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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Sweden secured the fourth position in the global competitiveness rankings by the International Institute for Management Development, attributing its success to a technologically advanced, innovative, and dynamic economy.
The government ensures superior living conditions and social protections compared to neighbouring and allied nations. The nation's prosperity has led to the establishment of a modern distribution system and a proficient workforce.
Sweden boasts a commendable work-life balance, incorporating flexible work hours and generous parental leave regulations. This facilitates Swedish employees in maintaining high levels of motivation and commitment to their work.
The Swedish workforce stands out for its high qualifications, motivation, and a strong emphasis on technological skills. The World Bank also commends Sweden for its open and liberal approach to trade and business.
In Sweden, employers must provide a written agreement outlining the specifics of the employment arrangement. They are obligated to communicate the following terms to employees within a week or month of commencing their employment:
The employment contract or collective agreement typically sets a probationary period of up to 6 months. If termination doesn't occur within this period, employment automatically becomes permanent. The employer must give a two-week notice before the probationary period ends, with the salary and benefits remaining the same.
The regular workweek in Sweden spans 40 hours across five days, and after 5 consecutive working hours, employees are entitled to a break.
According to Swedish Labour Law, any hours worked beyond the standard 40 hours per week qualify as overtime and must be compensated. The monthly limit for overtime is capped at 50 hours. Although there is no statutory requirement for overtime pay, the compensation details are typically outlined in employment contracts or relevant collective agreements.
There is no established minimum wage in Sweden. They instead rely on collective agreements to determine wage standards, which may vary based on certain factors, such as age, skill level, and seniority.
In Sweden, there is no legal requirement for employers to provide 13th-month payments; bonuses are left to the discretion of the employers.
Income tax is computed using progressive rates in Sweden. Factors like household status, the number of children, and the employee's municipality of residence, can influence the overall tax rates.
In Sweden, with no set retirement age, employees can start their public pension from 63, work until 69, and receive higher benefits with a later retirement and higher salary. The pension is capped at 7.5 times the annual income base amount. Many also receive occupational pensions from employers, and private pensions are optional.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Sweden tailored to your needs.
In Sweden, terminations without cause are not permitted, but can be initiated by either the employer, employee, or through mutual agreement. Both parties must give proper notice to terminate the contract. Acceptable terminations include:
The notice periods are specified in the employment contract or collective bargaining agreements. Individuals covered by collective agreements have a one-month notice period stated in their employment contract. For those without a collective agreement, the notice period is determined by the duration of their employment:
Severance is not obligatory in Sweden, but it may be necessary if specified in a collective agreement or individual employment contract.
Sweden observes 13 public holidays each year, which are separate from the minimum paid leave entitlement and are taken in addition to the annual leave. The following are Sweden's officially recognised national holidays:
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