You want to hire top talent in Sweden, but Swedish employment laws and payroll rules can slow you down. Setting up a local entity takes time and money you don't want to waste. This article gives you a clear path to hiring in Sweden without the usual headaches, so you can focus on growing your team.
You'll see exactly how Employer of Record (EOR) services work in Sweden, what to watch out for, and how to avoid costly mistakes. Learn how Atlas HXM handles compliance, payroll, and 24-hour support, so you can hire quickly and stay protected. Get the facts you need to make the smartest hiring decision for your business.
TL;DR: The 10 Best Employer of Record in Sweden
Atlas HXM: Best Overall employer of record in Sweden
Remote: Best for user-friendly global team management
Globalization Partners (G-P): Best for complex employment scenarios
Deel Inc.: Best for flexible contractor and employee solutions
Oyster HR: Best for remote and distributed teams
Skuad: Best for startups and scale-ups
GoGlobal: Best for rapid international expansion
Safeguard Global: Best for enterprise-level security and analytics
Omnipresent: Best for technology-driven compliance
Multiplier: Best for cost transparency and ease of use
1. Atlas HXM | Best Overall Employer of Record in Sweden
Atlas HXM is the leading choice for businesses seeking a reliable employer of record in Sweden. Its 100% direct EOR model means you work with a single provider that owns legal entities in over 160 countries, including Sweden, ensuring consistent compliance and faster onboarding. You avoid the risks and delays of third-party networks, so your new hires can start working in as little as two weeks.
The platform handles every aspect of Swedish employment, from payroll and benefits to local tax compliance and secure data management. HR teams and employees benefit from a user-friendly, cloud-based dashboard that streamlines onboarding, contract management, and real-time reporting. Local experts are available around the clock to resolve issues and provide guidance on Swedish labor laws.
Atlas HXM's global reach and direct ownership model set it apart, making it especially valuable for companies expanding into Sweden or managing teams across multiple countries. The platform's advanced analytics, compliance engine, and seamless integrations help you stay ahead of regulatory changes and reduce administrative burden. Thousands of companies trust Atlas HXM for its proven track record and industry-leading security certifications.
Industry recognition from NelsonHall, Everest Group, and the Global Payroll Association highlights Atlas HXM's leadership in EOR and compliance. The company's transparent approach, robust technology, and local support make it the top pick for businesses that need speed, reliability, and peace of mind when hiring in Sweden.
Why Atlas HXM Leads the Market
Atlas HXM's direct EOR model means you get one contract, one contact, and no surprises. This approach delivers faster setup times, higher quality control, and better compliance than providers that rely on third-party partners. You benefit from local expertise, 24-hour support, and a platform designed for global scale.
The combination of comprehensive HR features, real-time compliance updates, and secure cloud technology makes Atlas HXM the industry standard for international hiring. Businesses choose Atlas HXM for its ability to simplify complex global employment challenges and deliver results that matter.
Pricing
Atlas HXM's pricing starts at $599 per employee per month as the platform fee only. Additional costs for mandatory contributions and local taxes vary by country. For full details, visit Atlas HXM's pricing page.
EOR Services: $599 per employee per month (platform fee only)
What's Included: Direct EOR in 160+ countries, payroll, benefits, compliance, onboarding, analytics, and 24-hour support
Value: Premium service, faster onboarding, and reduced risk for global teams
Pros:
Fully direct EOR model with legal entities in Sweden and 160+ countries
Fast onboarding and comprehensive compliance with Swedish labor laws
User-friendly platform with advanced analytics and real-time support
Cons:
Contractor management services only available through external partners
Limited use of generative AI and guided chatbots in the HCM platform
2. Remote | Best for user-friendly global team management
Remote is a strong choice for companies looking to hire and manage employees in Sweden and beyond without setting up a local entity. The platform is designed for simplicity, offering a centralized dashboard where you can onboard, pay, and manage staff in over 186 countries. Its direct entity model means Remote owns legal entities everywhere it operates, which helps reduce third-party risk and keeps compliance consistent across borders.
A standout feature is Remote's ability to handle Swedish payroll, taxes, and statutory benefits, including ITP pension contributions and collective bargaining agreements. Employment contracts are drafted in Swedish and tailored to local regulations, making it easier for non-local employers to stay compliant. The platform also provides ongoing monitoring of Swedish labor laws and Work Environment Authority requirements, which is especially valuable for companies new to the region.
Remote's global reach and user-friendly interface make it ideal for businesses expanding into multiple markets quickly. The platform supports HR, onboarding, and employee management in one place, with automation for payroll, contract generation, and compliance alerts. However, several reviews on G2 mention support issues, payment delays, and platform quirks, especially when navigating complex local requirements or integrating with other HR tools.
