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Contact us to get a quote for our payroll package and schedule a solution demo. We are happy to tell you more about our Swedish payroll solutions. Contact us We would love to have a quick first meeting to talk about : You and your company: ... what service are you looking for? ... when do you need our help? ... expansion in Sweden? ... employment/payroll? And then we would like to present: ... answers to general questions ... our pricing model ... our services & solutions ... expansion in Sweden There are two methods for scheduling a meeting with us: either by checking our calendar and booking directly in Calendly or submitting the inquiry below with suggested dates. Inquiry For an unconditional meeting Quickly book a meeting with the simple online Scheduling software from Calendly. Fill in the inquiry We could be better prepared if you gave us this opportunity. Fill out the inquiry so we can be efficient. Additional information before the meeting I want help starting Swedish Entity I want to set up a meeting I want you to call me Let's keep in touch by email for now Submit Thank you for submitting! We will get back to you as soon as possible. Quote

Payanza offers reliable payroll services in Sweden with a focus on service, quality, and support. Fixed pricing and Quick-startup give you and your employees a seamless start. The simplicity of Payanza Payroll Payroll, legal entity, employment, reporting, taxes. We do payroll, so you don't have to. Payroll in Sweden Fixed price - no secrecy, no surprises 24 hour response support guarantee No1 Support, Ticketing and portal system Learn more Contact sales We will simplify the entire payroll process ...and make sure that you comply with Swedish laws and regulations. Onboarding your employees. . Launch apps for time reporting and expenses and ensure your employees are up and running with their payroll in Sweden quickly and smoothly . Contact us today to learn more about how we can simplify your payroll process. Contact sales Learn more Fixed Price No sec re cy, no surprise Not even hidden on es What's included? Helpdesk with ticketing software Learn more ...and make sure that you comply with Swedish laws and regulations. Onboarding your employees . Launch apps for time reporting and expenses and make sure the employees are up and running, fast and smooth. Get started What you need to know when starting a business in Sweden Read all about it Easy-to-use experience when reporting and approving Read more Program integrations bring software systems together Time reporting, Expenses & Payslips in the same application environment. Customized, simple & user friendly. Payanza is a customer-oriented company. The staff is always online to answer questions and provide prompts support. And a user-friendly payroll portal facilitates customer's administration. Thank you, Payanza :) Svetlana Kercheva Get a quote Contact us to get your quote for our payroll package, and schedule a solution demo with us, please fill in your contact details. Additional information before the meeting I want help starting Swedish Entity I want to set up a meeting I want you to call me Let's keep in touch by email for now Submit info@payanza.com Malmoe, Sweden Thank you for submitting! We will get back to you as soon as possible.

Stay up to date with the latest news that could impact your business in Sweden with our newsroom. As a Swedish payroll company, we provide clear coverage including explanations, descriptions and tips on existing rules and laws. Most frequently asked questions regarding payroll in Sweden Frequently asked questions Vacation Taxes Payslip Sickness Parental Misc About Payanza What are the rules for vacation in Sweden? While the legal minimum for vacation days is 25, white-collar workers commonly receive 30 days. As a result, overtime is frequently negotiated and excluded from the collective agreement. The law is always the minimum requirement that companies must follow. But many non-union companies often follow it anyway. The purpose of this is to remain competitive in the labor market and not offer less than other similar companies. Depending on the type of employment, such as hourly or project-based, different holiday contracts apply, which are calculated accordingly. How many vacation days can you save? You may save the paid days that exceed 20. This is because Swedish law says that you must make up these 20 days during the summer. Preferably then coinciding. An agreement can be made with the employee about savings days, when for some reason he wants to save for a longer trip or has an upcoming parental leave where the person does not earn vacation. Keep in mind that the insurance company will not take kindly to this if the person is on sick leave due to exhaustion. These 10 days that you may save, may be saved for a maximum of 5 years. These days should then be used. If not, they must be paid out after the next vacataion year change. It is the employer's responsibility to ensure that the employee uses the vacation days that they are not allowed to save. What is vacation pay? Holiday pay in addition to your monthly salary is by law 0.43% of your monthly salary, per day. According to the collective agreement 0.8%. If you have a monthly salary of SEK 30,000, you