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Labor law in
Sweden.

SALARY PAYMENT IN Swedish Krona (SEK, kr)

CONTRACT LANGUAGES Swedish / English

PAYROLL TAX 31.42%

PAYROLL CYCLE Monthly

TIME TO HIRE 24 hours

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Notice period laws in Sweden

Mandatory minimum notice periods in Sweden depend on the employee’s length of service for both employers and employees:

  • 0 to 2 years of employment → min. 1 month
  • 2 to 4 years employment → min. 2 months
  • 4 to 6 years employment → min. 3 months
  • 6 to 8 years employment → min. 4 months
  • 8 to 10 years employment → min. 5 months
  • Above 10 years employment → min. 6 months
  • OR: Immediate termination = Payment in-lieu of notice

Severance laws in Sweden

Severance pay is not mandatory in Sweden. However, it is likely to be negotiated in a collective bargaining agreement. We recommend always paying severance, regardless of the circumstances of termination.

Hiring in Sweden, Made Easy

Your business can easily hire employees in Sweden without opening a local entity. We handle local employment law, complex tax regulations, and international payroll in 185 countries worldwide. All you need to do is focus on your business.

FAQs

Probation periods in Sweden require a 14 calendar day notice period; however, this is only relevant for open-ended contracts, which we do not recommend engaging employees in for a first-hire.

For fixed-term contracts, there is no probation period. In cases where termination is appropriate, there is a minimum 1 month notice period required, or payment in lieu of notice.

Employees are beholden to the same terms. In rare cases where the employee has an open-ended contract (and thus a probation period), they must give 14 calendar days’ notice period when resigning.

After probation or during the fixed-term contract, for the first 2 years of employment, a 1 month notice is required when resigning.

After the probationary period, the process to terminate employment follows:

  • The employer must provide a written notice stating the reason for termination; the reason must be a valid reason
  • The employer must at the same time provide a certificate of employment to prove to later employers that the employee worked this role
  • The employer must provide payment, if applicable (ex. Untaken accrued leave, severance, or a termination bonus)
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