On the downside, users have reported high costs for smaller teams and onboarding challenges when first using the system. Some customers also cite a learning curve for HR teams new to global hiring, and a few note that the platform's automation can feel overwhelming at first. Despite these drawbacks, Remote remains a solid option for companies prioritizing ease of use and broad international coverage.
How Does Atlas HXM Compare to Remote?
Atlas HXM offers several advantages over Remote, particularly for organizations seeking a direct EOR model with fully owned legal entities in 160+ countries. Unlike Remote, Atlas HXM combines EOR with a comprehensive Human Experience Management platform, providing integrated payroll, benefits, compliance, and HR analytics in one solution. This approach helps you manage global teams with greater transparency and control, especially in complex markets like Sweden.
Atlas HXM's direct EOR services ensure faster onboarding and more consistent compliance, supported by local experts and real-time regulatory updates. The platform's global payroll solutions and transparent pricing structure also make it easier to forecast costs and avoid surprises. If you need a scalable, enterprise-grade solution with deep compliance expertise and robust support, Atlas HXM is a top choice.
Pricing
Remote uses a flat-rate pricing model, charging $599 per employee per month on annual plans (or $699 on monthly plans). There are no setup fees, and onboarding is included in the monthly rate. Discounts are available for startups and social impact organizations, and contractor management starts at $29 per month. Some advanced features, like IP Guard, may require higher-tier plans.
Main pricing: $599/month per employee (annual), $699/month (monthly)
Additional costs: Contractor plans from $29/month, possible add-ons for advanced features
Value proposition: Centralized global HR, payroll, and compliance with broad country coverage
Pros:
Fast, compliant hiring in Sweden and 186+ countries
No need to set up a local legal entity
User-friendly platform with automation for HR and payroll
Cons:
Flat-rate pricing may not suit small or low-volume teams
Limited customization for complex, multi-country HR needs
Some features require integration with third-party tools
3. Globalization Partners (G-P) | Best for complex employment scenarios
Globalization Partners (G-P) is a strong choice for companies facing complex international hiring needs, especially when entering multiple countries or managing intricate employment scenarios. The platform is designed to help you hire employees in Sweden and over 180 countries without setting up local entities, making it appealing for rapid expansion and risk mitigation. G-P's model relies on direct legal entities in most markets, which helps maintain compliance and service consistency across regions.
The G-P Meridian™ Suite offers end-to-end management of payroll, contracts, statutory benefits, and compliance. You get support for onboarding, offboarding, and visa processes, with dedicated employment experts assigned to each hire. The platform integrates with leading HR and payroll systems, providing real-time reporting and centralized workforce data. G-P is particularly strong in handling M&A transitions, entity carve-outs, and other high-stakes workforce changes, making it a fit for mid-market and enterprise clients with complex requirements.
G-P stands out for its global reach, high payroll accuracy, and strong customer satisfaction scores. However, several reviews on G2 mention slow response times, onboarding delays, and platform usability issues. Users have also reported payment delays and high costs, especially for high-salary employees or those needing specialized support. These challenges can impact the experience for both HR teams and employees, particularly in markets where local expertise is critical.
If your business needs a provider with deep experience in complex, multi-country employment, G-P is worth considering. The platform is best suited for organizations that prioritize compliance and are comfortable with a premium, percentage-based pricing model. For companies seeking more transparent pricing, greater platform autonomy, or faster onboarding, other options may be a better fit.
How Does Atlas HXM Compare to Globalization Partners (G-P)?
Atlas HXM offers a fully direct EOR model in 160+ countries, with no reliance on third-party partners. This approach gives you more control, faster onboarding, and consistent compliance, especially in markets like Sweden. Unlike G-P, Atlas HXM provides transparent, itemized pricing starting at $599/month as a platform fee, with all statutory costs clearly outlined (see pricing details).
Atlas HXM's integrated Human Experience Management platform combines EOR, payroll, benefits, and HRIS features in a single system. This means you get real-time workforce insights, automated onboarding, and local support without the need to open tickets for every change. If you value direct local expertise, platform flexibility, and a compliance-first approach, Atlas HXM is a top choice for global hiring.
Pricing
G-P uses a premium, percentage-of-salary pricing model, typically ranging from 15–20% of employee salary. Actual costs vary by country, employee salary, and service complexity, with additional fees possible for visa support or M&A transitions. Pricing is not publicly disclosed and requires a custom quote through sales, which can make budgeting less predictable.
