Figuring out compensation and benefits for your teams can be challenging, regardless of geography, but the process becomes even more complicated if you are unfamiliar with the country and business climate. If you are expanding into Sweden, here are a few things you need to know.
Sweden compensation laws
Sweden does not have a statutory minimum wage. Instead, labor unions negotiate minimum wages based on the industry or job type. Overtime in Sweden is compensated financially at a rate ranging from 50% to 100% of the employee’s usual salary or through paid time off or additional holidays.
Guaranteed benefits in Sweden
The country has 13 public holidays during which employees receive the day off. However, the employer’s policy or CBA could stipulate additional holidays, such as a half day before a public holiday.
Sweden also has extensive parental leave options guaranteed to employees. A pregnant employee receives a minimum of 7 weeks of paid leave before giving birth and 7 weeks after, and their partner receives 10 days of parental leave around the time of delivery. Both parents can take up to 480 days of parental leave until the child’s 8th birthday.
Sweden benefits management
In addition to the country’s statutory minimums, companies should also offer additional benefits that employees may expect. These benefits can boost your standing as an employer of choice to attract top talent to your open roles.
A common supplementary benefit in Sweden is a private pension scheme. Although the country’s laws do not mandate employers to pay an extra pension, it is becoming a preferred additional benefit.
Many companies will also provide these additional perks:
- Meal vouchers
- Stock incentive plans
- Extra vacation
Restrictions for benefits and compensation
Most benefits and compensation restrictions result from CBAs. Check for any existing CBAs before drafting an employment contract. The agreement could outline anything from minimum wages to different working hours, depending on your company’s industry. You will need to meet or exceed the CBA’s minimums to stay compliant.
Sweden competitive benefits planning
As your company grows in Sweden, one of the most important requirements is designing employee benefits plans that comply with labor laws as well as match your available budget. With a competitive program, you’ll be able to demonstrate your commitment toward employees and help them succeed.
Sweden employee benefits plans
As you develop a business strategy in Sweden, you’ll need to create a benefits program that meets your employees’ needs and upholds legal requirements and market standards. A strategic program will make your company more competitive in recruiting and hiring. It can also improve your retention rates.
Companies can provide a range of supplemental benefits to set employees up for success, such as:
- Housing and accommodation assistance
- Childcare and child education stipends
- Fitness benefits
- Relocation assistance
Requirements for employee benefits in Sweden
Sweden’s law stipulates that all employees must receive the following benefits:
- Annual leave of at least 25 days per year
- Parental leave
- Sickness leave
- Disability leave
- Educational leave
- Pension
How to design your employee benefits program
In any country where you establish a new business, you’ll find that benefits requirements will differ. However, the basic steps of determining critical needs for your benefits program are mostly the same.
1. Determine your program goals and budget.
Your first step in building an employee benefits plan is to evaluate your company’s goals. You need to know the scope of your program and how it fits into your overall employment strategy. For instance, if you’ll be employing a large team, you might need to prioritize select benefits over others. But if you’re starting with a smaller team and aiming for high retention, you could potentially invest in broader fringe benefits.
As you determine your available resources, discuss these objectives with stakeholders and evaluate your budget. The resources you can allocate to benefits will most likely change as your company grows, but setting a realistic budget is critical in these early stages.
2. Assess employee needs.
As you move forward, you need to determine what benefits matter most to employees. When you take the time to understand their needs, you can identify high-priority offerings and leverage your budget more effectively.
To gather information, you might want to conduct interviews with employees in the region or send out questionnaires. You might also research local companies’ benefits offerings to see if you can match them or offer a unique benefit that will help you stand out.
3. Create your benefits program.
Once you’ve gathered adequate insights, leverage them to build an optimized benefits plan. Consider factors such as cost containment features, outsourcing expenses, administration needs, and employee contributions as part of your calculations.
Average cost of benefits per employee
Your benefits administration expenses will largely depend on the program you develop. As you create your plan, focus on your budget rather than on the national average cost.
How to calculate employee benefits
You can consult Sweden’s labor laws for specific rates for employee benefits such as sick leave and parental leave.
For mandatory employee pensions, employers must contribute 7% of employee salaries to the system. You can calculate the expense of any supplemental benefits based on competitive rates in your region and industry.
How are employee benefits taxed in Sweden?
Employers must report all benefits and gifts provided to employees. All social security contributions are subject to tax deductions. In general, other benefits are considered fully taxable unless they are specifically exempt in Sweden’s tax codes.
Companies can identify the correct income tax rates for each employee by consulting the national tax administration.
Employee health benefits plans
Sweden’s social security system provides health benefits for all employees, and most employers do not need to offer supplemental healthcare coverage options. However, companies are responsible for contributing an employer’s share of the social security payments to cover these employee benefits.
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