Employer of Record Services in Sweden

EOR for fast-growing Swedish tech

Choose our Employer of Record in Sweden:

Tap into a hand-curated tech pool of 40,000+ developers, architects, and AI minds.
Onboard software engineers within 1 week—no Swedish entity setup, no paperwork required.
Our local human resources pros handle every component of payroll, tax, and benefits.
Trusted by international teams building long-term operations in Sweden.
Simple, transparent pricing. No surprises.

Sweden

Structured ground for lasting growth

Sweden ranks among Europe’s top hubs for software, AI, and clean tech.

Innovation with values

From Stockholm to Malmö, startups join public programs supporting ethical innovation.

Worker rights, clearly defined

A transparent labour system ensures clarity on pay, rights, and leave.

Economy

Ranked 10th globally for ease of doing business, with a SEK 6.4 trillion GDP.

Language

Swedish (English widely spoken)

Currency

SEK (kr)

IT salaries range

SEK 360k–1.25m/year

Tech recruitment in Sweden

Major tech hubs	Key focus	Avg. software developer salary
Stockholm	FinTech, AI, Enterprise Software	SEK 675k/year
Gothenburg	Automotive Tech, IoT, MedTech	SEK 630k/year
Malmö	Gaming, Mobile Technology, E-commerce	SEK 510k/year
Linköping	Aerospace, Software Engineering, IT Security	SEK 400k/year
Uppsala	Biotechnology, Pharmaceuticals, Life Sciences	SEK 480k/year

Note: Salary figures are approximate and may vary based on experience, education, and specific employer.

Available talent profiles

Languages

Python, JavaScript, Java, Go, Rust, TypeScript.

Platforms

AWS, Google Cloud, Azure, Kubernetes, Terraform.

Data

SQL, Snowflake, Apache Kafka,
dbt (Data Build Tool), TensorFlow, PyTorch

PyTorch, TensorFlow, Hugging Face, LangChain,
Apache Spark,
OpenAI API

Frameworks

React, Angular, Next.js.

Cybersecurity

Zero Trust Architecture
OWASP Standards
SIEM Solutions
SOC 2 Compliance

Blockchain

Solidity, Web3.js, Truffle, Hardhat.

Soft skills

Communication, problem-solving, adaptability, teamwork, critical thinking, time management, client-focused mindset, conflict resolution, cross-cultural competence.

Have someone in mind to bring onto your team in Sweden?

We’ll help you hire them.

Local employment and regulatory framework

Regulations governing IT professionals and employers in Sweden.

Swedish labor laws

Benefits and leave in IT

Foreign worker regulations

Remote work policies

Worker privacy and IP laws

IT employment termination

Tax rates in Swedish tech

Swedish labor laws

Wages and overtime

Sweden has no statutory minimum wage. Pay and overtime are set by collective agreements. If none exists, terms must be agreed in writing.

Contracts

Written contracts are mandatory and must outline job details, salary, termination terms, and benefits — delivered within one month of start.

Classification

Correctly distinguishing employees from contractors is essential. Key factors: exclusivity, tools, schedule, and integration into the company.

Anti-discrimination

Employers must actively promote equality. Companies with 25+ staff need documented plans for inclusive workplace practices.

Health and safety

Employers are legally responsible for a safe, healthy working environment under the Work Environment Act.

Benefits and leave in IT

Tech perks

Remote work stipends, coworking support, learning budgets.

Mandatory

Vacation

25 paid days annually under the Annual Leave Act.

Sick pay

80% salary paid by employer for 14 days; then covered by Försäkringskassan (Swedish Social Insurance Agency).

Parental leave

480 paid days per child. 390 income-based, 90 at flat rate. Leave can be shared or partially transferred to relatives.

Pension

Employers contribute 10.21% of gross salary to the public pension system.

Optional

Private health insurance

Offered by some employers to shorten wait times for care.

Stock options

Taxed when exercised. Needs careful structuring for benefits.

Cycle-to-work

Up to SEK 3,000/year in tax-free bike perks.

