Hiring your first employee in Sweden is an exciting milestone, but it also comes with responsibilities that may feel overwhelming if you are unfamiliar with the local system. Sweden has clear rules regarding employment contracts, workplace safety, taxation, and employee rights. To ensure a smooth onboarding process, it is essential to prepare a structured plan that covers all legal obligations and sets your new hire up for success.
This ultimate checklist provides a step-by-step overview of everything you need to consider when welcoming your first Swedish employee.
1. Prepare the Employment Contract
Swedish labor law requires a written contract that clearly outlines terms and conditions. Without a proper contract, misunderstandings can arise and compliance issues may occur.
- Include details such as job title, responsibilities, salary, working hours, and benefits.
- Specify probation period (typically up to six months) if applicable.
- Ensure compliance with relevant collective bargaining agreements, which often set minimum standards for salary, vacation, and working conditions.
2. Register as an Employer
Before paying your first salary, your company must be registered as an employer with the Swedish Tax Agency. This ensures proper handling of payroll taxes and social security contributions.
- Apply for employer registration at the Swedish Tax Agency (Skatteverket).
- Set up payroll systems that comply with Swedish reporting requirements.
- Understand employer contributions, which include pension, insurance, and healthcare-related costs.
3. Set Up Payroll and Benefits
Swedish employees expect timely and accurate salary payments, along with benefits mandated by law and collective agreements.
- Implement a reliable payroll system that calculates taxes, pension, and insurance correctly.
- Offer vacation days (a minimum of 25 per year is legally required).
- Consider additional benefits such as health insurance or wellness allowances, which are highly valued in Sweden.
4. Workplace Safety and Insurance
Swedish law requires employers to ensure a safe and healthy work environment. This responsibility extends to both physical workplaces and remote setups.
- Conduct a workplace risk assessment and document safety measures.
- Provide necessary equipment and ergonomic setups if the employee works from home.
- Register with AFA Insurance or equivalent for work-related injury coverage.
5. Orientation and Cultural Integration
Beyond legal and administrative requirements, onboarding should help your new employee feel welcome and integrated into your company culture. Swedish employees value transparency, autonomy, and collaboration.
- Introduce company values, team structure, and communication channels.
- Encourage participation in decision-making and open dialogue from day one.
- Provide clarity around expectations for work-life balance, which is highly respected in Sweden.
6. Tools and Training
Ensuring that your new hire has the tools and knowledge to perform their role effectively is crucial for productivity and engagement.
- Set up email accounts, software access, and hardware before their first day.
- Provide role-specific training and clear documentation of processes.
- Assign a mentor or “buddy” to support the employee during the first weeks.
7. Feedback and Continuous Development
Onboarding does not end after the first week. Continuous feedback and development are key to long-term employee retention in Sweden.
- Schedule regular check-ins during the first months to address questions and challenges.
- Encourage professional development through training and education opportunities.
- Set clear goals and review performance in a constructive and supportive manner.
From First Day to Long-Term Success
Onboarding your first Swedish employee is not just about compliance—it is about creating a foundation for long-term collaboration and success. By following this checklist, you will meet all legal obligations, establish trust, and foster a positive employee experience. A well-structured onboarding process ensures that your company not only complies with Swedish labor laws but also builds a motivated and engaged team from the start.
Need expert support in hiring and onboarding in Sweden? CE Sweden can guide you through every step, from contracts and payroll to culture and retention strategies.