Main pricing: Percentage-based, usually 15–20% of salary
Additional costs: Visa, mobility, and complex transition fees may apply
Value proposition: Global reach, compliance expertise, and support for complex scenarios
Pros:
Rapid onboarding in Sweden and 180+ countries
Comprehensive compliance and payroll management
Dedicated support and local expertise
Cons:
Percentage-based pricing can be costly for high earners
Limited platform autonomy for HR teams
Enterprise focus may not suit smaller businesses
4. Deel Inc. | Best for flexible contractor and employee solutions
Deel Inc. is a global platform designed for companies that need to hire both employees and contractors across borders, especially in markets like Sweden. It excels at rapid onboarding, letting you bring on new hires in minutes without setting up a local entity. The platform automates payroll, tax filings, and compliance, and offers a clean dashboard for managing HR operations in over 150 countries. Deel is particularly strong for remote-first startups and digital businesses that want to scale quickly and manage a mix of full-time staff and freelancers.
A standout feature is Deel's dual support for both direct employees and contractors, making it easy to manage a blended workforce. You can pay in 120+ currencies, including options like crypto and the Deel Card, and track payments in real time. Localized benefits are available, such as Swedish public health insurance and pension, with optional private add-ons. The platform also provides automated contract generation, compliance monitoring, and document storage, helping you stay on top of local laws and reduce legal risk.
Deel's technology stack includes a proprietary cloud platform and mobile app, with integrations for HRIS, ATS, and accounting tools. Users benefit from 24-hour support, multilingual help, and a self-service portal for onboarding and payroll. However, several reviews on Capterra and Trustpilot mention issues with payment delays, high transaction fees, and limited customization for contracts and reporting. Some users also cite platform performance concerns, especially when handling large datasets or using the mobile app.
On the downside, Deel's hybrid model means that in about 50 countries, services are delivered through local partners rather than Deel-owned entities. This can lead to slower updates and less consistent service quality in those regions. Advanced features like equity management and visa support are available but often require extra fees. Deel's pricing is on the higher end, which may not suit companies with large headcounts or those seeking deep customization.
How Does Atlas HXM Compare to Deel Inc.?
Atlas HXM offers a fully direct EOR model in 160+ countries, eliminating the need for third-party partners and ensuring consistent compliance and service quality everywhere. Unlike Deel, which uses a hybrid approach, Atlas HXM's direct ownership means faster onboarding, more transparent billing, and centralized accountability. If you need robust compliance, especially in regulated markets, Atlas HXM's global compliance and direct EOR services provide a clear advantage.
Atlas HXM also integrates EOR with a full human experience management platform, offering advanced analytics, employee self-service, and real-time labor law updates. This makes it a top choice for organizations that want a single solution for payroll, HR, and compliance at scale. Deel is a solid option for flexible, blended teams, but Atlas HXM stands out for enterprise-grade control and end-to-end HR management.
Pricing
Deel uses a flat monthly fee for EOR services, starting at $599 per employee, with contractor plans from $49 per month. Local statutory costs, benefits, and add-ons like visa support or equity management are billed separately. While the platform offers strong automation and compliance, the premium pricing may be a barrier for some businesses, especially those with larger teams or complex needs.
Main pricing: $599 per employee/month (EOR), $49/month (contractor)
Additional costs: Local employer taxes, benefits, transaction fees, and add-ons for advanced features
Value proposition: Fast onboarding, global coverage, and unified management for employees and contractors
Pros:
Rapid onboarding for employees and contractors
Wide country coverage with flexible payment options
User-friendly dashboard and automation
Cons:
Hybrid service model can lead to inconsistent quality in partner-managed countries
Premium pricing may not fit all budgets
Some advanced features require extra fees
5. Oyster HR | Best for remote and distributed teams
Oyster HR is designed for companies that want to hire and manage remote employees across borders without setting up local entities. The platform automates employment contracts, payroll, and statutory benefits in local currencies, making it easier to onboard talent in Sweden and over 180 countries. Its focus on distributed work and automation, including the Pearl AI assistant, helps HR teams navigate compliance and onboarding steps quickly.
Oyster HR stands out for its ethical hiring programs, contractor conversion tools, and transparent pricing. The platform supports global payments in 120+ currencies and offers legal-reviewed agreements, which can be a strong fit for startups and scale-ups expanding internationally. Local legal support and compliance guidance are included, and onboarding can be completed in as little as 48 hours for many markets.
However, users have reported payment delays and platform performance issues, especially when working with contractors or in countries where Oyster relies on partner entities. Several reviews on G2 mention support challenges, such as slow response times and limited communication channels. Customers frequently cite onboarding problems and limited customization, which can impact the experience for teams with complex needs.
