Contact us

An EOR assists businesses in hiring and managing a global workforce, while a PEO provides support for companies with domestic HR and workforce functions where they already have legal entities.

With a PEO, you enter into a co-employment arrangement, meaning you remain the legal employer of your hires and retain responsibility for any legal or compliance issues that arise. In contrast, an EOR becomes the legal employer, assuming full responsibility for your team.

If your focus is on domestic operations, a PEO is a great choice. However, if you’re looking to expand internationally while streamlining HR, payroll, and compliance, an EOR is the ideal solution.

Hiring employees in Sweden involves several costs in addition to salaries. Employers must pay social security contributions, which include pension contributions and health insurance, totalling approximately 31.42% of gross salary. Holiday pay is usually around 12% of the annual gross salary, and there may also be additional costs for employee benefits, such as wellness allowances and other health-related benefits.

Services:

• Employee benefits
• Tax management
• Payroll management
• Compliance support
• HR administration
• Onboarding
• Recruitment and hiring
• Employment contracts
• Other HR-related tasks (such as personnel matters and terminations)
• “Co-employment”, where employer responsibility is shared with the official employer

It depends on the company’s turnover and accounting period. VAT can be reported monthly, quarterly or annually, depending on the company’s size and turnover.

VAT rates vary depending on goods and services, but the three most common VAT rates are 6%, 12% and 25%. The output VAT must be reported to the Swedish Tax Agency. The difference, i.e. the difference between input and output VAT, must be reported to the Swedish Tax Agency. The company either gets money back or has to pay the difference to the Swedish Tax Agency.