Employer of Record in Sweden

An employer of record in Sweden is the legal employer on record, handling contracts, payroll, and statutory compliance on behalf of the client company.

Sweden's employment framework combines LAS employment protections with collective bargaining agreement (CBA) coverage for approximately 90% of workers. This dual obligation makes direct hiring without local expertise high-risk for any foreign employer.

• EOR hiring speed: days versus 3–6 weeks required to register an Aktiebolag with Bolagsverket and Skatteverket.
• Employer social contributions: 31.42% of gross salary, remitted monthly to Skatteverket.
• Work permit minimum salary: SEK 34,470 per month, effective 16 June 2026.
• Notice periods: 1 month for employees with under 2 years of tenure, up to 6 months for those with over 10 years.
• Annual leave: 25 statutory paid vacation days per year under Semesterlagen, with the leave year running April 1 to March 31.

This page covers hiring options, employment law, payroll, benefits, termination, and costs for employers operating in Sweden. Gloroots is an employer of record provider. This guide is designed to help readers evaluate all available paths to hiring in Sweden, not only the EOR model, so you can make an informed decision for your business.

What Is an Employer of Record in Sweden?

The EOR becomes the legal employer under Swedish law, assuming full liability for LAS compliance, payroll tax, CBA obligations, and Arbetsmiljölagen (Work Environment Act) requirements on behalf of the client company.

Multinationals entering the Swedish market, scale-ups hiring remote Swedish talent, and companies testing the market before entity setup are the primary users of the EOR model. The client retains operational control while the EOR carries legal employment responsibility. To understand how does EOR work in practice, that division of responsibility is the defining feature of the arrangement.

The EOR model is fully legal in Sweden. Swedish law does not prohibit third-party employer-of-record arrangements, and the model is widely used by multinationals operating in the country.

Your Hiring Options in Sweden: EOR vs. Entity vs. PEO vs. Contractor

Employers entering Sweden have four distinct paths: an employer of record, a direct entity (Aktiebolag/AB), a PEO or co-employment arrangement, and independent contractor engagement. Each path carries different compliance ownership and cost structures. Choosing the wrong path creates retroactive liability under LAS.

An EOR is appropriate when testing the Swedish market, hiring 1–10 employees, or needing speed without capital commitment. A direct entity suits long-term presence, large headcount, or situations requiring full operational independence in Sweden. For guidance on selecting a provider, see our best employer of record comparison.

Path	Setup Time	Compliance Ownership	Cost Structure	Best For
EOR	Days	EOR holds full LAS liability	Per-employee monthly fee. See employer of record cost for market context (~$599–$2,000+ per employee per month)	Market entry, 1–10 employees, speed
AB Entity	3–6 weeks (Bolagsverket)	Employer holds full liability	SEK 25,000 share capital plus ongoing overhead	Long-term presence, large headcount
PEO	Varies	Shared — not standard in Sweden	Variable	Not a standard model under Swedish law
Contractor	Immediate	Contractor holds own liability	Invoice-based	Short-term, project-based, specialist work

The co-employment PEO model does not apply in Sweden the same way as in other jurisdictions. Under LAS, the EOR is the employer in the full legal sense. Contractor engagement carries significant misclassification risk if the working relationship resembles employment. Skatteverket assesses classification based on the actual working relationship, not the contract title.

How to Hire in Sweden Through an EOR: Step by Step

Hiring in Sweden through an EOR follows a six-step workflow, from the initial decision to the employee's first day on the job.

Step 1 — Decide EOR vs. Entity

Assess headcount, timeline, and budget. Fewer than approximately 10 employees or a first entry into Sweden typically favors an EOR over incorporating a local Aktiebolag.

Step 2 — Vet and Select an EOR

Verify the provider holds its own registered Swedish entity. Confirm in-house LAS expertise, transparent pricing, and a named account contact before signing.

Step 3 — Create Compliant Contracts

The EOR issues a LAS-compliant written contract covering role, gross salary in SEK, working hours, probation period (maximum 6 months), notice period, and the applicable CBA reference. The Swedish-language version controls in any legal dispute.

Step 4 — Onboard and Register

The EOR registers the employee with Skatteverket for PAYE withholding, enrolls them in the occupational pension scheme under the applicable CBA, and completes any union notification obligations.

