Living and working conditions: Sweden

Implementation

As a trainee, you will in most cases be employed full-time by a company, authority or organisation. The most common type of employment is permanent employment, but employment for specific projects may be offered in some cases.

Living and working conditions

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Where to find opportunities

Various websites advertise traineeships, such as:

Funding and support

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Living and working conditions

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Where to find opportunities

More information:

Funding and support

Both apprenticeship training in upper secondary schools and adult education are eligible for student financial aid. On the CSN website you will find information about how student financial aid works and how to apply.

Housing costs can vary in Sweden, depending on the standard and geographical location. It is difficult to find housing in the larger cities, and prices are above average for the country.

In large cities there are more homes to buy and very few to rent, which has resulted in high rental costs. You can find housing primarily via the internet on sites such as blocket.se, for example. Depending on the kind of housing you choose (renting or buying), you can also contact local or regional property owners, both private and municipal. Some municipalities have their own housing agencies. If you wish to buy a home, there are websites such as Hemnet and Booli advertising many properties.

Housing queues for rental housing in Sweden

The system of housing queues is unique to Sweden and may be unexpected for many EU citizens.

How it works:

You register in a queue with one or more housing companies and accumulate queue points / queue time, which is usually one point per day (or per year, depending on the system). More points / longer time in the queue can in some cases allow you to apply for better or larger flats. This may mean that you need to stay in the queue for several years, sometimes 10 to 20 years in major cities such as Stockholm, before you can get a first-hand tenancy contract for a flat.

Most municipalities have their own housing companies and queues, for example Bostadsförmedlingen (Stockholm Rental Agency) in Stockholm or Boplats in Gothenburg. There is often a small fee (SEK 50-200 per year) to remain in the queue. The queues are longest in Stockholm, Gothenburg and Malmö. In smaller towns, the waiting times can be considerably shorter.

Options while you wait:

Since waiting times are long, most newly arrived residents initially arrange housing in other ways: second-hand contracts (renting from someone who already has a first-hand contract), private landlords outside the municipal system, or by buying a tenant-owned flat (a cooperative form of ownership). Register with the relevant queues straight away, but expect to have to arrange accommodation in other ways during your first few years in Sweden.

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The Swedish National Agency for Education’s website for study and career guidance, ‘Utbildningsguiden’ (‘Education Guide’), contains comprehensive information about schools and education in Sweden, from pre-school and primary school to upper secondary school and adult education, including higher education. Among other things, there is information on how to apply for a place at a school, pre-school or after-school recreation centre, and tools for comparing different schools with each other. The Utbildningsguiden website also offers tools to support those seeking education in their decisions regarding study and career choices.

Primary education in Sweden is compulsory and free for all children aged 6 to 16. The State pays for the bulk of Swedish childcare services. Parents pay a fee relative to their joint income, up to a maximum amount. Pre-school (förskolan) or other educational activities, such as family day care, are intended for children who have not yet started compulsory school, while care for school-age children in after-school clubs (fritidshem) is intended for children who have started school. Pre-schools, schools and after-school clubs can be municipal or independent. More information about childcare and primary school, secondary school and municipal adult education as well as addresses and contact details can be found on the website of each municipality.

Upper secondary education in Sweden is voluntary, but a high proportion of students aged 16 to 19 in Sweden enrol in some form of upper secondary education programme. There are 18 national programmes focusing on different professions or subject areas. For adults, there is upper secondary education equivalent to the programmes and subjects offered in upper secondary school through municipal adult education. To be eligible, students must have completed compulsory education with pass grades in subjects including Swedish, English and mathematics. More information about eligibility for upper secondary school or municipal adult education can be found on the Utbildningsguiden website.