Oyster HR is a solid option if you need to hire quickly in multiple countries and value automation, but it may not be ideal for organizations requiring deep customization, real-time support, or advanced analytics. The hybrid model (direct entities plus partners) means service consistency can vary by country, so it's best suited for companies prioritizing speed and simplicity over granular control.
How Does Atlas HXM Compare to Oyster HR?
Atlas HXM offers a fully direct EOR model in 160+ countries, eliminating the partner handoffs that can slow down onboarding or complicate compliance in Oyster HR's hybrid approach. Atlas HXM provides 24-hour support with dedicated account managers, while Oyster relies on ticket-based systems and doesn't offer live chat or phone support. This difference is especially important for companies managing larger teams or operating in countries with complex labor laws.
Atlas HXM also delivers a more robust technology platform, with advanced analytics, open API access, and deeper integration options. The platform's compliance engine and local expertise help reduce risk, and its transparent pricing structure is tailored for enterprise needs. For organizations seeking a leading global payroll solution or direct Employer of Record services, Atlas HXM provides greater consistency, scalability, and control.
Pricing
Oyster HR uses a transparent monthly pricing model, with rates typically ranging from $199 to $599 per employee per month depending on service level and country. Additional costs include employee salary, mandatory employer contributions (about 31.42% in Sweden), and optional benefits. Discounts are available for annual contracts, bulk hiring, and nonprofit organizations. The value lies in fast onboarding and automation, but costs can add up for larger teams or those needing advanced features.
Pros:
Automation-focused platform minimizes manual effort
User-friendly for teams new to global employment
Excellent for contractor conversion to full-time employees
Cons:
Monthly per-employee fees can be high for large headcounts
API and integration capabilities are less mature than some competitors
Not ideal for organizations needing advanced analytics or deep HR customization
6. Skuad | Best for startups and scale-ups
Skuad is designed for startups and fast-growing companies that want to hire in Sweden and beyond without setting up a local entity. The platform acts as the legal employer for your Swedish team, handling employment contracts, payroll in SEK, tax compliance, and statutory benefits like social security and ITP pension plans. Skuad's unified dashboard lets you manage employees and contractors in over 160 countries, making it a practical choice for lean HR teams looking to expand quickly.
What sets Skuad apart is its focus on affordability and speed. Flat-rate pricing from $199 per employee per month is among the lowest in the market, appealing to budget-conscious businesses. The platform automates onboarding, payroll, and compliance, so you can get new hires started fast and avoid legal headaches. Skuad also supports global HR needs, including contractor management, IP protection, and compliance with Swedish collective bargaining agreements.
However, several reviews on G2 and Trustpilot highlight challenges with onboarding, support responsiveness, and platform usability. Users have reported slow response times, payment delays, and unexpected extra costs. Some customers also mention that the platform can be confusing at first and that detailed cost breakdowns for benefits and social security are sometimes lacking.
Skuad is a solid option if you need to hire quickly in Sweden or across multiple countries and want to keep costs low. It's best suited for startups and scale-ups that value simplicity and are comfortable with a more standardized approach to HR and payroll. If your business requires deep customization, advanced analytics, or 24-hour support, you may find Skuad's offering less comprehensive than some top-tier competitors.
How Does Atlas HXM Compare to Skuad?
Atlas HXM offers a direct EOR model in 160+ countries, including Sweden, with fully owned legal entities and no reliance on third-party partners. This means you get consistent compliance, faster onboarding, and centralized accountability, which is especially important for companies with complex needs or those operating at scale. Atlas HXM also provides a broader suite of HR tools, including advanced analytics, real-time compliance updates, and a fully integrated Human Experience Management platform.
Unlike Skuad, Atlas HXM delivers 24-hour support, transparent billing, and deep local expertise in every market. If you need a partner that can handle high-volume hiring, complex benefits, or regulatory changes, Atlas HXM is a top choice. For more on Atlas HXM's Direct Employer of Record services or global payroll solutions, you can explore their detailed resources.
Pricing
Skuad uses a flat-rate pricing model starting at $199 to $599 per employee per month, depending on the country and service level. There are no setup fees, but additional costs apply for employee salaries, mandatory employer contributions, and optional add-ons like insurance or complex benefits. The value lies in fast setup and low administrative overhead, but some essentials may require extra fees or manual setup.
