuals are generally self-reliant and capable of managing their workload effectively, requiring less supervision and saving resources.
  • On the downside, freelancers lack the stability and commitment associated with permanent employees, as they often work project-based or on a temporary arrangement.

Key Elements in a Swedish Contract

In Sweden, there are several key elements that are typically included in a job contract. Here are some of the most important ones:

  • Start date
  • Duration
  • Job description
  • Salary (including any bonuses, benefits, or other compensation)
  • Working hours (including any overtime and how they will be compensated)
  • Vacation (as well as any rules or regulations surrounding vacation)
  • Notice period
  • Benefits
  • Non-compete clause (the contract may include a non-compete clause, which prohibits the employee from working for a competitor for a certain period of time after leaving the company)
  • Termination clause (including any severance pay or other compensation that may be offered)

The Swedish Contracts Act limits what can be put into an employment contract, forbidding the inclusion of unreasonable terms.

Hiring permanent staff in Sweden

Permanent employment – commonly referred to as “Tillsvidareanställning” – is the most common type of employment agreement in Sweden. This type of contract does not have a fixed end date and continues until either the employer or the employee terminates it. According to the Employment Protection Act, all jobs are considered permanent unless stated otherwise. This provides both employers and employees with long-term job security, subject to the required notice period for termination.

Hiring Temporary staff in Sweden

For hiring temporary staff, the most popular contract is “Fixed-term employment” (Tidsbegränsad anställning) and it is governed by Section 5:1 of the Employment Protection Act (LAS). This form is used when employment is expected to end on a specific date or is linked to a particular project or task. Employers have the flexibility to use such contracts for a maximum of 12 months within a five-year timeframe. If an employee stays with the company for more than 12 months within five years, the job automatically becomes permanent. When the contract ends, the employment relationship is terminated without prior notice, although any outstanding compensation may still need to be settled.

Temporary Agency Work (Bemanningsanställning)

Companies may also opt for an employment agency to hire contingent workers for a certain period as an intermediary between the employer and the worker. Using this approach allows employers to hire staff without establishing a separate entity in Sweden – the agency acts as the employer and assigns workers on a temporary basis. Temporary agency work can provide flexibility for both employers and employees, but the employment relationship is typically governed by the agency contract.

Besides the above, we can also find other options to hire temporary staff such as:

  • Seasonal Employment (säsongsarbete – LAS 5:3): the work tasks must be considered seasonal with reference to the cycles of nature.
  • Traineeships (Praktik) and internships (Praktikplats): arrangements where individuals gain work experience and training in a particular field. These contracts are usually for a limited period and are designed to provide practical skills and knowledge to the trainee or intern.

LTD Contracts (Consultants) in Sweden

When hiring LTD contract staff (commonly known as Consultants), particularly as independent contractors or freelancers, there are several factors to consider:

  • Taxation: Independent contractors are responsible for their own taxes and social security contributions. In contrast, if the consultants are classified as employees, the employer must handle tax withholding and contributions.
  • Contract: A written contract is essential, clearly defining the work scope, contract duration, compensation, and other relevant terms and conditions.
  • Notice Period: Early termination of the contract by either party may require a specified notice period, if stated in the contract.
  • Intellectual Property: Ownership rights to intellectual property created by the consultant should be explicitly addressed in the agreement.
  • Liability: Consultants can be liable for any damage or injury that occurs as a result of their work. A proper insurance coverage is essential.
  • Discrimination: Consultants, like all workers, are protected against discrimination based on race, gender, religion, or other protected characteristics.



Hiring employees from abroad in Sweden is a straightforward process. EU citizens can register on the Swedish Population Register and begin working immediately by demonstrating proof of current or upcoming employment in Sweden. In addition, all EU and EEA citizens are entitled to stay and work in Sweden for three months without needing a Swedish personal identity number.

Hiring non-EU citizens, however, requires several extra steps. As an employer, it is your responsibility to initiate a work permit application, which typically takes 3-6 months and costs about 200-300 euros.

