Sweden Employer of Record Services
Sweden Statutory Leave
Employer of Record Sweden
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Sweden Annual Leave
All full-time workers are eligible for 25 annual days of paid leave, and prorated for part-time workers, based on the number of days they put in each week. Paid leave accrues at a rate of 2.08 days each month for full-time employees.
Paid leave is normally accrued in one year and used in the subsequent, with the year beginning April 1st to March 31st of the following year. A maximum of 5 unused days per year can be rolled over for up to 5 years. Paid time off can be granted or taken ahead of the typical vacation accumulation period if the employer so chooses. As well as this, unused vacation days are reimbursed at 12% of the last wage upon termination.
Between the months of June and August, workers are eligible for four consecutive weeks of paid vacation time, or 20 workdays.
Temporary employees who have been hired for a maximum of three months may choose to forgo holiday in exchange for holiday pay at 12% of income.
Public Holidays in Sweden
- New Year’s Day – Jan 1st
- Epiphany – Jan 6th
- Good Friday – March or April
- Easter Sunday & Monday – March or April
- Labour Day – May 1st
- Ascension – the sixth Thursday after Easter
- Whit Sunday – 7th Sunday after Easter
- Sweden’s National Day – June 6th
- Midsummer Eve – Friday between June 19th and 25th
- Midsummer Day – Saturday following Midsummer Eve
- All Saint’s Day – Saturday between October 31st and November 6th
- Christmas Eve – December 24th
- Christmas Day – December 25th
- Boxing Day – December 26th
- New Year’s Eve – December 31st
Maternity Leave in Sweden
Employees who are pregnant are entitled to 240 days of paid time off. Both 49 days prior to and 49 days after the baby is born must be taken. The remaining days can be split into up to three periods with the partner.
For the first 195 days, the employee will earn about 80% of their income, and for the following 45 days, they will receive SEK 180 each day, paid for by the Swedish Social Insurance Agency (Försäkringskassan).
Parental Leave in Sweden
From the time a child is 0 to 12 years old, parents can take 480 days of leave collectively. Usually, the employee’s earning wage serves as the basis for the compensation during parental leave. The whole 480 days are granted to single parents.
Parents who have children under the age of eight have the right to cut back on their working hours by up to 25%. Up until the child is 12, the parent or primary caregiver who requires time to care for a sick child is also eligible to leave and temporary parental benefits. Adoptive parents are also eligible for this parental leave.
Unpaid Leave in Sweden
In addition to paid leave, Sweden has a number of laws regarding rights to take unpaid leave, including, but not limited to:
- Leave to study
- To engage in military service
- Urgent family reasons
- Care of close relatives
Sick Leave in Sweden
Employees are entitled to 90 days of paid sick time. Depending on the length, this leave is paid at various rates and by additional payers:
|Days Sick||Compensation||Paid By|
|1 - 14 days||80% of base salary||Employer|
|15 - 90 days||25-80% of base salary||Social Insurance|
Wondering if expanding
in Sweden is right for you?
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We are Sweden EOR experts
We have extensive experience helping businesses expand their workforce in Sweden. Take a look at our areas of expertise to find out more:
Unsure what’s required when employing staff in Sweden? Find out about Sweden Work Permits and Visas here
Wondering what it’s like to work in Sweden? We’ve got you covered in our extensive guide
Learn more about how you can attract and retain staff in Sweden with both statutory and enhanced employee benefits
Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.
Frequently Asked Questions
Payrolling the employees is a key part of the service offered by an employer of record company. The EOR will calculate and remit all taxes, social securities and similar payments, on behalf of both employer and employee. The client will be invoiced in advance by the EOR company, for the total cost of the payroll.
Yes. Our clients are free to dictate the structure of the employees’ remuneration including any bonuses or commissions they wish to offer. In some countries, there is a statutory requirement to provide “bonuses”, for example in the form of Christmas or holiday allowances.
Yes. Agility EOR will calculate what pay is due upon termination of an employee, factoring in such things as any untaken leave entitlements.
We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.
As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so.
We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.
We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!