Main pricing: $199-$599 per employee per month
Additional costs: Statutory employer contributions, benefits, insurance, and optional add-ons
Value proposition: Affordable entry point for global hiring, with automation and compliance included in the base package
Pros:
Extremely competitive pricing for EOR services
Unified platform for managing employees and contractors globally
Fast onboarding and payroll automation
Cons:
Limited advanced analytics and HRIS integrations
Not ideal for companies needing highly customized compliance or benefits
Platform feature set may lag behind more established EOR providers
7. GoGlobal | Best for rapid international expansion
GoGlobal is designed for companies that want to hire employees in Sweden and other markets quickly, without the need to set up a local entity. Its hybrid model combines direct presence in most major countries with trusted partners in niche locations, making it a practical choice for businesses looking to test new markets or scale rapidly. The BlueOcean platform offers a visual, intuitive interface for managing payroll, compliance, and HR tasks across multiple countries, helping you keep track of onboarding, contracts, and regulatory changes in real time.
The service covers all core EOR needs in Sweden, including payroll processing, tax withholding, benefits administration, and compliance with Swedish labor laws. GoGlobal also manages local employment contracts, supports work permits, and handles mandatory pension contributions and collective bargaining agreements. This makes it especially useful for organizations that need to navigate Sweden's complex employment landscape while minimizing administrative overhead and legal risk.
GoGlobal's pricing is a standout feature, with industry-low rates reported at $50 per month for EOR services. There are no setup or termination fees, and the platform is built for flexibility, allowing you to hire or scale back without long-term commitments. The remote-first support model provides coverage across all major time zones, though it's not formal 24-hour support. Onboarding is typically fast, with digital document signing and visual progress tracking through the BlueOcean dashboard.
However, users have reported limited customization and lagging tech capabilities compared to more software-focused EOR providers. Several reviews on G2 mention that the platform can fall short in flexibility and integrations, which may be a concern if you need deep HR tech stack compatibility. GoGlobal's country coverage is also smaller than top-tier providers, and its async support model may not suit companies that require immediate, always-on assistance.
How Does Atlas HXM Compare to GoGlobal?
Atlas HXM offers a broader global reach, with direct legal entities in 160+ countries and a fully direct EOR model. This means you get consistent compliance, faster onboarding, and centralized accountability, especially in complex markets like Sweden. Atlas HXM's platform integrates EOR, payroll, benefits, and HRIS functions, providing a more comprehensive solution for scaling international teams.
Unlike GoGlobal, Atlas HXM provides 24-hour support, deeper local expertise, and a wider range of integrations and automation options. If you need advanced compliance controls, robust analytics, or enterprise-grade HR tools, Atlas HXM is a top choice. For more details on Atlas HXM's Direct Employer of Record services or global payroll solutions, you can explore their dedicated resources.
Pricing
GoGlobal's pricing is highly competitive, with reported EOR service fees starting at $50 per month. There are no setup or termination fees, and invoices are transparent, showing service fees plus pass-through employee costs. However, pricing details aren't always publicly available, and statutory costs for taxes and benefits are billed separately.
Main pricing: $50/month for EOR (reported, but not always published)
Additional costs: Statutory taxes, benefits, and salaries passed through at cost
Value proposition: Low entry cost, flexible contracts, and no hidden fees
Pros:
Industry-low EOR pricing makes global hiring accessible
Visual, intuitive BlueOcean platform for HR management
Fast onboarding and flexible scaling for market entry
Cons:
Smaller country coverage than leading providers
Fewer integrations and limited HRIS features
Async support model may not fit companies needing immediate help
8. Safeguard Global | Best for enterprise-level security and analytics
Safeguard Global is a global HR outsourcing provider known for its strong focus on enterprise-level security, analytics, and compliance. The platform is designed for organizations that need to hire, pay, and manage employees or contractors in Sweden and over 170 other countries, without setting up local entities. Its core strengths include deep local expertise, robust compliance management, and a centralized platform that brings together payroll, HR administration, and workforce analytics.
The company's Global Unity platform offers a unified dashboard for payroll, compliance, and HR data across multiple countries. Automation features help streamline approvals, compliance alerts, and document workflows, while built-in analytics support strategic workforce planning. Safeguard Global is particularly strong in complex or less-covered markets, making it a solid option for enterprises with diverse global expansion needs. Enterprise-grade security, including GDPR compliance and ISO certifications, is a key differentiator for organizations with strict data protection requirements.
Safeguard Global provides tailored solutions rather than a one-size-fits-all approach. You can bundle EOR, payroll, contractor management, and HR outsourcing under a single account, which helps reduce vendor fatigue for large, growing companies. Local support is available for onboarding, payroll, and compliance, and the platform integrates with major HRIS systems like Workday, SAP, and Oracle. However, several reviews on G2 mention slow response times, onboarding problems, and payment delays, especially when working with local partners in less mainstream markets.
On the downside, the platform's user interface is functional but less intuitive than newer SaaS EORs, and implementation cycles can be longer due to custom setups. Some customers have found the breadth of services overwhelming if they only need basic EOR support. Pricing is typically mid-to-premium, and public rates are limited, so most organizations will need to request a tailored quote.