Foreign worker regulations

Visa sponsorship

Jobs must be advertised in Sweden and the EU/EEA for 10+ days before employing non-EU talent.

Contracts

A written employment contract is required and must align with Swedish labor law and industry standards.

Union review

Relevant trade unions should be consulted on employment terms.

Salary threshold

As of April 2025, the minimum monthly salary is SEK 28,480 (80% of the median). A raise to 100% is planned.

Permit restrictions

Work permits are tied to a specific employer and role. Permit holders who lose their job have 3 months to find new employment.

Remote work policies

Flexible work rights

Employees may request hybrid or remote setups, though approval depends on business needs. Flexibility is common in tech roles.

Remote contractors

Freelancers must follow Swedish tax and reporting rules. Misclassification carries legal risk.

Expense reimbursement

Costs for internet or equipment may be covered, if outlined in contracts or CBAs (Collective Bargaining Agreements – kollektivavtal).

Health and safety

Employers are responsible for remote work conditions. Risk and ergonomic assessments are encouraged.

Worker privacy and IP laws

GDPR and Swedish Data Protection Act (Dataskyddslagen)

Sweden enforces GDPR via its Data Protection Act. Employers must ensure lawful use, secure storage, and access control of employee data.

Confidentiality and IP

Tech contracts typically include NDAs and IP clauses — protecting code, systems, and client information.

Non-compete clauses

Allowed but limited. Common duration is 6–12 months and must be justified to remain enforceable.

Remote compliance

Remote and hybrid teams must follow internal security protocols and data protection policies, especially when working across borders.

IT employment termination in Sweden

Dismissals and layoffs

Termination must be justified under Swedish law. Valid reasons include redundancy, reorganisation, misconduct, or sustained underperformance—each requiring clear documentation and, where applicable, union consultation.

Severance and redundancy

Statutory severance isn’t mandated, but notice-based pay applies. CBAs may offer more generous terms.

Notice periods

Typically 1–6 months, depending on role, age, and collective agreements.

Legal protections

Dismissals linked to discrimination, union activity, or parental leave are prohibited and may result in legal sanctions.

Tax rates in Swedish tech

Employers must comply with national tax obligations, including income tax, social charges, and pension contributions. Below is a breakdown of key fiscal contributions:

Progressive income tax (A-skatt)

Municipal: ~32% (varies by municipality)
State: additional 20% on income exceeding SEK 613,900/year (~£46,000)

Employer social security contributions (Arbetsgivaravgifter)

31.42% of gross salary. Covers pension, health insurance, parental leave, and unemployment benefits

Employee pension contributions

State pension contributions are included in employer fees
Optional: Occupational pensions (IT employers often contribute 4.5–30% depending on salary level and CBA)

Freelance and contractor taxation

Freelancers must register for F-skatt (self-employment tax);
Corporate contractors pay 20.6% corporate tax + dividends taxed at ~20–30% depending on shareholding and income.

Stock options and equity compensation

Taxed as income unless qualified under specific startup incentive programs. Employer contributions may apply depending on structure.

VAT obligations

25% standard VAT rate, not typically applicable to wages, but relevant for independent contractors.

No regional variation

Sweden applies national tax rules. Municipal rates vary slightly, but there are no regional tax systems.

Direct employment challenges in Sweden

Companies setting up software engineering teams in Sweden may encounter legal and operational hurdles that require local human resource expertise:

Employee misclassification

Misclassifying consultants as employees risks fines, back taxes, and legal consequences.

Non-EU hiring

Employing non-EU talent involves salary thresholds, skill proof, and agency registration.

Redundancy criterias

Swedish layoffs require notice, union talks, and tenure-based compensation.

Wage benchmarking

Collective agreements set salary benchmarks; market-aligned pay is critical for permits.

Recruitment bandwidth

HR teams may lack capacity to source, vet, and ensure compliance quickly.

Data privacy standards

GDPR applies to all employee data—remote, hybrid, or in-office.

Sweden’s best EOR for tech companies

Build your exceptional engineering team with our legal precision and local expertise.