Various types of visas allow individuals to work in Sweden, including:

  1. Sweden Work Permit (Employer-sponsored): Non-EU citizens planning to work in Sweden for more than three months need a work permit tied to a specific employer and job.
  2. Intra-Company Transfer: This visa enables employees of multinational companies to work in Sweden temporarily.
  3. Seasonal Work Visa: Designed for individuals working in seasonal industries like agriculture and tourism, it allows up to six months of work in Sweden.
  4. Working Holiday Visa: Young people from certain countries can work and travel in Sweden for up to one year.
  5. Business Visa: Non-EU nationals visiting Sweden for temporary business purposes, such as conferences or meetings, must apply for a business visa, valid for 90 days.
  6. Self-Employment Visa: This visa is for freelancers, entrepreneurs, and self-employed workers planning to stay in Sweden for over three months. It acts as a residence permit and should be obtained before traveling to Sweden.
  7. EU Blue Card: Highly skilled non-EU citizens can obtain an EU Blue Card, which serves as a work and residence permit for up to four years. It allows work in any EU country and provides flexibility for travel within the EU for up to 90 days.

Requirements for an EU Blue Card

  • Valid passport.
  • Medical certificate (at least for the first three months when entering Sweden).
  • Legally binding a high qualified job offer and signed contract that is valid for at least 12 months.
  • Have the equivalent of 180 credits of tertiary education or 5 years of professional experience.
  • A salary that corresponds to at least one and a half times the average gross salary in Sweden.
  • The employer must:
    • Have advertised the position in Sweden and the EU/EEA and Switzerland for at least 10 days.
    • Have provided information regarding the employment and offer the pertinent trade union an opportunity to provide input on the employment conditions.
    • Have offered employment conditions that meet or exceed the standards set by Swedish collective agreements or adhere to the prevailing norms within the specific profession or industry.


Employment tax & costs in Sweden

Employers in Sweden are taxed 31.42% on top of each employee’s salary. For employees between 15 and 18 years of age the contribution is reduced to 10.21%.

An interesting fact is that Sweden doesn’t have a minimum wage. Instead, employers usually set wages based on Collective Bargaining Agreements (CBAs) made with trade unions, which are essential in this country. About 90% of workers in Sweden, including non-union members, are protected by collective agreements.

Employer Payroll Contributions

  • 10.21% – Retirement Pension
  • 0.6% – Survivor’s pension
  • 3.55% – Health Insurance
  • 0.2% – Occupational injury insurance
  • 2.60% – Parental insurance
  • 2.64% – Unemployment insurance
  • 11.62% – General Wage Tax
  • 31.42% Total Employment Cost

Employee Payroll Contribution

Employees themselves contribute 7% of their wages or salaries to the pension system via the general pension fee (allmän pensionsavgift), but this is usually offset by a tax reduction. This contribution is included in income tax and is deducted by the employer at source together with preliminary income tax.

The income tax in Sweden is divided into a municipal tax and a national tax. The municipal rate varies depending on the municipality, but the average is 32.28%.

As of 2023 the employment income tax for residents goes as follows:

Taxable income (SEK *) National income tax (%) Municipal income tax ** (%)
From 0 to 613,900 0 32
Over 613,900 20 32

There is also a special tax for employees who are non-residents in Sweden (residing in Sweden for fewer than six months per year) known as SINK, which rate is 25%.

How much does it cost to employ someone in Sweden?

Based on the average salary in Sweden of €40,800, we have provided an example of what it would cost – on average – to employ someone in Sweden:

Percentage Per Year Per Month
Base Salary 100% €40800 €3,400
Holiday Pay + allowance (app.) 12% €4896 €408
*Pension contribution 2.50% €1,020 €85
Social Security (Employer Contribution) 31.42% €12,819.36 €1,068.28
Total employer contribution
app. 45.92% €18,735.36 €1,561.28
Total employment cost
€59,535.33 €4,961.28

 * Not required for permanent contract

People working together


Swedish Employment Laws

Sweden limits regular work weeks to 40 hours, while overtime may not exceed 48 hours. Notably, overtime pay is not mandated by Swedish law and is individually negotiated with unions, often reaching up to 200% of the standard compensation.

Employees are entitled to 25 days of annual leave, but many companies offer additional holiday days as a bonus and as a courtesy. Another exemplary provision is the option for employees to take four consecutive weeks of vacation during the summer, guaranteed by law in The Swedish Vacation Act.