For non-EU nationals, work permits follow a two-step Migrationsverket process. The employer initiates the application via the Migrationsverket e-service. The employee then completes their portion separately. The application is not registered until the employee submits their section.

Step 5 — Run Compliant Payroll

Process monthly payroll in SEK, withhold income tax per the Skatteverket tax table, remit 31.42% employer social contributions, and file the monthly Arbetsgivardeklaration per employee.

Step 6 — Offboard and Manage Exit

Follow LAS notice periods of 1 to 6 months based on tenure, consult unions where required, pay out accrued vacation in cash, and notify Skatteverket via the final AGI submission.

How to Choose the Right EOR in Sweden

Evaluating an EOR provider for Sweden requires checking concrete criteria beyond price. The six criteria below apply regardless of which provider you are considering. Gloroots EOR services are built to meet each one.

Owned Swedish Entity vs. Partner Network

An EOR with its own registered Swedish entity holds direct LAS liability. A partner-network model routes that liability through a subcontractor, creating coverage gaps that fall on the client if the subcontractor fails to comply.

In-House Swedish Legal Counsel

Gloroots employs in-house lawyers with direct knowledge of LAS and sector CBAs including Teknikavtalet and Unionen, not outsourced advisors.

Transparent Pricing

Gloroots publishes a flat per-employee monthly fee with no hidden offboarding charges. See the full employer of record cost breakdown for budget planning.

Onboarding Speed

Ask for a specific time-to-hire commitment in days. A concrete figure lets you plan market entry accurately.

Dedicated Account Contact

A named contact matters more than a shared support queue when union consultations or LAS terminations arise. Sweden's compliance events require fast, informed responses.

Security, GDPR, and Integration Capability

Assess whether the provider offers HCM and payroll system integrations, automated contract generation, digital signing, and a self-serve employee dashboard. These are standard buyer criteria.

Workforce and Talent Pool in Sweden

Sweden's workforce numbers approximately 5.5 million people as of 2024, with a median age of around 41 and tertiary education held by over 45% of the population.

R&D investment stands at 3.4% of GDP, supporting strong STEM and research pipelines across the country's main hiring hubs.

Four cities anchor Sweden's hiring market:

• Stockholm: fintech, IT, and startups
• Gothenburg: automotive and manufacturing
• Malmö/Lund: biotech and life sciences
• Uppsala: pharmaceuticals and research

Sweden's work culture is egalitarian and consensus-driven. Hierarchies are flat, decision-making involves input from multiple levels, and the standard workweek is 40 hours.

Approximately 65% of the workforce is unionized, and collective bargaining agreements cover around 90% of employees, including non-union members in covered sectors. Employers who align with these norms report stronger retention outcomes, particularly in STEM and life sciences roles.

Malmö's proximity to Copenhagen creates a cross-border talent market in the Öresund region. Employers in southern Sweden can draw from both Swedish and Danish talent pools without relocating candidates. Readers evaluating other European hiring markets may also find the employer of record Germany page useful for regional comparison.

English proficiency in Sweden ranks among the highest globally for non-native speakers, reducing language barriers for international teams operating without a local entity.

Employment Law Essentials in Sweden

Sweden's primary employment framework is the Employment Protection Act (LAS), which governs contracts, termination, and redundancy for all employees in Sweden.

Two additional statutes carry direct employer obligations. The Work Environment Act (Arbetsmiljölagen) requires employers to maintain a safe and healthy physical and psychosocial work environment. Employers must conduct systematic work environment management, including risk assessments and documented corrective actions. When Gloroots acts as the employer of record, it assumes full Arbetsmiljölagen obligations on behalf of the client company.

The Discrimination Act (Diskrimineringslagen) prohibits unfavorable treatment on the basis of seven protected characteristics: gender, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation, and age. The Act applies to all stages of employment, including recruitment, pay, and termination.

Employers also carry an active measures obligation under Diskrimineringslagen. This requires documented, ongoing work to prevent discrimination and promote equal rights across all seven characteristics. The obligation is not passive. Employers must survey, analyze, and act on findings each year.

An EOR assumes all three layers of statutory obligation: LAS compliance, Arbetsmiljölagen duties, and Diskrimineringslagen active measures requirements. Foreign employers operating without a local entity frequently underestimate the active measures requirement, which carries inspection and reporting obligations enforced by the Equality Ombudsman (Diskrimineringsombudsmannen).