Information about colleges and universities in Sweden is available on the websites of the Swedish Council for Higher Education (www.uhr.se and www.studera.nu) and on Skolverket’s Utbildningsguiden website, https://utbildningsguiden.skolverket.se/. Information and application forms for universities and colleges are available at www.antagning.se. Other study options for adults include vocational colleges and folk high schools. Vocational colleges provide upper secondary and post-secondary education in close cooperation with the business community, combining theory with practical experience. Information is available at https://www.yrkeshogskolan.se/. Folk high schools offer programmes and courses at basic, upper secondary and post-secondary levels. Information is available at www.folkhögskola.nu. For adults who lack basic or upper secondary education, there is municipal adult education, which is a flexible form of study offering both theoretical subjects and vocational training. Within adult education, there is also the opportunity to study Swedish for immigrants, SFI.

The Swedish Institute (Svenska institutet) website www.studyinsweden.se is designed for international students who wish to study in Sweden.

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Right of residence for up to three months

Under the Citizens’ Rights Directive, EU/EEA citizens can live in another EU Member State for up to three months without any requirements other than holding a valid identity card or passport. Corresponding rules apply for family members of EU/EEA nationals who are citizens of a third country and are accompanying or joining the EU/EEA citizen, provided that the family member who is a citizen of a third country has a valid passport.

Right of residence for more than three months

An EU/EEA citizen is entitled to reside in another Member State for more than three months with a right of residence, provided that they meet a number of criteria. The Swedish Aliens Act defines ‘right of residence’ as the right of EU/EEA citizens and their family members to reside in Sweden for more than three months without a residence permit. The right of residence takes effect automatically as long as certain conditions are met, and applies for as long as these conditions are met. An EU/EEA national has a right of residence if they are an employee or a self-employed person in Sweden, or have come to Sweden to seek work and have a genuine possibility of obtaining employment, or are enrolled as a student at a recognised educational institution in Sweden and, according to an affirmation to this effect, have adequate assets to support themselves and their family members, and has comprehensive health insurance for themselves and their family members. An EU/EEA national also has a right of residence if they have adequate assets to support themselves and their family members and have comprehensive health insurance for themselves and their family members that is valid in Sweden.

An EU/EEA national who does not meet the requirements concerning right of residence must have a residence permit to reside in Sweden for more than three months.

People who are citizens from outside the EU/EEA must have a residence permit to stay in Sweden for more than three months. However, if the person has a right of residence as a family member of an EU/EEA citizen, the person does not need a residence permit.

Nordic citizens are free to settle in Sweden. They do not need a residence permit.

In Sweden, there are two different means of identification. A personal ID number is assigned to each person registered in the population register as a means of identification. A coordination number is a means of identification for individuals who are not or have not been registered in the population register. Coordination numbers can be assigned at the request of a government agency or an individual education provider, but also at the request of the individual themselves if certain conditions are met. As a general rule, before you can be registered in the population register or assigned a coordination number, you must appear in person to have your identity verified.

If you intend to stay and work in Sweden for at least one year, you must notify the Swedish Tax Agency (Skatteverket) of your move to Sweden, and you can then be registered in the population register if you meet the conditions for registration. If the Tax Agency decides to register you in the population register, you will receive a personal ID number. Your personal ID number / coordination number will be needed in many different contexts in your dealings with various authorities and private operators.

More information about moving to Sweden and rights of residence can be found on the websites of the Swedish Tax Agency and the Swedish Migration Agency (Migrationsverket). There is more information on coordination numbers and personal ID numbers on the Swedish Tax Agency’s website.

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The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

Employment

Swedish labour-law legislation is a general framework. Through negotiations between social partners, employers and employee organisations agree on the terms and conditions of the labour market. The terms of employment and pay are largely governed by collective agreements, which expand on and are based on the legislation. In many cases, the conditions in collective agreements are better than those laid down by law. Trade union organisations therefore have a strong position in the labour market. They can provide further information and advice with regard to terms and conditions of employment within different sectors.

The various forms of employment are regulated by the Employment Protection Act (1982:80). A position may be either indefinite or for a defined period of time. The type of position should be made clear in the letter of appointment.