get an extra SEK 240 per day. What are the vacation year rules? April to March is the most common holiday year. But among white collars, it is becoming increasingly common to use January to December. You normally earn your vacation until the second year. This means that in year one you will not receive paid holiday. As a policy, companies can then offer, if desired, advance vacation to the new employees. Vacation year earnings? Normally, you earn days in year one and they are then paid in year two. But overlapping rules are becoming more common. This means that the employees receive a full pot of paid days in year one. The problem is that the person who has a debt to the company, if he quits, has not earned enough to cover the debt. Then he becomes liable for repayment. What are the rules about pre-paid vacation days? The number of days varies and differs from company to company. Some give 30 full days in advance, others maybe only 10 each. Remaining days up to 30 will then be unpaid. Keep in mind that if the person is hired after the summer, they probably already had holidays at their previous job and do not need to get as many as those who start their employment before the summer. What are the pros and cons of coinciding vacation years? Absence due to illness gives the right to paid vacation and is the basis of vacation pay for a maximum of 180 sick days (calendar days) per accrual calendar year or if the absence is due to a work-related injury. The right to paid holiday for sick days ends when the employee has been absent in whole or in part due to illness during an entire earning year, without a longer break in the absence than fourteen consecutive days, Section 17 of the Holidays Act. Do you still earn vacation days during parental leave? According to the Holidays Act, 120 days of parental leave constitutes holiday pay. This corresponds to approximately four months of parental leave, where you earn vacation days as usual. If you are the sole guardian, it is 180 days. Can you be absent but still take vacation? In short: Yes, you can take vacation while you are on sick leave. If you are on sick leave part-time, you apply for a semester just as usual. If you are on full-time sick leave, you cannot use the leave in the same way, but it may be possible to come to an agreement with the employer on the matter. In detail: If you are on sick leave part-time If you are on sick leave part-time and work part-time, you can take the holiday in the same way as full-time employees. You then apply for the semester as usual with your employer. How many paid vacation days you are entitled to depends on how much you earned in the previous year. The term can only be taken out for whole days. This also applies if you only work half days. If you take a week's vacation, you use five vacation days. But you also receive sickness benefit from Försäkringskassan for the time you are on sick leave. Since holiday pay counts as already earned pay, the payment of sickness benefit is not affected. You can therefore receive both holiday pay for the holiday days you take and sickness benefit for the time you are on sick leave, for the same period. Example: Tina is on sick leave at 50%. She takes a week's vacation, which is five full vacation days that she earns in the previous year. Therefore, Tina receives holiday pay for five full days and sick pay as usual at 50% for that period. If you are on full-time sick leave If you are on full-time sick leave, it works a little differently. There do not appear to be any legal barriers to taking accrued holiday pay while you are on full-time sick leave. However, you do not benefit as much from taking vacation when you are not working. Consider whether it is really worth withdrawing earned semester during sick leave. The holiday is for recreation and for employees to have time to rest. Those who are on sick leave full-time and for a long time do not have the same opportunity to do so. Therefore, it may be wise to save your earned leave until you actually have a use for it. If you still want to take holiday pay during the sick leave, you must talk to your employer about whether it is possible to do so. You can also contact your trade union and ask for advice on how to manage your semester in connection with sick leave. For your sickness benefit, it should make no difference whether you take the holiday or not. According to The Social Security Office (Försäkringskassan), you can still receive sickness benefit at the same time as you receive holiday pay. The sick leave is based on holiday pay All employees are entitled to 25 vacation days each year. Whether it is a paid semester depends on how much you worked during the earning year, i.e. the year before you take your semester. The accrual year and the holiday year start on 1 April and end on 31 March. When you are on sick leave and receive sickness benefit from The Social Security Office (Försäkringskassan), you still earn certain holiday days until the next holiday year. The sick leave is holiday pay for 180 days. This means that if you have been on full-time sick leave and then come back to work, you have earned paid vacation days even if you have not worked for a while. If you are on sick leave for longer than 180 days, you will receive fewer earned vacation days. Think of! If you