The probation period in Sweden (“Provanställning”) is limited to six months, after which the employment is automatically considered permanent (“Tillsvidare”). A probation clause is standard in Swedish employment contracts, allowing both employers and employees to assess the job’s suitability. Its duration is typically agreed upon between the parties, though some regulations impose a maximum threshold.

During probation, either side can terminate the employment contract with a shorter notice frame. Nonetheless, employees must provide a minimum of 14 days’ notice to resign.

According to the Swedish Employment Protection Act (LAS), probationary periods cannot exceed six months for permanent contracts, but collective agreements in different sectors may establish shorter periods. To determine its actual extent, it’s necessary to consult the specific collective agreement or employment contract applicable to the respective job or industry.

Example: The Swedish Medical Center’s collective agreement with SEIU Healthcare 1199NW states in article 5.4 (probationary employees) that unless the employer provides written notice extending the probationary period, an employee will automatically achieve regular status after ninety (90) consecutive days of employment.

Notice Period

In Sweden, the notice period for terminating employment contracts varies based on factors such as employment length, individual contract terms, and collective agreements. Notice periods allow a reasonable timeframe for both employers and employees to prepare for termination.

Here are some guidelines for notice periods in Sweden:

1. Permanent Employment Contracts:

During the probationary period: Notice periods are usually shorter than for ongoing contracts, based on mutual agreement.

After the probationary period: Notice periods usually vary based on employment length, as follows:

  • Less than 2 years: Minimum notice period of 1 month.
  • 2-12 years: Minimum notice period of 2 months.
  • 12 years or more: Minimum notice period of 3-6 months, depending on employment length.

2. Temporary Employment Contracts: Notice periods are determined by the employment contract or collective agreement, and are usually shorter than those of permanent employers.

3. Many industries have specific collective agreements governing employment conditions, including notice periods. These agreements may establish different notice periods than stipulated in the Employment Protection Act. They also outline dispute resolution processes, negotiation procedures, and worker rights/protections.

4. Individual Employment Contracts: Employers and employees can negotiate notice periods different from legal or collective agreement requirements. Some contracts may specify a longer notice period for termination.


Termination of employment contracts in Sweden is regulated by the Employment Protection Act (LAS), which provides safeguards in this event, both for employers and for employees.

Key points on contract termination in Sweden:

  • Justified Cause: Employers can terminate contracts without notice for justified causes like serious employee misconduct. Likewise, employees can terminate contracts without notice for compelling causes such as severe breaches of employment conditions by the employer.
  • Unfair Dismissal: The Employment Protection Act protects employees against unfair dismissal. Employees have the right to challenge terminations they deem unfair and claim compensation or reinstatement.
  • Temporary Contracts: Temporary employment contracts have agreed-upon end dates or can be terminated with notice by either party. Notice periods for temporary contracts may differ from those for permanent contracts.
  • Collective agreements often include additional regulations and protections for terminating employment contracts. They specify notice periods, termination procedures, and other relevant details.

Maternity/Paternity leave

In Sweden, parents have the opportunity to take paid parental leave for a maximum of 480 days following the birth of their child, which can be taken until the child reaches the age of 8. The 480 days can be divided between partners, but each individual has 60 days reserved exclusively for their use, which cannot be transferred to their partner.

Additionally, parents of children under the age of 9 have the right to work part-time if desired. Expectant employees are entitled to a total of seven weeks of leave before the child’s birth and seven weeks after. Furthermore, partners receive 10 days off in this context.

Sick Leave

Sick leave policies are governed by the Swedish Social Insurance Agency (Försäkringskassan) and the Swedish Work Environment Authority (Arbetsmiljöverket). These are the key points:

  • Notification: Employees must inform their employer promptly, ideally on the first day of absence, if they cannot work due to illness.
  • Medical Certificate: If the illness lasts for more than seven consecutive days, employees need to provide a medical certificate from a licensed healthcare professional.
  • Sick Pay: During the first 14 days of absence, employers generally pay sick pay at 80% of the employee’s regular salary (or higher based on collective agreements). After that, the employer reports the absence to the Social Insurance Agency, which provides a sick leave benefit.
  • Waiting Period: There is usually an initial waiting period before sick pay is received, typically ranging from one to fourteen days. The Social Insurance Agency may provide compensation during this period.
  • Employer’s Obligations: Employers must take necessary actions to facilitate an employee’s return to work after sick leave, including workplace adjustments and ensuring a safe and healthy work environment.