A probation period of up to six months is permitted by law. A probation period may be terminated without objective grounds. If employment is not terminated within the probation period, the position becomes permanent.

Staffing agencies essentially have the same forms of employment as other employers, which means that you can be employed either indefinitely or for a fixed period.

There are no special provisions governing part-time employment. Part-time contracts are subject to the same rules as other types of employment contract, and in principle part-time employees have the same rights and obligations as other employees.

Seasonal work

Seasonal employment is time-limited employment where changes in the natural environment require a person to be employed during a certain season. Seasonal work is common in sectors such as agriculture, forestry and tourism.

Seasonal work is considered regular employment under the Employment Protection Act (1982:80). The detailed terms and conditions are governed by collective agreements for each sector and by the employment contract.

Citizens of countries outside the EU/EEA and Switzerland need a residence permit to perform seasonal work in Sweden. More information can be found on the Swedish Migration Agency’s website.

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An employment contract may be oral or in writing. It is recommended that you always ask the employer for written confirmation of employment.

An employer must inform the employee in writing of the terms of employment if the employee so requests. This must be done within a month of the first day of employment and include the following information:

• the employer’s and the employee’s name and address, the start date of the employment and the place of work or, if there is no fixed or main place of work, a statement that the work is to be carried out at various locations or that the employee may determine their own place of work;
• a brief specification or description of the employee’s duties and their job description or title;
• whether the employment is permanent, or for a fixed term, and whether there is a probationary period; and
  • for permanent employment: the applicable notice periods;
  • for fixed-term employment: the end date of the employment or the conditions that apply for the employment to end, and whether the employment relates to a specific fixed-term employment, a substitute position or seasonal work;
  • for probationary employment: the length of the probationary period and any conditions applicable to the probationary employment;
• starting salary and other remuneration, to be specified separately, and how often and in what way the salary is to be paid;
• the length of the employee’s normal working day or working week or, if this cannot be determined due to the way in which the employer schedules working hours, information on the scope of working hours in the employment in some other way;
• what applies to overtime or additional hours and compensation for such work, where applicable;
• the minimum notice period for informing the employee of the scheduling of regular working hours and on-call time and, where applicable;
  • the fact that the scheduling will vary between different times of day and on different days;
  • rules for shift changes;
• for workers hired out by staffing agencies: the client company’s name and address;
• information on the right to training provided by the employer, where applicable;
• the length of the employee’s paid annual leave;
• the provisions to be followed by the employer and the employee when either of them wishes to terminate the employment relationship;
• the fact that the employer’s social security contributions are paid to the state, and information on the social security protection provided by the employer; and
• the applicable collective agreement, where applicable.

As a general rule, the information must be provided as soon as possible but no later than seven days from when the employee starts work.

Termination

An employee with a permanent employment contract may resign from their employment. Employment then ends after a notice period, which is usually one or more months. Employers can only terminate a permanent employment contract if there are objective grounds for dismissal. Objective grounds are personal reasons or lack of work. If your employer wants to dismiss you, you can seek advice from your trade union. You need to be a member of a trade union organisation in order to obtain assistance from them.

The period of notice may vary depending on length of service and age. This is primarily regulated through the Employment Protection Act, although deviations may be made through collective agreements. Temporary contracts of employment end automatically on the specified date without the employer having to give notice.

As a general rule, a fixed-term employment contract cannot be terminated early, unless this is stipulated in the employment contract.

A probation period may end without objective grounds for dismissal, but if the employer does not wish the probationary employment to continue after the probationary period has expired, the employer must give notice of this. A probation period may also be terminated by either party before the agreed date, providing that 14 days’ notice is given.

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People with impaired ability

There is legislation that protects against discrimination on various grounds that covers, among others, people with impaired ability. The Discrimination Ombudsman (DO) is the authority responsible for these matters.

Young people

There are special rules if you wish to employ children and young people under 18 years of age. As a rule, children under 13 years of age cannot be employed, except for very light work. Older children, between 13 and 15 years of age, may perform light and safe work. Young people may perform normal and safe work. Certain types of work are prohibited for young people under 18 years of age.