are on sick leave due to a work-related injury, there is no time limit of 180 days. Then the entire earning year is holiday pay-based. If you are continuously on sick leave for an entire earning year, you no longer earn any vacation days if you continue to be sick. As the earning year applies from 1 April, the sick leave must have lasted from 1 April one year to 31 March of the year after you lose the right to holiday earnings. Example: Frida was on sick leave in September 2019. Until March 31, 2020, she earns paid vacation days just as usual. Between 1 April 2020 and 31 March 2021, she earns holiday pay for 180 days if she is still on sick leave. After that, Frida has been on full-time sick leave for a full earnings year. Therefore, she loses her right to holiday earnings from 1 April 2021. How do I add a new question & answer? To add a new FAQ follow these steps: 1. Click “Manage FAQs” button 2. From your site’s dashboard you can add, edit and manage all your questions and answers 3. Each question and answer should be added to a category 4. Save and publish. Do you still earn vacation days during sick leave? Absence due to illness gives the right to paid vacation and is the basis of vacation pay for a maximum of 180 sick days (calendar days) per accrual calendar year or if the absence is due to a work-related injury. The right to paid holiday for sick days ends when the employee has been absent in whole or in part due to illness during an entire earning year, without a longer break in the absence than fourteen consecutive days, Section 17 of the Holidays Act. Can an employer force an employee to cancel their vacation? If you are on holiday, you may be forced to cancel it if the employer calls. In order for the employer to be allowed to do this, special reasons are required, for example that the entire business falls if you do not work. The interrupted vacation will be paid out at a later date and the employer is obliged to compensate you for the financial damage that has occurred. For example, it could be rebooking costs for a trip you were forced to cancel. Can the employer deny vacation? Yes, an employer has the right to deny you holiday. However, you as an employee are always entitled to at least 25 vacation days. According to the main rule of the Holiday Act, you have the right to take four of these five weeks during a continuous period between June and August. An employer can refuse holidays as long as the main rule is followed An employer has the right to deny you holiday as long as the employer follows the main rule and gives you leave for at least four consecutive weeks during the summer. If you and your employer cannot agree on when you can take vacation, the employer has the final say. The employer must notify whether the holiday is granted or not at least two months before the holiday begins. If the employer denies your vacation without a valid reason, you may have grounds to file a complaint or take legal action. The employer can require that vacation be taken? An employer can require you to take vacation, provided you get at least four consecutive vacation weeks during the summer. Examples of cases when the employer can demand that vacation be taken are if the business closes again for a certain period. Nor can an employer require you as an employee to take unpaid leave. The employer must always be able to offer work within the company's operations. What is vacation debt? Holiday pay liability refers to the total amount of earned holiday pay by employees, which companies must continually record. As employees earn vacation days, the holiday pay debt increases, but it decreases for each day that an employee takes as paid holiday. Allowing employees to save vacation days for an extended period can lead to an increase in vacation pay costs for the company. As most employees receive wage increases over time, the holiday pay debt accumulates and becomes more expensive when the holiday pay is eventually paid out based on their current salary. What is vacation allowance in advance? In short: Vacation in advance means that you may keep your regular salary during unpaid vacation days (when you take vacation in advance), even though you have not earned vacation pay, but at the same time incur a debt to the employer. Normally, you will not receive holiday pay for these days. In detail: You cannot demand to receive or be forced to take advance vacation Advance vacation is not something you can demand, nor is it something you have to agree to, if you don't want to. There is no obligation for you to either take unpaid leave or accept advance leave if you do not wish to. If you accept, you and your employer need to agree on the number of days. It is rarely more than the number of unpaid vacation days to which you are entitled. The agreed advance holiday days are not something you can save. In the case of unpaid leave, you have an obligation to notify the employer how many of these days you intend to take during your leave. About debt in case of early vacation Vacation in advance means that you do not receive a salary deduction if you take your unpaid vacation days. Instead, a debt arises to your employer that corresponds to the deduction that your employer would have made if you had taken unpaid vacation days. You are obliged to pay that debt