Employment Contracts

Contracts must be in writing under LAS, covering role, salary, working hours, probation period (maximum six months), notice period, and the applicable CBA reference. The Swedish-language version controls in any legal dispute. Gloroots issues fully compliant contracts aligned with LAS and the relevant sector CBA.

Working Hours and Overtime

The standard workweek is 40 hours. Overtime is capped at 200 hours per year. Under special circumstances, an additional 150 hours of "extra overtime" (mertid) may apply, governed by the applicable CBA.

Minimum Wage

Sweden has no statutory national minimum wage. Pay floors are set by sector-specific CBAs and apply to all covered employees regardless of union membership.

Employers also carry obligations under Arbetsmiljölagen, which governs workplace health and safety, and Diskrimineringslagen, which prohibits discrimination across protected grounds. Both apply independently of CBA coverage.

Arbetsmiljölagen and Diskrimineringslagen

Arbetsmiljölagen requires employers to maintain a safe physical and psychosocial work environment. The EOR assumes this obligation on behalf of the client. Diskrimineringslagen covers seven protected characteristics: gender, transgender identity, ethnicity, religion, disability, sexual orientation, and age. Employers must take active measures and may face reporting duties under this law.

Leave and Statutory Benefits in Sweden

Sweden's leave entitlements are set by statute and administered partly by Försäkringskassan, the Swedish Social Insurance Agency. The EOR manages accrual, payroll deductions, and benefit coordination across all leave types.

Annual Leave

Employees receive 25 paid vacation days per year under Semesterlagen. Most employers advance paid leave in the first year before full accrual completes. Gloroots manages förskottssemester on your behalf.

Sick Leave

Day 1 of any sick leave period triggers a karensavdrag: a deduction equal to 20% of average weekly pay. The employee may receive partial pay depending on when in the week illness starts. The employer pays 80% of salary from Days 2 through 14, after which Försäkringskassan covers sickness benefits directly.

Maternity and Paternity Leave

Parents share 480 days of state-funded parental leave per child, with 90 days non-transferable per parent. Non-birthing parents also receive 10 days of birth leave, separate from and additional to the 480-day entitlement. Försäkringskassan administers parental benefits at approximately 80% of salary for 390 days, subject to a 2026 income cap of SEK 592,000 per year. The employer's obligation is to grant the leave and maintain the employment relationship throughout.

Public Holidays

Sweden observes 13 to 15 public holidays per year. Employees are entitled to paid time off on all national public holidays.

Payroll, Tax and Statutory Contributions in Sweden

Employer social contributions in Sweden total 31.42% of gross salary, remitted monthly to Skatteverket. This rate applies to all employees regardless of sector or CBA coverage.

Resident employees pay income tax under the standard progressive PAYE system. Non-resident employees working in Sweden through an EOR are taxed under SINK (särskild inkomstskatt för utomlands bosatta), a flat withholding tax. The current SINK rate is 22.5%. A reduction to 20% is planned for 2027, subject to legislative confirmation.

The table below shows two worked cost examples for employers using an EOR in Sweden.

Role	Gross Monthly Salary	Employer Contributions (31.42%)	Total All-In Cost (before EOR fee and CBA pension)
Mid-level developer	46,000 SEK (~USD 4,400–4,600)	14,453 SEK (~USD 1,380–1,450)	60,453 SEK (~USD 5,740–6,050)
Senior engineer	80,000 SEK (~USD 7,600–8,000)	25,136 SEK (~USD 2,390–2,510)	105,136 SEK (~USD 9,990–10,510)

CBA-mandated occupational pension contributions add further cost above the all-in figures shown. The applicable CBA determines the exact pension rate for each role.

Gloroots calculates total employer cost per employee before contract issuance, giving finance teams a confirmed monthly figure that covers contributions, CBA pension, and the Gloroots service fee.

Work Visas and Permits in Sweden

Sweden's General Work Permit requires a minimum salary of approximately USD 3,275–3,450 per month, effective 16 June 2026. This figure represents 90% of the median Swedish salary of approximately USD 3,640–3,830 per month. Any earlier reference to a lower threshold is no longer valid.

The application follows a two-step process. The employer initiates the application through Migrationsverket's e-service. The employee then completes their portion. The application is not registered until the employee submits their section.