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Advice on starting up your own business can be provided by ‘Tillväxtverket’ (the Swedish Agency for Economic and Regional Growth), Almi and IFS (‘Internationella företagarföreningen i Sverige’) (the International Entrepreneur Association). There are also various interest organisations and industry organisations that you can contact. Most municipalities also provide a start-up service through the ‘näringslivskontor’ (trade and industry offices). Verksamt.se is a collective web page providing information from various authorities on how to start one’s own business in Sweden.

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There is no statutory minimum wage, but some collective agreements stipulate a minimum agreed wage.

Workers covered by collective agreements are often paid hourly rates that are governed by the collective agreement, but there are exceptions.

Individual pay setting is applied across a large part of the labour market. This means that new employees are expected to negotiate their own starting salary. Those who are members of a trade union can obtain help and advice in connection with pay negotiations. Pay is reviewed annually.

The employer is required to deduct preliminary tax from the employee’s wages. Employees are entitled to receive a written salary specification showing their salary and the deductions made.

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Normal working hours in Sweden are a maximum of 40 hours a week.

Overtime is limited to 48 hours over a four-week period, or 50 hours over a period of one month. Total overtime may not exceed 200 hours in a given 12-month period.

Weekly rest should, as far as possible, be scheduled for the weekend (Saturday and Sunday). However, there are many exceptions (e.g. for shift workers and employees in certain sectors, such as transport, retail, tourism and public services). Employers are obliged to ensure compliance with working time regulations.

Many collective agreements contain special rules on working hours.

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All employees are entitled to at least 25 days’ paid leave (i.e. five weeks’ holiday) per year. Under certain collective agreements employees may even be entitled to more days of paid leave. New employees who have not yet earned full holiday entitlement may be granted paid leave in advance.

Employees are entitled to at least four weeks’ continuous leave in the period from June to August, unless otherwise stipulated in collective agreements. Employees on certain kinds of leave, in particular sick leave and parental leave, continue to be entitled to paid holiday leave.

Parents always have the right to take parental leave until their child reaches the age of 12 or when the child completes year 5 of primary school. Different rules apply to children born before 2014. Parents must notify their employer of parental leave at least two months in advance. Pregnant women can begin their parental leave 60 days before the calculated due date. A parent or, in certain cases, another person, is entitled to be on full leave from work up to and including when the child is 18 months old. If the parent or other person is claiming parental benefit, they are further entitled to parental leave beyond that period.

The other parent or person is entitled to 10 days’ paid leave on the occasion of a child’s birth.

A parent or, in certain cases, another person who needs to stay at home from work to look after a sick child, is entitled to take leave and also receive temporary parental benefit. This allowance is available primarily until the child reaches the age of 12. In some special cases, this may also be paid for children over 12.

Other leave

It may be possible to take leave of absence in connection with studies and starting your own business. Some collective agreements allow employees to take time off for family matters (death, moving house, etc.).

Public holidays

New Year’s Day, Epiphany (6 January), Good Friday, Easter Monday, 1 May, Ascension Day, Sweden’s National Day (6 June), Midsummer’s Day, All Saints’ Day, Christmas Day and Boxing Day are public holidays when many workplaces are closed.

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A fixed-term employment contract ends when the employment expires. In some cases, employees can terminate a fixed-term employment contract early, but always check whether this is possible before resigning! Employees may resign from their permanent employment at any time, subject to the applicable notice period.

Employment may be terminated at any time during the probation period. If employment is not terminated within the probation period, the position becomes permanent.

Termination

An employer must have valid reasons for termination, or objective grounds in accordance with the Employment Protection Act, in order to terminate a permanent employment contract. Objective grounds include a lack of work, e.g. poor profitability, or personal reasons such as misconduct.