again, should you resign yourself. That's why it might be good to think twice before you say yes. The debt is written off after five years. If you are covered by a collective agreement, the five years are counted from your first day of employment. Otherwise, the five years are counted from the time you took the advance holiday. The debt remains in its entirety until it is written off. Deductions are not made if your employment ends due to lack of work, illness or if the employer grossly disregards its obligations towards you. The debt you incurred by taking advance vacation is often reported on the salary statement either in the form of the number of advance vacation days or as the total debt in kroner. If the debt is expressed in the number of days, you calculate the amount in the same way as you calculate the deduction for unpaid vacation days with the monthly salary you had when you took the advance vacation. Repayment of advance holiday debt If you resign before the debt for the advance holiday is written off, the entire debt must be paid back to your employer. Normally, the debt is deducted (set off) from your final salary. Please note, however, that settlement of advance holiday may only be made against holiday compensation and not against salary, unless otherwise stated in the applicable collective agreement or you yourself agree to it. It is the actual debt in kroner for advance holiday that must be settled against the holiday allowance, that is, it is not a day-to-day settlement. What is the daily vacation pay when you are on vacation? The daily allowance on vacation is 4.6% of your monthly salary. It comes from working 2080 hours per year spread over 12 months = 173.33 hours per month. A working day is 8 hours / 173.33=4.6% This sum equals your salary. The vacation allowance is 0.43% per day. It is an extra allowance that traditionally exists so you get some extra pocket money for the vacation. Normally among white collars, this allowance is 0.8%. There are deviating ways of calculating daily compensation in some collective agreements, but this is normal for white-collar workers. What are the rules for vacation in Denmark? Denmark introduced a new Holiday Act in September 2020, allowing employees to use their vacation days in the same year they earn them, no matter how long they've been working. Even new employees can take paid leave in their first year, instead of waiting until the next. Holidays are earned from September 1st to August 31st, totaling 25 days per year, which is equivalent to 2.08 days per month. • These vacation days can be used once they're earned but must be used by December 31st of the same year they were earned. • Employees can transfer or receive payment for up to 5 unused vacation days in January if they've already used 20 days. • The Danish Holiday Act counts working days from Monday to Friday. • Employees also earn a holiday allowance of 1%, which can be paid out either in installments in May and August or in the month the holiday is taken. • Additionally, companies have the option to offer "Feriefri" days, care days, or a sixth vacation week, which are governed by internal rules and not regulated by the Holiday Act. • Full-time employees receive their regular salary during paid holidays, while hourly employees need to apply for holiday pay through the "Feriekonto" system, linked to their specific vacation days. What are the rules for vacation in Norway? • Employees are entitled to four weeks and one day (21 days) of holiday, along with 10.2% holiday pay. Some companies offer five weeks of holiday with 12% pay. • Employees can carry over 10 vacation days to the next year. • Holidays are counted from Monday to Friday, meaning one holiday week equals 5 working days. • May 1st and 17th are paid holidays, as well as other standard international public holidays. • Employees not in full employment for the year can opt out of holiday time if the pay doesn't cover the loss. • During the main holiday period from June 1st to September 30th, employees can take three consecutive weeks off. The employer decides the timing, but discussion is allowed. • Remaining 6 vacation days can also be taken consecutively, with timing decided by the employer. • Holiday pay is typically given out at once, usually in June. • Employers must ensure employees take their holidays, even if they're on long-term sick leave. What are the rules for vacation in Finland? • The holiday credit year runs from April 1st to March 31st of the next year. • Employees earn holidays by working, based on either the 14 days rule or 35 hours rule. • Depending on how long they've been employed, employees get 24-30 vacation days per year. • If an employee doesn't work enough days in a month for the 14-day rule, they still earn holidays if they work at least 35 hours. • The employer decides when employees can take their holidays, but employees can request specific timing. • Employees should be informed about holiday timing at least a month in advance, but in some cases, this can be shortened to two weeks. • Normally, 24 days are granted during the holiday season, with the rest during the winter holiday. • The number of leave days is determined by the collective agreement, which also decides if Saturdays count as vacation days, making a week either five or six days.