Eight industries face higher Migrationsverket investigation requirements: cleaning, hotel and restaurant, construction, trade, agriculture and forestry, automotive workshop, service, and staffing. Employers in these sectors must demonstrate the ability to pay the employee's salary for at least three months.

Permit Type	Minimum Salary (from 16 June 2026)	Application Initiator	Notes
General Work Permit	34,470 SEK/month (~USD 3,275–3,450/month)	Employer via Migrationsverket e-service	Employee must complete submission; application not registered until employee acts
High-scrutiny sectors	34,470 SEK/month (~USD 3,275–3,450/month)	Employer via Migrationsverket e-service	Must prove salary payment capacity for at least 3 months

Two occupations are excluded from work permit eligibility effective 1 June 2026: forest berry pickers (SSYK 9210) and personal assistants (SSYK 5343). Employers in these roles must use alternative hiring arrangements.

Equity and ESOP Consulting in Sweden

Sweden does not have a statutory framework specifically governing employee stock option plans, so ESOP structures for Swedish employees are governed by general tax law and Skatteverket guidance.

Options granted to employees are typically taxed as employment income at exercise, not at grant. The taxable amount is the difference between the fair market value at exercise and the exercise price. Employer social contributions of 31.42% apply on that spread at the time of exercise.

Qualified employee options (Kvalificerade personaloptioner) offer a tax-advantaged path for eligible small and medium-sized companies. Under this scheme, gains are taxed as capital income rather than employment income, which carries a lower rate. Eligibility criteria apply to both the company and the employee. Foreign employers granting equity to Swedish employees should confirm the applicable tax treatment with Swedish tax counsel before issuing any grant agreements.

Misclassification Risk in Sweden

Misclassification occurs when a worker engaged as an independent contractor is assessed by Skatteverket as an employee under Swedish law. The legal consequences fall on the engaging company, not the worker.

Skatteverket evaluates the actual working relationship, not the contract title. Key factors include whether the worker is economically dependent on a single client, whether the client controls how and when work is performed, whether the worker uses the client's tools and equipment, and whether the worker bears genuine business risk.

A contractor who works exclusively for one client, follows set hours, and uses company-provided equipment is likely to be reclassified as an employee regardless of what the contract states.

Consequences of misclassification include:

• Back payment of employer social contributions at 31.42% for the full period of engagement
• Retroactive income tax withholding obligations
• Penalties and interest charged by Skatteverket
• LAS employment rights applied retroactively, including notice period and severance obligations

The risk is highest in IT, consulting, and professional services, where contractors often work on long-term, single-client engagements that resemble employment in practice. Foreign employers who engage Swedish contractors without a local entity or EOR carry this liability directly.

An EOR engagement eliminates misclassification risk by placing the worker on a compliant employment contract from the start. The EOR holds full LAS liability and manages all Skatteverket filings as the legal employer of record.

Hiring, Onboarding, Termination and Offboarding in Sweden

Sweden's employment lifecycle is governed by LAS at every stage, from the first contract to the final payslip. Each phase carries specific legal obligations that foreign employers must execute correctly to avoid labor court exposure.

The sections below cover onboarding requirements, termination rules under LAS, and offboarding obligations including accrued vacation payout and Skatteverket notification.

Onboarding

Onboarding in Sweden splits into three phases. Each phase carries compliance steps that must be completed in sequence.

Before day one

• Issue a LAS-compliant written contract covering role, gross salary in SEK, working hours, probation period (maximum 6 months), notice period, and the applicable CBA reference.
• For non-EU nationals, complete the Migrationsverket two-step work permit process: the employer first submits an offer of employment through the Migrationsverket employer portal, then the employee applies for the work permit. Both steps must be approved before the start date.
• Register the employee with Skatteverket for PAYE withholding and obtain the employee's A-skattsedel tax card.
• Enroll the employee in the occupational pension scheme under the applicable CBA.

First week

• Complete any union notification obligations required under the applicable CBA.
• Deliver Diskrimineringslagen (Discrimination Act) training as an explicit compliance step. Swedish law requires employers to work actively to prevent discrimination, and documented training from day one supports that obligation.
• Confirm working hours, overtime rules, and the applicable CBA pay floor with the employee in writing.

First month

• File the first monthly Arbetsgivardeklaration (AGI) per employee with Skatteverket, covering PAYE withholding and the 31.42% employer social contribution.
• Confirm accrual of Semesterlagen vacation days has started, with the leave year running April 1 to March 31.

