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Market entry without entity setup

Skip incorporation, share capital, Bolagsverket registration, the Swedish bank account, F-tax and employer registration with Skatteverket, and setting up pension and insurance arrangements. KOMP’s existing Swedish infrastructure lets you make offers as soon as you find the right person.

Hire-to-retire lifecycle management

KOMP Activate runs onboarding, contracts, and benefits; KOMP PayOps runs monthly SEK payroll with employer declarations; KOMP TimeOps tracks working hours, annual leave, and absence; and compliant offboarding closes the loop, all in one flow.

One view across every country

KOMP Workforce gives HR, Finance, and Legal a single source of truth for Swedish and global headcount, covering payroll status, fully loaded employer costs, holiday pay liability, leave balances, and compliance alerts, with audit trails built in.

Compliant employment contracts

We issue contracts that meet the Employment Protection Act and the information duties employers owe new starters, setting the employment form, probation, working hours, salary, notice, leave, and pension, benchmarked against the standards the relevant collective agreement would set.

Digital onboarding and registrations

We collect the personal identity or coordination number and bank details, register the employment for payroll, retrieve the correct tax table from Skatteverket, arrange pension and insurance cover, and complete setup before the start date.

Payroll processing and salary disbursement

Komp PayOps calculates gross-to-net pay in SEK, withholds preliminary income tax, pays employees on the standard monthly cycle through our owned payment infrastructure, and issues clear payslips.

Employer contributions and declarations

We apply employer social contributions of 31.42% of gross salary and taxable benefits, with the reduced rate for employees aged 67 and over and any temporary age-based reductions in force, and file the monthly employer declaration with individual-level reporting.

Occupational pension and insurance

We arrange occupational pension cover and the associated insurances that Swedish employees expect, administer the premiums, and account for the special payroll tax that applies to pension contributions.

Annual leave and holiday pay

We track the 25 days of paid annual leave the Annual Leave Act guarantees, manage the accrual and qualifying year mechanics, calculate holiday pay and the holiday supplement, and pay out untaken leave on exit.

Sick pay, parental leave, and HR support

We administer employer sick pay for the statutory period, including the initial deduction, coordinate the transition to state sickness benefit, and manage parental leave alongside any agreed top-up. Employees get support in Swedish and English.

Offboarding and final settlement

We manage exits under the Employment Protection Act, applying the correct notice by length of service, the objective grounds requirement, and any consultation duties, then settle final pay, accrued holiday, and pension reporting.

Startups and scale-ups going international

Place your first Nordic hires without tying up capital in a subsidiary and validate the market before you commit.

Technology, SaaS, and gaming companies

Hire software, data, and product talent from Stockholm’s startup ecosystem and Sweden’s established gaming studios, where competition for senior engineers is intense.

Industrial, automotive, and clean tech firms

Build engineering, manufacturing, and battery or electrification teams close to Sweden’s industrial clusters without setting up a legal entity first.

Life sciences and medtech companies

Hire research, clinical, and regulatory professionals near Sweden’s university and life-sciences hubs.

Companies converting consultants to employees

Move long-standing consultants onto compliant employment where the working relationship warrants it, with documentation that stands up to review.

HR and Finance leaders

Get a consistent employee experience, predictable costs, consolidated invoicing, owned payment rails with zero FX markup, and audit-ready records for every Swedish hire.

AI Agent Swarms with human control

Autonomous agents continuously check payroll, classification, contracts, and regulatory change. Recommendations are surfaced for review before anything is executed: autonomous intelligence, human control.

Worker classification intelligence

Our jurisdiction-based rules engine analyzes 50+ risk factors to help you decide whether a Swedish worker should be engaged as a consultant with F-tax status or as an employee, with audit-ready documentation behind every decision.

Owned payroll infrastructure

Komp PayOps runs on owned infrastructure with 135+ currencies, transparent flat fees, and no FX markups, so paying SEK salaries from a EUR, USD, or GBP budget costs exactly what you expect.

One platform, four modules

Komp Activate, Komp Workforce, Komp TimeOps, and Komp PayOps connect hiring, workforce records, time, and pay across Sweden and 150+ countries.

Enterprise-grade security

AES-256 encryption, SOC 2 Type II, ISO 27001, GDPR compliance, role-based access control, and AWS hosting with multi-region redundancy protect your Swedish employee data.

Real-time visibility and reporting

Live dashboards for payroll status, fully loaded employment costs including holiday pay and pension, leave balances, and compliance alerts, with exportable reports for Finance, HR, and audit.