Starting payroll for the first time can feel overwhelming, especially in a country like Sweden, where payroll is highly regulated. But with proper guidance and structure, it becomes a manageable, repeatable process. This guide walks you through the essential steps for setting up and running payroll in Sweden — even if you’re just getting started. Step 1: Register as an Employer Before paying any salaries, you must: Register your business with Skatteverket  (Swedish Tax Agency) Obtain a Swedish organization number (if not already registered) Sign up for PAYE tax declarations (arbetsgivardeklaration) This step ensures you're recognized as a legal employer and can properly report and pay taxes. Step 2: Collect Payroll Data For each payroll period, you’ll need: Gross salary from the employment contract Time reports (if hourly) or absence reports Any bonuses, allowances, or benefits Sick leave, vacation, or parental leave days Accuracy here is key — it forms the foundation of every payslip and tax report. Step 3: Calculate Salary and Deductions Swedish payroll includes: Income tax  withheld from the employee Employer contributions  (around 31.42%) Vacation pay  (typically 12%) Other deductions  like pension or lunch benefits You can use payroll software or a payroll partner to automate this process. Step 4: Generate and Distribute Payslips Payslips must be delivered every month and show: Gross and net salary All tax and other deductions The period covered Employer and employee details We recommend using digital distribution, such as Kivra  or a secure payroll portal. Step 5: Report to Skatteverket (Tax Office) By the 12th of the month following salary payment, you must: Submit a monthly PAYE return (arbetsgivardeklaration) Pay withheld taxes and employer contributions to the Tax Office We provide clients with the correct OCR and account details to ensure payments are processed correctly. Step 6: Archive and Stay Compliant You must keep records of: Payslips and tax reports Employment contracts Time and leave reports All records must be stored securely and handled in accordance with GDPR and accounting laws. Bonus: Use a Portal That Works for You Our Stay-in-touch-Portal  is designed for both structure and simplicity — letting you share documents via drag-and-drop, view all payroll history, and manage tasks without clutter. Conclusion: Start Simple, Stay Accurate Payroll may sound complex at first — but it’s simply a process. By following the proper steps and seeking expert help when needed, even a beginner can run   a compliant, professional payroll in Sweden. Want help getting started with payroll? We’ll guide you through setup, reporting, and monthly routines — no experience needed.