An employer will not be considered to have grounds for dismissal if the employee can reasonably be transferred to another job. If an employer wishes to terminate a permanent employment relationship, the employee concerned must be notified in writing. The letter of notice must contain information about how the employee may contest the termination of the contract. The letter of notice must either be handed to the employee in person or sent by registered mail.

An employee who wishes to resign must give at least one month’s notice, although notice periods may be longer than this depending on how long they have worked for the employer and in certain collective agreements. Employees are obliged to work during their notice period unless otherwise agreed.

In cases of serious misconduct, an employer may dismiss an employee and the employment relationship will end immediately.

If employment ends, the person who has become unemployed may receive compensation. To be eligible for compensation, you must have worked in Sweden for a certain period of time. In order to receive compensation, you must be a member of one of the unemployment insurance funds. If you are not a member, only very limited compensation will be paid. To be eligible for compensation, you must register as a job seeker with the Swedish Public Employment Service and be actively seeking work.

Retirement

There is no fixed retirement age, but a target age that depends on when you were born. An employee may choose to start drawing their pension at the earliest three years before the target retirement age. Find out more at pensionsmyndighete.se.

There is no upper limit on how long you can work before retiring. However, an employee who has reached the age of 69 may be dismissed without the employer having to provide objective grounds.

Employees between the age of 19 and the year in which they reach the target retirement age who are unable to work due to disability or illness may be entitled to sickness benefit.

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In Sweden, membership of trade unions has traditionally been very high. Around 70% of all employees are members of a trade union. There is no great difference between the figures for women and men.

Trade unions have far-reaching rights with regard to information and negotiation. For example, a trade union has the right to negotiate with the employer on all aspects of the relationship between the employer and any of the union’s members who are or have been employed by the employer. Trade unions negotiate wages and other conditions.

Sweden’s three central organisations are LO, TCO and SACO:

• Landsorganisationen i Sverige (LO) (Swedish Trade Union Confederation) is a confederation of 13 national trade unions for blue-collar workers.
• Tjänstemännens Centralorganisation (TCO) (Swedish Confederation for Professional Employees) is a confederation of 12 trade unions for white-collar workers.
• Sveriges Akademikers Centralorganisation (SACO) (Swedish Confederation of Professional Associations) is a confederation of 21 trade unions for graduate professionals.

Each central organisation oversees a number of trade unions. They are the people you should contact if you have any questions about terms and conditions or wages. To receive assistance from a union, you must be a member.

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The Swedish labour market is characterised by negotiations between social partners, who negotiate collective agreements on wages and other conditions. The existing laws are not very detailed and represent a minimum standard. There is an obligation to maintain industrial peace between employers who have signed collective agreements and employees, and strikes and lockouts are therefore not permitted. Only when there is no agreement in place can social partners resort to industrial action such as strikes and lockouts. In international comparisons, conflicts in the Swedish labour market are low.

An employee cannot be punished or dismissed for having joined a trade union or for having participated in a lawful strike.

Employees who are involved in a labour dispute and are members of a trade union are entitled to assistance from their trade union. In the event of legal proceedings, trade unions can often assist members who are involved in labour disputes or are the subject of disciplinary measures by the employer.

Most collective agreements contain provisions on how any disputes are to be handled. Most disputes are settled through negotiation and only very few disputes go to court.

Sweden is a constitutional monarchy with a parliamentary form of government. A king or queen is the head of state, but it is the Riksdag (Swedish Parliament) and the government that hold the power. The head of state essentially has a representative function. The Riksdag is elected directly by the people every four years. The following eight parties sit in the Riksdag in the 2022-2026 parliamentary term: Socialdemokraterna (the Social Democrats), Moderaterna (the Moderates), Sverigedemokraterna (the Sweden Democrats), Centerpartiet (the Centre Party), Vänsterpartiet (the Left Party), Kristdemokraterna (the Christian Democrats), Liberalerna (the Liberals) and Miljöpartiet (the Environmental Party). Sweden has universal suffrage from the age of 18. Voter turnout in parliamentary elections is traditionally very high. It was around 84% in the 2022 election.