Severance/Redundancy Payment

The Employment Protection Act (LAS) in Sweden regulates termination laws and severance pay to protect employees from unjustified dismissals. Under this law, employers must provide a valid reason, such as redundancy or poor performance, for terminating an employee’s contract. There is no statutory severance payment, but employees are entitled to their salary and benefits during the notice period, even if they aren’t assigned any work tasks.

If an employee is unfairly terminated, they can seek compensation through the labour court, which may mandate the employer to provide salary and benefits during the proceedings. The court can also award punitive damages (usually up to SEK 100,000), compensation for financial losses (up to a maximum determined by the Employment Protection Act, equivalent to 32 monthly salaries), and reimbursement of litigation costs.


Standard recruitment fees (retention)

Recruitment agencies in Sweden charge fees ranging from 22% to 27% of the hired employee’s first-year annual base salary. These agencies often require an initial retainer and upfront payment in periodic instalments. These payments are tied to specific milestones in the recruitment process, such as starting the search, presenting potential candidates, and arranging interviews for the shortlisted candidates.


Challenges when recruiting in the Swedish market

When it comes to hiring and recruiting in Sweden, there are several challenges that employers may encounter. The main one is the competitive market and the limited pool of professionals – especially in the IT sector.The challenges can vary depending on factors such as the industry, job market conditions, and specific circumstances. However, some common challenges faced by employers in Sweden are:

  • Skill Shortages: Some industries in Sweden face skill shortages, making it challenging to find qualified candidates for specific roles. This is particularly true in specialized fields such as technology, engineering, healthcare, and certain professional services.
  • Competition for Talent: Sweden has a highly educated and competitive workforce. Employers often face intense competition when trying to attract top talent.
  • Labor Market Regulations: Sweden has robust labour market regulations aimed at protecting employee rights. While these regulations ensure fairness, they can add complexity to the hiring and recruitment process. 
  • Language Requirements: Swedish language proficiency is often an essential requirement for many job positions in Sweden, particularly those involving customer service or direct interaction with Swedish clients or customers. This language requirement can limit the pool of available candidates, especially for non-Swedish speakers.
  • Integration and Immigration: For employers hiring international talent, there may be challenges related to work permits, visa processes, and ensuring the successful integration of foreign workers into the Swedish work culture and society.
  • Recruitment Agencies: Numerous recruitment agencies over-promise but fail to deliver, presenting obstacles for organizations seeking to attract top talent.
  • Generation Z: This generation has initiated big changes in the market, with candidates having a different approach to the recruitment process and employment in general. They expect transparency when it comes to salary information, type of employment, and details regarding the potential manager and the team. Lack of feedback or updates in the recruitment process makes them reluctant to proceed with it. Additionally, more candidates are choosing companies with a culture that is compatible with their values.

People working in office


Employer of Record vs. Recruitment agencies: how do they compare?

An Employer of Record (EOR) is an organization that acts as an employer for legal and tax purposes. The EOR is legally responsible for paying international employees, as well as handling employee taxes, insurance, and benefits. The business where the employee works retains control over business operations.

A recruitment agency can also provide a number of similar services and is usually responsible for hiring directly for the jobs and employees themselves, as well as managing contracts between employer and employee.

Allen Recruitment can support any type of contract (permanent, temporary or contract). We can offer a number of high touch services that suit employers and employee’s needs. In Sweden, we deliver the full service in house with no hand offs to local suppliers. We have local on the ground staff with both English & Swedish language support. Client and employee contracts are issued both in English & Swedish.

Our legal entity in Sweden ensures local compliance with registration procedures, employment contracts, payroll, HR regulations and tax law.  Our team is equipped to source/headhunt and manage employees across Sweden as well as hire and employ pre-identified candidates on your behalf. Our temporary employees are fully insured by us for the work they do for you.

We pay temporary workers on time, irrespective if you have paid us or not. Our billing solution is simple and convenient – we can bill clients in their preferred location and currency. We can provide a full breakdown of fees with no hidden charges and at a lower cost than employer of record services.