How Does Atlas HXM Compare to Safeguard Global?
Atlas HXM stands out for its 100% direct EOR model, with fully owned legal entities in 160+ countries, including Sweden. This direct approach means faster onboarding, more consistent compliance, and a single point of accountability, which is especially valuable if you want to avoid the delays and coordination issues that can arise with partner-based models. Atlas HXM's Direct Employer of Record services and global payroll solutions are built on a proprietary HXM platform, offering a more modern user experience and real-time workforce insights.
Unlike Safeguard Global, Atlas HXM publishes transparent pricing starting at $599/month per employee (plus statutory costs), and provides a unified platform for onboarding, payroll, compliance, and HR management. If you're looking for a provider with a proven track record for onboarding speed, compliance, and direct local expertise, Atlas HXM is a top choice for global hiring in Sweden and beyond.
Pricing
Safeguard Global typically offers custom pricing based on country, workforce size, and service mix. Estimates suggest EOR services start around $550 per employee per month, but actual rates vary depending on complexity and bundled services. Additional costs may apply for payroll-only services, contractor management, or HR outsourcing. Most organizations will need to request a tailored quote to understand the full value and scope.
Main pricing: Estimated from ~$550/employee/month for EOR (custom quotes required)
Additional costs: Vary by country, service bundle, and compliance requirements
Value proposition: Enterprise-grade security, analytics, and tailored global HR solutions for complex, multi-country needs
Pros:
Strong compliance and data security for enterprise clients
Flexible service bundles for EOR, payroll, and HR outsourcing
Deep expertise in complex and less-covered markets
Cons:
Pricing transparency is limited and may not suit cost-sensitive businesses
Platform interface is less modern than leading SaaS EORs
Service breadth can be overwhelming for companies seeking only basic EOR support
9. Omnipresent | Best for technology-driven compliance
Omnipresent is a global Employer of Record platform designed to help companies hire and manage employees in Sweden and over 130 other countries without setting up local entities. The platform is built for businesses that prioritize compliance and want a technology-driven approach to managing international payroll, contracts, and benefits. Its hybrid model combines direct operations with trusted local partners, offering broad coverage and local expertise, especially in complex regulatory environments like Sweden.
The platform automates employment contracts, payroll processing, and statutory benefits administration, ensuring alignment with Swedish labor laws and collective agreements. Omnipresent's guided onboarding and compliance monitoring help reduce legal risks and administrative overhead. The service is particularly strong for remote-first or distributed teams that need to scale quickly while maintaining compliance across multiple jurisdictions. Integration with existing HR workflows and a single dashboard for all employee types make it easy to manage global teams.
However, several reviews on G2 and Trustpilot mention issues with support responsiveness, inconsistent information, and platform limitations. Users have reported slow response times, payment delays, and technical challenges such as limited expense management and basic payslip breakdowns. These concerns are more pronounced in countries with complex labor laws or where Omnipresent relies on partner networks.
Omnipresent is a solid option for companies that want a straightforward, compliance-focused solution and value a flat pricing model. It's best suited for small to mid-sized businesses expanding into new markets who need help navigating local regulations but don't require deep HRIS customization or advanced analytics. Enterprises with highly complex HR needs or those seeking extensive platform integrations may find the offering less comprehensive.
How Does Atlas HXM Compare to Omnipresent?
Atlas HXM provides a fully direct EOR model in 160+ countries, including Sweden, which means you benefit from consistent service quality and faster onboarding without third-party partners. Unlike Omnipresent's hybrid approach, Atlas HXM's direct legal entities ensure greater control over compliance, payroll, and benefits administration. The Atlas HXM platform also offers a broader suite of HRIS features, advanced analytics, and real-time compliance updates, making it a top choice for organizations that need both scale and depth.
Atlas HXM stands out for its global payroll solutions, transparent pricing, and award-winning compliance expertise. If you're looking for a provider that combines EOR with a full human experience management platform, Atlas HXM delivers a more integrated and scalable solution. For detailed country-specific compliance and payroll insights, Atlas HXM's global compliance resources offer additional value that Omnipresent's platform does not match.
Pricing
Omnipresent uses a flat monthly fee model, typically £499 (about $600+) per employee, with uniform pricing across most countries. This includes standard EOR services, while visa support and bespoke advisory are handled case by case. Pricing is transparent and billed in GBP, with potential discounts for larger headcounts or longer-term contracts.