Compliance, covered
We manage payroll, reporting, and benefits in line with Swedish labor law.
No disruption to your workflow
From candidate placement to exit, we handle the admin—quietly and accurately.
Curated Swedish tech talent
Engineers, architects, AI minds—pre-vetted and project-ready.
A positive employee experience
Support and benefits that reflect Scandinavian principles of balance and wellbeing.
Grows with your team
Start with one hire, scale to a full department—without switching providers.
Immigration made simple
We support work permit sponsorship and compliance with Migrationsverket requirements.

Proven outcomes, delivered quietly

Why global tech teams choose GEOR in Sweden:

96%

reduction in hiring time.

40%

savings in onboarding and operational costs.

faster entry into the Swedish market.

92%

employee retention rate.

Features of EOR in Sweden

GEOR’s Swedish EOR model simplifies every aspect of workforce management for tech teams.

Talent integration

Fast, compliant integration—covering right-to-work checks, contracts, local regulations, Skatteverket registration, and Swedish ID-handling.

Payroll management

Automated, accurate processing—covering income tax, pensions, and social security contributions.

Employee management

Ongoing human resources support—ensuring proper classification, documentation, and legal adherence.

Benefits administration

Built for the Swedish tech landscape:

Private insurance (Euro Accident, Dina Försäkringar, Folksam, Länsförsäkringar)
Pension contributions (ITP1/ITP2, CBA)
Statutory PTO, sick leave, and parental coverage
Life/disability insurance
Commuter and wellness perks (SL-kort)
Home office and L&D stipends
Performance-based incentives

Pricing

Simple, scalable EOR in Sweden—no long-term commitments, no hidden costs. Unlock the full value of compliant recruitment, payroll, and benefits support, backed by a team that knows the Swedish tech landscape inside out.

Access to an exclusive talent pool
Onboarding within 7 days
Payroll and tax management
Built-in security and compliance
IP and invention rights protection
Workforce management platform

Add-ons:
Recruitment, Visa services, Premium benefits and Dedicated HR team

Employer of Record

$499

per employee/ month.

A basic EOR package with flexible service add-ons.

Software developer compensation by region

Build smarter budgets for bringing together tech teams in Sweden’s key regions. Compare salary benchmarks based on experience level — junior to senior:

Region	Junior IT salary	Mid–level IT salary	Senior IT salary
Stockholm	SEK 440k	SEK 640k	SEK 900k
Gothenburg (Göteborg)	SEK 410k	SEK 610k	SEK 860k
Malmö / Lund	SEK 395k	SEK 585k	SEK 830k
Uppsala	SEK 385k	SEK 565k	SEK 800k
Linköping / Norrköping	SEK 375k	SEK 550k	SEK 780k
Umeå	SEK 365k	SEK 535k	SEK 755k
Västerås / Örebro	SEK 355k	SEK 510k	SEK 730k
Luleå / Northern Sweden	SEK 345k	SEK 495k	SEK 700k

Note: Rates do not include Employer of Record costs.

Navigate Swedish hiring with confidence

Build your team through our Employer of Record.

We navigate Sweden’s structured system so you can onboard TypeScript developers, Python engineers, DevOps (AWS), and ML specialists fast and compliantly.

Client Feedback

Daniel Urmañn

Founder

Diib

The team’s professionalism and technical expertise were unmatched. They met our intricate needs with tailored solutions, guaranteeing reliability and efficiency, while modern technology was expertly incorporated into our systems.

Joe Purtle

Chief Operations Officer

Doka USA

The team demonstrated unmatched expertise and dedication, seamlessly integrating innovative technology with our advanced platforms to enhance overall performance.

Maxi Schellhas

Director General

Randstad, Argentina

GEOR’s team is a mastermind of innovation! Their cutting-edge solutions revolutionized our analytics, providing valuable insights and improving our decision-making.

Brad Weatherly

Executive Vice President

Sapience

GEOR has a very unique platform that they leverage to qualify, score, and predict success with candidates. I found it very helpful within the hiring process.There making changes and revisions to their overall platform. I don’t see anything that hasn’t worked well.