Our onboarding team smooths the local onboarding process and can help with additional services around relocation and governmental documentation. Temporary workers can use our offices if they need somewhere to work. We have local technical support to deliver the tech kit they need to get started.

We are experienced in sourcing and employing temporary staff for some of the biggest multinational companies in the world. We pride ourselves in proving the best experience for our clients and temps, check out our reviews on Glassdoor to see for yourself!


Choosing Allen Recruitment

We think differently about recruitment and possess technological advantages that enable our recruiters to find better candidates faster. How? Our technology-led solution is built on leading machine learning search and automated communication/scheduling software.

Our solution is described as the future of recruitment and allows us to find and engage with the potential candidates that are currently considering changing positions.

Not only do we target local talent but also suitable candidates across many countries that may be interested in your role, company, and location – our candidate reach is truly global.

Our software also allows us to follow up with extensive pools of passive candidates who may be interested in your role or company but are currently sitting on the fence.

Trusted by many of the leading technology and finance companies across the globe since 1998, supporting their recruitment programs across multiple countries from our offices in Ireland, the UK, Poland, the Netherlands, Spain, France, Sweden and Belgium.

Sourcing in permanent, temporary and contract jobs with multinationals, early stage and local indigenous companies, providing an unrivalled and established recruitment service for our candidates and clients alike.

We specialize in a variety of areas, with experienced insights into areas such as Desktop/Network Admin, Software Development, Sales/Marketing, Business Support, Finance, Customer Service and HR/Recruiter roles and much more.


Are you interested in learning more about employing fantastic talent in Sweden, but you’re not sure where to start? Or perhaps you simply need a little help to get on your way? Then please don’t hesitate to reach out to us at [email protected].


Employment cost comparison per country:

The data below is based on the role of Data Analyst with medium level experience (between 3 to 8 years). Employment cost calculation does not include potential costs, which might occur during and after termination of the employment such as: sick leave, severance pay, or similar.

The employment cost comparison is subject to change.

Country Gross Annual Salary (local currency) Gross Annual Salary in EUR Total Cost in EUR*
Ireland  EUR 50,030.00  € 50,030.00  € 55,558.28
United Kingdom  £ 61,521.00  € 69,159.45  € 79,666.77
Poland  PLN 111,360.00  € 23,750.30  € 28,376.90
Netherlands  EUR 55,216.00  € 55,216.00  € 65,350.24
Sweden  SEK 805,104.00  € 71,727.92  € 94,837.04
Spain  EUR 54,511.00  € 54,511.00  € 72,811.72
Belgium  EUR 84,060.00  € 84,060.00  € 125,239.80
France  EUR 72,289.00  € 72,289.00  € 110,244.69

* Total Cost in EUR = total employment cost for Employer (including taxes)


Local Terminology Reference Guide:

TEMPORARY EMPLOYMENT Temporary / PAYE Temporary / PAYE Praca tymczasowa Tijdelijke tewerkstelling Travail intérimaire ou temporaire Trabajo Temporal Tidsbegränsad anställning
TEMPORARY CONTRACT Temporary contract Temporary contract Umowa o pracę tymczasowa Tijdelijk contract CDD – Contrat à durée déterminée Contrato Temporal Tidsbegränsad kontrakt
INCOME TAX USC – Universal Social Charge Income Tax / Tax PIT Inkomstenbelasting Impôt sur le revenu IRPF – Impuesto sobre la Renta de las Personas Físicas Inkomstskatt (paid to SKV)
SOCIAL SECURITY CONTRIBUTIONS PRSI NI – National Insurance ZUS Werknemersverzekeringen URSSAF – Union de Recouvrement des cotisations de Sécurité Sociale et
d’Allocations Familiales
TGSS – Tesorería General de la Seguridad Social Socialförsäkringsavgift (paid to SKV)
VAT VAT VAT VAT BTW – Belasting Toegevoegde Waarde TVA IVA – Impuesto sobre el Valor Añadido Moms – Mervärdesskatt
SICK LEAVE Sick Leave Sick Leave L4 – Zwolnienie Lekarskie Ziekteverlof Arrêt maladie La baja por enfermedad Sjukskriven (medical certificate) / Sjukfrånvaro (absence due to



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