Termination

During probation, the employer must give at least two weeks' notice to the employee's union before terminating. The employee may resign with immediate effect unless the contract or applicable CBA states otherwise.

Offboarding

• Notice period: Issue written notice aligned with LAS tenure brackets (1 to 6 months). Confirm the notice period in writing and record the final working day.
• Union consultation: Where required under LAS or the applicable CBA, complete union consultation before the notice period begins.
• Final payroll: Process the last salary run in SEK. Pay out all accrued but unused vacation days in cash, calculated under Semesterlagen rules.
• Skatteverket filing: Submit the final Arbetsgivardeklaration (AGI) per employee to Skatteverket to close the PAYE registration.
• System access and equipment: Revoke access and arrange return of company equipment on or before the final working day.

What's New: Recent Regulatory Changes in Sweden

Three regulatory changes affect employers hiring in Sweden from mid-2026 onward. Each has direct implications for work permit eligibility, occupation coverage, and tax planning.

Work permit salary threshold (effective 16 June 2026): The minimum salary required to obtain a Swedish work permit rises to SEK 34,470 per month. This figure equals 90% of the median Swedish salary of SEK 38,300 per month. The previous threshold of SEK 13,000 per month is replaced entirely. Employers sponsoring non-EU hires must ensure offer letters meet this floor before submitting permit applications.

Occupation exclusions (effective 1 June 2026): Two occupation categories are no longer eligible for work permits: forest berry pickers (SSYK 9210) and personal assistants (SSYK 5343). Employers in these categories cannot use the standard work permit route for non-EU nationals.

SINK tax reduction (planned 2027): The special income tax for non-residents (SINK) is planned to fall from 22.5% to 20%. This affects foreign nationals working in Sweden who qualify for SINK status rather than standard PAYE withholding.

Costs and Financial Planning for Hiring in Sweden

Total employer cost in Sweden is the gross salary multiplied by the 31.42% statutory social contribution rate, plus any CBA-mandated occupational pension and the EOR service fee.

Worked example 1: mid-level hire. A gross salary of 46,000 SEK (approximately USD 4,370–4,600) per month multiplied by 1.3142 produces an all-in statutory cost of approximately 60,453 SEK (approximately USD 5,740–6,050) per month before the EOR fee and CBA pension contribution.

Worked example 2: senior engineer. A gross salary of 80,000 SEK (approximately USD 7,600–8,000) per month multiplied by 1.3142 produces an all-in statutory cost of approximately 105,136 SEK (approximately USD 9,988–10,514) per month before the EOR fee and CBA pension contribution.

Occupational pension (tjänstepension): Approximately 90% of Swedish employees are covered by occupational pension schemes through their applicable CBA. Typical employer contributions run 5 to 10% of gross salary. This cost is separate from and additional to the statutory 31.42% social contribution. Employers must identify the correct CBA before budgeting, as the pension rate varies by sector and agreement.

Supplementary benefits: Three categories of optional benefits are increasingly common in Sweden.

• Private health insurance: Not CBA-mandated in most sectors, but widely offered to provide employees faster access to specialist care outside the public system.
• Meal vouchers: A tax-advantaged benefit available to employees and commonly used as a supplementary compensation element.
• Stock incentive plans: Equity and option arrangements are used by growth-stage companies to supplement cash compensation, particularly in Stockholm's tech sector.

For a comparison of how these cost structures differ across European markets, see the employer of record UK guide. Gloroots provides predictable, country-specific pricing for Sweden with full visibility into statutory, pension, and benefit costs before you commit to a hire.

Common Challenges and How Gloroots Solves Them in Sweden

Foreign employers hiring in Sweden face three recurring compliance problems: SINK tax misapplication, work permit salary thresholds, and sick leave calculation errors. Gloroots addresses each directly.

Non-resident employees may elect SINK (Special Income Tax for Non-Residents), which applies a flat 22.5% withholding rate instead of the standard progressive tax table. Gloroots identifies eligible employees, applies the correct SINK rate, and monitors the legislated reduction scheduled for 2027.

Work permit applications require a minimum salary of SEK 34,470 per month as of June 2026. Gloroots applies this current threshold. Older figures such as SEK 13,000 are no longer valid and using them will cause permit rejections.