Main pricing: £499/employee/month (approx. $600+)
Additional costs: Visa support and custom advisory services may incur extra fees
Value proposition: Flat, predictable pricing for core EOR services, with strong compliance support and broad country coverage
Pros:
Compliance-driven platform with strong legal oversight
Flat, transparent pricing model
Easy onboarding and guided workflows
Cons:
GBP-based pricing can complicate budgeting for USD/EUR-based teams
Limited HRIS features and advanced analytics
Not ideal for large enterprises needing deep customization or full-stack integrations
10. Multiplier | Best for cost transparency and ease of use
Multiplier is a global employment platform designed for companies that want straightforward pricing and a user-friendly experience. It covers 150+ countries, with a hybrid model that combines direct operations and local partners, making it especially strong in Asia-Pacific and well-suited for businesses expanding into Sweden. The platform is known for its transparent flat-rate pricing, multi-currency payroll, and fast onboarding, often enabling new hires to start within days instead of months.
Key features include automated payroll in 120+ currencies, localized contracts in multiple languages, and built-in compliance management. Multiplier also supports both employees and contractors, offering misclassification protection and flexible payment options, including cryptocurrency for freelancers. Localized benefits administration is available, with options tailored to Swedish requirements such as ITP pension contributions and collective bargaining agreements.
The platform is designed for simplicity, with a clean interface and guided onboarding workflows. Expense management, automated time-off tracking, and country-specific compliance guides are built in. However, several reviews on G2 mention payment delays, support issues, and platform performance problems, which can create challenges for companies that need reliable payroll and responsive help.
Multiplier excels at cost transparency and is a solid option for startups and mid-sized businesses that want to avoid hidden fees. Its compliance expertise in Sweden is a plus for companies unfamiliar with local labor law. On the downside, users have reported limited customization and high costs relative to service quality, especially when advanced features or flexibility are required.
How Does Atlas HXM Compare to Multiplier?
Atlas HXM offers a fully direct EOR model in 160+ countries, including Sweden, which means you get consistent compliance, faster onboarding, and centralized accountability. Unlike Multiplier's hybrid approach, Atlas HXM owns its legal entities, reducing risk and ensuring a higher level of service quality. The Atlas HXM platform also provides deeper HR automation, more robust integrations, and enterprise-grade analytics, making it a top choice for companies with complex needs or rapid growth plans.
Atlas HXM stands out for its global payroll solutions, advanced compliance controls, and award-winning support. If you need a provider that can scale with your business and deliver a seamless experience across every market, Atlas HXM fills the gaps left by hybrid or partner-based models. For detailed pricing and country-specific information, see the Atlas HXM pricing page.
Pricing
Multiplier uses a flat-rate pricing model, starting at $400 per employee per month for EOR and $40 per contractor per month. There are no setup fees, and monthly billing is available in 120+ currencies. Add-ons like global insurance, ESOP management, and visa support are priced separately. Custom discounts are available for larger teams or long-term contracts. The value proposition centers on cost transparency and ease of use, but some users have found that actual costs can rise with additional services or currency conversions.
Main pricing: $400/month per employee (EOR), $40/month per contractor
Additional costs: Insurance, ESOP, and visa support are extra
Value proposition: Transparent pricing, fast onboarding, and compliance support in 150+ countries
Pros:
Transparent, easy-to-understand pricing
Fast onboarding and multi-currency payroll
Strong compliance support for Swedish labor law
Cons:
Hybrid entity model may limit control in some countries
Fewer advanced HR automation and integration options
Benefits packages may be less comprehensive than premium providers
How To Choose The Best Employer of Record in Sweden
Choosing an employer of record in Sweden means navigating some of the strictest labor laws and employee protections in Europe. The right EOR will help you avoid costly compliance mistakes, streamline onboarding, and support your team with local expertise. Here's what to look for when evaluating providers.
1. Direct Entity Presence in Sweden
Always check if the EOR owns and operates its own legal entity in Sweden. Direct presence means better control over compliance, faster onboarding, and fewer risks tied to third-party partners. Providers without a direct entity often struggle with local nuances and may expose you to hidden liabilities.
2. Swedish Labor Law and Collective Agreement Expertise
Sweden's employment landscape is shaped by complex labor laws and powerful collective bargaining agreements. Your EOR must have proven experience handling Swedish employment contracts, ITP pension plans, and union negotiations. Ask for examples of how they've managed recent regulatory changes or union requirements.
3. Payroll and Benefits in Swedish Krona (SEK)
Accurate payroll in SEK, including mandatory social security and pension contributions, is non-negotiable. The EOR should handle all statutory benefits, tax filings, and reporting in line with Swedish law. Look for transparent processes and real-time payroll tracking to avoid errors and delays.