Global payroll platforms promise “one solution for every country” — but behind the scenes, they often rely on local subcontractors to actually run the payroll. If you’re hiring in Sweden, there’s a better way: work directly with a Swedish payroll expert. Here’s why a local partner beats a global provider — every time. Global Providers Still Use Local Expertise The truth is simple: even global platforms need local knowledge. They often outsource Swedish payroll to third parties or rely on standard integrations that don’t fully handle national regulations. So why go through an extra layer when you can work directly with the experts? Stay Ahead of Changes — Not Behind Swedish payroll law changes regularly. Do you want to hear about updates after they've been applied — or before they happen? With a local partner, you get proactive communication, real-time updates, and help adapting your setup in advance. A global provider may only inform you once the change is already in effect. Talk to Someone Who Knows Swedish Payroll When something goes wrong, do you want to speak to a ticketing system—or to someone who actually understands Swedish tax law, vacation rules, and parental leave? Beyond standard payroll, there are often situations that require real local knowledge: contacting Skatteverket, following up with Försäkringskassan, or interpreting collective agreements. These tasks require fluent Swedish and a deep understanding of local systems. You can't rely on a remote support team based in a different country to handle this. You need someone on the ground — someone who knows how Sweden works and can act on your behalf without delay or confusion. A local partner gives you: Direct access to real payroll specialists Communication in Swedish or English Support with edge cases and authority contact Confidence that nothing is lost in translation Flexibility and Adaptation Global solutions are often built for scale — not precision. If you need to handle: Manual corrections Industry-specific salary models Custom formats for reporting ...then you’re likely to hit limitations fast. A local partner adapts to your way of working, not the other way around. Fewer Layers, Fewer Delays Working with a local payroll partner means: Shorter communication paths Fewer misunderstandings Faster turnaround on urgent requests You don’t need to wait for an answer to travel through three teams and two ticketing systems. Built for Sweden — Not Just Compatible With It We know the Swedish Tax Agency, the collective agreements, and how to interpret grey areas. We use local systems, speak the language, and solve real problems — not just follow templates. Conclusion: Local Is the Shortcut to Getting It Right Why complicate things with a global intermediary, when your payroll still ends up in local hands? If you're hiring in Sweden, choose a payroll provider that's already here — one that speaks the language, knows the law, and answers the phone. Want help from someone who actually runs Swedish payroll — not just manages a platform? Talk to us. We're here, and we speak your language.

How to Hire Employees in Sweden – A Step-by-Step Guide for Foreign Companies Hiring employees in Sweden can be a great move for international businesses. The country offers a highly educated workforce, strong worker protections, and a transparent business environment. But if you’re a foreign company without a local entity, navigating Swedish employment laws can be challenging. In this article, we’ll guide you through the key steps to hire employees in Sweden legally and efficiently — whether you're opening a branch or working remotely with local staff. Step 1: Determine Your Legal Setup To hire someone in Sweden, you generally need to establish a legal presence, such as: A Swedish branch (filial) A Swedish subsidiary (AB) Or use an Employer of Record (EOR) Setting up a company in Sweden takes time and includes registration with the Swedish Companies Registration Office (Bolagsverket) and the Tax Agency (Skatteverket). If you want to avoid that setup, you can partner with an EOR who becomes the legal employer on your behalf. Step 2: Register as an Employer If you choose to hire directly (not via an EOR), your company must: Register as an employer with Skatteverket Obtain a Swedish corporate ID number Report monthly employer declarations Withhold and remit employee income tax This also makes you responsible for pension contributions, sick pay, and vacation pay according to Swedish law. Step 3: Understand Swedish Labor Law Sweden has strong employee protections, many of which are outlined in national labor laws and collective agreements (kollektivavtal) . Key points to understand: Employment contracts  must be provided in writing Notice periods  vary depending on tenure and agreements Vacation rights:  25 days minimum Parental leave:  Generous policies funded through social security Probation period:  Max 6 months Even if you're not bound to a collective agreement, many companies choose to follow similar terms to remain competitive. Step 4: Handle Payroll and Taxes Swedish payroll includes several components: Gross salary Employer contributions  (~31.42% of salary) Income tax withholding  (based on individual tax cards) Vacation pay  (typically 12% if not accrued separately) Payslips must be issued monthly, and payroll reports must be submitted to Skatteverket. Some employers also offer benefits like wellness allowances, meal subsidies, or private health insurance — though not required by law. Final Thoughts Sweden offers incredible opportunities for companies looking to expand — but hiring employees requires understanding and respecting the local rules. Whether you go the full registration route or use an EOR, being compliant from day one saves time and avoids legal risk. We help foreign companies hire employees the right way — legally, efficiently, and with local support. Need help? Let’s talk.