Challenge	Common Error	Gloroots Approach
SINK tax for non-residents	Applying standard progressive rate to SINK-eligible employees	Applies 22.5% SINK rate; monitors 2027 reduction
Work permit salary compliance	Using outdated SEK 13,000 threshold	Applies current SEK 34,470/month threshold (June 2026)
Sick leave karensavdrag	Treating Day 1 as simply unpaid	Calculates deduction as 20% of weekly salary per the statutory formula

The karensavdrag is not a flat unpaid day. It equals 20% of the employee's weekly salary, deducted from the first sick pay payment. Gloroots applies this precise calculation to avoid underpayment or overpayment on every sick leave event.

Why Gloroots Is a Strong EOR Partner in Sweden

Gloroots employs workers in Sweden through its own registered entity, which means LAS liability sits with Gloroots rather than with a subcontractor network. Clients retain operational control while Gloroots carries full statutory responsibility.

The platform supports automated contract generation and digital signing for Swedish employees. Contracts are LAS-compliant and reference the applicable CBA for each role. A self-serve dashboard gives HR and Finance teams real-time visibility into employee data, payroll status, and compliance filings without requiring manual reporting requests.

Gloroots manages the full employment lifecycle: onboarding, monthly payroll in SEK, employer social contribution remittance at 31.42%, Arbetsgivardeklaration filings, occupational pension enrollment, and offboarding with correct notice period and vacation payout calculations.

In-house Swedish employment expertise covers LAS termination rules, CBA obligations across sectors including Teknikavtalet and Unionen, and SINK tax administration for non-resident employees.

For details on service scope, visit the EOR services page. For a breakdown of per-employee fees, see pricing.

Conclusion

Sweden's employment framework rewards employers who treat compliance as an ongoing operational function, not a one-time setup task. LAS, CBA obligations, and Skatteverket filings each require active monitoring.

The June 2026 update raising the work permit minimum salary to SEK 34,470 per month is a clear signal: Swedish labor regulations change, and employers must track those changes in real time to avoid retroactive liability.

An EOR gives foreign employers a structured path to run compliant Swedish employment without a local entity. For employers also evaluating nearby markets, see our guide on employer of record Estonia.

Frequently Asked Questions About Employer of Record in Sweden

What is an employer of record in Sweden?

An employer of record in Sweden is the legal employer on record under Swedish law. The EOR issues LAS-compliant contracts, runs payroll in SEK, remits employer social contributions of 31.42%, and holds full statutory liability while the client company directs day-to-day work.

Is using an EOR legal in Sweden?

Yes. Swedish law does not prohibit third-party employer-of-record arrangements. The EOR is the employer in the full legal sense under LAS. There is no shared employer status in Sweden, so the EOR carries complete statutory responsibility for the employee.

What is the SINK tax and does it apply to employees hired through an EOR in Sweden?

SINK (Special Income Tax for Non-Residents) is a flat 22.5% tax applied to Swedish-source income earned by individuals who are not tax residents in Sweden. It can apply to non-resident employees hired through an EOR. Sweden has announced a planned reduction of the SINK rate to 20%, expected in 2027. An EOR with in-house Swedish tax expertise will determine whether SINK or standard PAYE withholding applies to each employee.

What is the minimum salary for a work permit in Sweden?

Effective 16 June 2026, the minimum salary required to obtain a Swedish work permit is SEK 34,470 per month. This figure replaced the previous SEK 13,000 threshold. Employers sponsoring non-EU workers through an EOR must ensure the offered salary meets or exceeds this floor before the permit application is submitted.

How much do employer social contributions cost in Sweden?

Employer social contributions in Sweden total 31.42% of gross salary. This covers pension, health insurance, parental insurance, and other statutory charges. The EOR remits these contributions monthly to Skatteverket on behalf of the client company.

How long does it take to hire in Sweden through an EOR?

An EOR can onboard an employee in Sweden in days. Registering a local Aktiebolag with Bolagsverket and Skatteverket takes 3 to 6 weeks. For employers testing the Swedish market or hiring a small headcount, the EOR path is significantly faster than entity setup.

What happens if a fixed-term contract in Sweden exceeds 24 months?

Under the 2022 LAS amendment, a fixed-term contract automatically converts to an indefinite contract after 24 months within the same two-year period. This applies regardless of employer intent. Foreign employers using an EOR must track contract duration carefully to avoid unintended permanent employment obligations.