Larry Williamson

Owner

EcoGreen Solutions Inc.

GEOR’s team of experts seamlessly integrated into our operations, taking responsibility for temporary labor staffing, including recruitment, training, and compliance.

JJ Garofalo

Chief Executive Officer

Legal Resources

They did a great job! Plan to use them in the future for more hiring. I like how they ask a lot of questions about what we needed, and then followed up quickly with results.

Victor Fei

Founder & CEO

Ormi Labs, Inc.

We’ve been truly impressed with the quality of candidates they offer. Thanks to them we were able to secure deals with top blockchain providers and decentralized finance projects.

What makes our EOR different

A closer look at how we deliver clarity, compliance, and long-term value in Sweden.

Pros

Cons

Velocity Global

Global coverage. Strong in compliance and immigration.

2–4 week onboarding. Premium pricing. No tech specialization.

Cool Company

Nordic-focused. Local payroll and tax expertise.

Not built for tech recruiting. Standard employment launch timelines.

Oyster HR

User-friendly platform. Clear pricing.

Generic global model. Limited local and tech-specific support.

GEOR

40,000+ pre-vetted IT candidates. 7-day team setup. Local HR for tech.

Focused on high-growth tech hiring, not a one-size-fits-all platform.

Built for what’s next

Step into Sweden with our Employer of Record services — a seamless way to hire, operate, and grow.
Form a compliant, high-performing team attuned to the Scandinavian tech landscape. Offer sustainable, meaningful benefits that reflect local values. While you focus on innovation, we handle payroll, compliance, and human resources with signature precision and full transparency. Trust, clarity, and structure — your long-term foundation starts here.

GEOR

The future hires this way.

See what smart onboarding looks like.

FAQs

What is an Employer of Record in Sweden?

An EOR legally recruits and manages employees in Sweden on your behalf — covering payroll, taxes, and compliance without setting up a local entity.

What are the key advantages of using Employer of Record services in Sweden?

You can employ quickly, avoid legal setup, and stay compliant. We centralize human resources, legal, and payroll — so your team can focus on growth.

How does EOR in Sweden ensure compliance with local labor and tax regulations?

GEOR handles contracts, classification, and tax filings in line with Swedish labour law and Skatteverket requirements — keeping your operation compliant and audit-ready.

How do you onboard specialists in Sweden so quickly?

With local infrastructure and pre-vetted contracts, GEOR can onboard IT talent in one week — covering registration, payroll, and documentation.

Can an Employer of Record manage remote IT teams in Sweden?

Yes. We support remote, hybrid, and on-site teams — ensuring compliance with Swedish labour law, social charges, and GDPR, wherever your team works.

Can your EOR services support both employees and contractors?

Yes. GEOR onboards full-time employees under Swedish law and supports contractors through F-skatt or compliant freelance structures.

What employee support packages can you provide in Sweden?

We offer health insurance, pensions, paid leave, wellness perks, and commuter benefits — aligned with Swedish norms and collective agreements.

How do you handle payroll taxes across Sweden?

We calculate and file all employer and employee taxes — including income tax, social charges, and pensions — in compliance with national and municipal rules.

Which high-growth sectors use GEOR’s EOR to scale in Sweden?

We work with SaaS, FinTech, AI, E-commerce, HealthTech, and more — helping high-growth companies scale in Sweden with local compliance.

What challenges does GEOR solve for IT startups expanding to Sweden?

We remove hiring friction. GEOR connects you to local tech talent and handles the legal, payroll, and human resources setup — no entity needed.

Explore more structured hiring options

From payroll to co-employment, our solutions in Sweden are built for clarity, compliance, and long-term growth — across every hiring model.

IT Payroll in Sweden

Efficient salary management for remote developers and tech specialists — precise, compliant, and tailored to Swedish labor rules.

PEO in Sweden

A co-employment model that supports payroll, benefits, and compliance while you stay in control of team structure and direction.