Hire without setup delays

Forming a Swedish company means share capital, registration, banking, and tax and employer registrations before anyone can be paid. With Komp, you can make offers and onboard without waiting for any of it.

Stay compliant from day one

Employment protection rules are strong, employer declarations are monthly, and market expectations on pension and insurance are set by collective agreements even where you have not signed one. Komp keeps contracts, calculations, and filings current.

Understand the true cost of a hire

Employer contributions of 31.42% apply from the first krona with no ceiling, and holiday pay and pension sit on top, so a Swedish hire typically costs well above base salary. Komp makes that fully loaded number visible before you make an offer.

Deliver a better employee experience

Correct payslips, holiday pay handled properly, pension in place from the start, and support in Swedish all signal a serious employer, and shape whether strong candidates accept and stay.

Manage Sweden like every other market

See Swedish headcount, costs, and compliance in the same platform as the rest of your global workforce. No separate vendor, no data silos.

Employment contracts and collective agreements

Indefinite contracts are the norm, and fixed-term contracts are allowed only on specified grounds, with a 10% end-of-contract premium in most cases. Every employer applies a sector collective agreement that can set minimum pay scales, classifications, notice, and leave above the statutory floor. Contracts should be in French.

Minimum wage and pay rules

The SMIC is revised at least annually and again automatically when inflation passes the trigger threshold. It moved to €12.02 per hour on 1 January 2026 and to €12.31 per hour on 1 June 2026, which is €1,867.02 gross per month for a 35-hour week. Where the collective agreement sets a higher minimum for the role, that figure applies.

Social contributions and DSN

Employees contribute roughly 22% of gross pay and employers typically add between about 25% and 45%, covering health, retirement, complementary pension, unemployment, family, and accident schemes. Contributions and workforce data are declared monthly through the DSN, with strict deadlines.

Income tax withheld at source

Employers withhold income tax at the rate issued by the tax administration for each employee, or the default scale where none has been supplied, and report it through the DSN. The employee remains responsible for their annual return.

Working time and paid leave

The statutory working week is 35 hours, with overtime premiums beyond it and an annual day-count arrangement available for eligible autonomous cadres. Employees accrue five weeks of paid leave a year, often with RTT days on top where working time exceeds 35 hours.

Mandatory benefits

Employers must provide a complementary health scheme and fund at least half of the premium, arrange death and disability cover for cadres, and reimburse at least 50% of public transport season tickets. Meal vouchers and profit-sharing are widespread market practice.

Sick leave and family leave

Sick leave is paid by social security after a waiting period, with the employer topping up under the Labor Code or a more generous collective agreement. Maternity leave is generally 16 weeks for a first or second child, and paternity and childcare leave totals 28 days, largely funded by social security.

Probation, notice, and termination

Probation is typically two months for non-cadres, three for supervisory staff, and four for cadres, with renewal possible where the collective agreement allows. Dismissal requires a real and serious cause and a formal procedure including a preliminary meeting. Statutory severance is a quarter of a month per year of service up to ten years and a third thereafter, and mutually agreed termination is a widely used alternative.

Staff representation

A social and economic committee must be established once a company reaches eleven employees, with wider consultation duties above fifty. Employers using an EOR avoid building this structure for a small French team.

Work permits and data protection

EU and EEA nationals work freely. Non-EU nationals need a work authorization, with routes such as the Passeport Talent for qualified profiles. Employee data is processed under the GDPR and French implementing law, supervised by the CNIL.

Employer of Record in Stockholm

The capital and the Nordics’ leading startup and technology hub, with the deepest pool of software, product, fintech, and commercial talent, the largest concentration of international companies, and the highest salary levels in the country.

Employer of Record in Gothenburg

Sweden’s industrial and automotive heartland, strong in mobility, electrification, embedded systems, and manufacturing engineering, with a large technical university feeding the talent pipeline.

Employer of Record in Malmö and the Öresund region

A cost-effective base in southern Sweden with strong digital, gaming, and life-sciences talent, and close links to Copenhagen across the bridge.

Employer of Record in Uppsala

A research-led city north of Stockholm with particular strength in life sciences, biotech, and pharmaceutical research, well suited to scientific and regulatory roles.

Employer of Record in Linköping and Lund

University cities with concentrations in aerospace, telecoms, semiconductors, and deep tech, offering research-grade engineering talent outside the main metropolitan salary bands.