4. Transparent Pricing and Statutory Cost Breakdown
Swedish employment comes with significant statutory costs beyond base salary. Top EORs provide clear, itemized pricing that separates service fees from employer taxes, pensions, and insurance. Watch out for vague quotes or bundled pricing that hides true costs.
5. Local Support and Swedish HR Expertise
You'll need support that understands Swedish work culture, time zones, and legal requirements. Prioritize EORs with local HR teams, Swedish-speaking support, and a track record of resolving issues quickly. Global coverage is helpful, but local expertise is essential for smooth operations.
6. Data Privacy and GDPR Compliance
Sweden enforces strict data privacy rules under GDPR. Your EOR must demonstrate secure data handling, local data storage options, and clear protocols for employee information. Ask about their GDPR compliance audits and data breach response plans.
Only a handful of providers truly meet all these standards for Sweden. Atlas HXM is one of them. With a direct entity in Sweden, deep local compliance expertise, and a secure, user-friendly platform, Atlas HXM helps you hire and manage Swedish talent with confidence and speed.
Ready to Find Your Next Employer of Record in Sweden? Take the Next Step with Atlas HXM
Atlas HXM stands out as the expert partner for hiring in Sweden, giving you clarity and control in a complex market. You get proven compliance, local expertise, and a platform built to support your global ambitions.
By reaching out, you'll receive a free consultation and a custom quote tailored to your business needs. This is a chance to ask questions, get clear answers, and see exactly how Atlas HXM can simplify your hiring process.
Contact the Atlas HXM team at https://atlashxm.com to start your consultation. You'll connect with a specialist who understands the Swedish market and can guide you through every step.
Taking this step means you can move forward with confidence, knowing your business is protected and positioned for growth. With Atlas HXM, you avoid costly missteps and gain a trusted partner focused on your success.
Frequently Asked Questions About EOR in Sweden
1. Who is the best EOR provider in Sweden?
Atlas HXM is the best Employer of Record (EOR) in Sweden. You get local expertise, fast onboarding, and full compliance with Swedish labor laws. Atlas HXM stands out for transparent pricing, responsive support, and a proven track record with global businesses. Smart companies choose Atlas HXM to avoid hidden fees and compliance risks.
2. What is an Employer of Record (EOR)?
An Employer of Record (EOR) is a third-party company that legally employs your workers in Sweden on your behalf. The EOR handles payroll, taxes, benefits, and compliance, so you can focus on managing your team and business goals. You keep day-to-day control while the EOR takes on the legal employer responsibilities. This lets you hire in Sweden without setting up a local entity.
3. How much does an Employer of Record cost in Sweden?
EOR services in Sweden typically cost 8% to 15% of the employee's gross salary each month. Some providers charge a flat monthly fee per employee, usually between €350 and €600. Watch for extra costs like setup fees, benefits administration, or currency conversion. Always ask for a full breakdown before signing a contract.
4. Is it legal to use an Employer of Record in Sweden?
Yes, it's legal to use an EOR in Sweden. Swedish labor law allows third-party employment as long as the EOR follows all local regulations, including collective bargaining agreements and tax rules. Choose a provider with deep local knowledge to avoid compliance mistakes. Atlas HXM's legal team keeps you on the right side of Swedish law.
5. What are the benefits of using an EOR in Sweden?
Using an EOR in Sweden lets you hire quickly without opening a local company. You get help with complex Swedish employment laws, payroll taxes, and mandatory benefits. An EOR reduces your risk of fines or misclassification. It's a practical way to test the market or scale your team with less overhead.
6. What's the difference between an EOR and a local entity setup in Sweden?
With an EOR, you can hire in Sweden without creating a Swedish company, saving months of paperwork and legal costs. A local entity gives you more direct control but comes with higher setup costs, ongoing compliance, and local tax filings. EORs are best for fast market entry or small teams, while a local entity suits long-term, large-scale operations.
7. How long does it take to onboard an employee using an EOR in Sweden?
Onboarding with an EOR in Sweden usually takes 1 to 2 weeks once you've chosen a provider and supplied the required documents. This is much faster than setting up a local entity, which can take several months. Delays can happen if paperwork is incomplete or if the employee needs a work permit. Start gathering documents early to speed up the process.
8. Can I convert EOR employees to full-time local hires later?
Yes, you can transition EOR employees to your own Swedish entity when you're ready. The process involves ending the EOR contract and issuing a new employment agreement under your company. Plan for notice periods and local labor law requirements. Atlas HXM supports smooth transitions so you keep your team and stay compliant.
Disclaimer: The contents of this article is not legal advice and should be used for reference only. If in doubt, please seek independent legal advice from a lawyer in the relevant jurisdiction