The Riksdag elects a prime minister who is responsible for forming a government and appoints the ministers to be included in that government. The government governs Sweden by implementing the parliament’s decisions and initiating new laws or amendments to existing law. The Riksdag takes decisions and monitors the government. The Instrument of Government, which is one of Sweden’s four fundamental laws, lays down how Sweden is to be governed. The other fundamental laws are the Freedom of the Press Act, the Law on Freedom of Expression and the Act of Succession.

Sweden has a state police and a judiciary consisting of district courts (local level), courts of law (regional level) and the supreme court (national level).

For tax and administrative matters there are administrative courts, administrative courts of appeal and the Supreme Administrative Court, which, like the Supreme Court, is the highest authority.

There are, for example, so-called ombudsmen for citizens. These include the Equality Ombudsman (DO) and the Parliamentary Ombudsmen (JO), whose task is to ensure that citizens’ legal protection is safeguarded.

The Swedish Public Employment Service is the public employment authority in Sweden. The authority will implement the Riksdag and the government’s goals for labour market policy, and help both job seekers find jobs and companies to find the right skills. The main employment office is located in Stockholm. The organisation is headed by a director general.

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The average salary for all occupations in 2024 was SEK 41 600 per month before tax. Pay levels are generally higher in the private sector than in the public sector. This varies widely depending on the job. Senior managers in the field of banking, finance and insurance received the highest average salary, of SEK 158 900 per month before tax. The lowest paid profession was other care staff, etc., with an average salary of SEK 24 000 per month before tax.

Women earn on average 90% of what men earn. In other words, there is a difference in earnings of 10%. Part of this difference is due to women and men working in different occupations, working in different parts of the labour market or having different qualifications and working hours. The Swedish National Mediation Office (Medlingsinstitutet) is responsible for the official wage statistics in Sweden.

The Swedish tax system consists of a number of direct and indirect taxes and charges. The most important direct taxes are municipal and state income tax. The most important indirect taxes are VAT and excise duties on certain products, such as alcohol and tobacco. Almost all goods and services are subject to VAT, and the VAT is normally 25%. VAT rates of 12% and 6% also exist. For example, 12% is charged on food and 6% on passenger transport. On 1 April 2026, a temporary reduction in VAT on food was be introduced in Sweden. The VAT rate has been reduced from 12% to 6% as part of the government’s efforts to counter high prices and ease the financial burden on households. According to current information, the reduced VAT rate on food applies up to and including 31 December 2027.

Income from employment below SEK 25 042 per year (2026) is tax-free.

The majority of the income tax paid by natural persons goes to the municipalities. If your taxable income exceeds SEK 643 000 per year (2026), you pay national income tax at a rate of 20% on the amount in excess of this.

Social insurance contributions are paid by the employer via employers’ contributions. There are therefore no additional deductions from wages.

Income tax is also paid on unemployment benefits, sick pay, pensions and similar sources of income.

Both natural persons and legal entities must file an income tax return with the Swedish Tax Agency each year. The final filing date for 2026 is 4 May.

Your income minus basic deductions and deductions for various costs makes up your taxable income.

If you live abroad and reside in Sweden for less than six months, you must pay a special income tax, called SINK. SINK is a definitive withholding tax of 22.5% on employment income, and you therefore do not need to submit income tax returns for such income. Contact ‘Skatteverket’ (Swedish Tax Agency) for more details.

You can find more information on taxes in Sweden at www.skatteverket.se

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The cost of living for a single person, excluding rent for an flat or equivalent housing costs, is around SEK 9 000 per month in 2026, according to calculations made by Swedbank. These costs relate to necessary basic consumption of food, clothing, hygiene, healthcare, sports, leisure activities, local travel, insurance, electricity, telephone, etc. They do not include costs for things such as accommodation, holidays, cars, spectacles or new purchases such as curtains, computers or televisions. If you also need a car, you should allow for an additional cost of about SEK 5 000 to 6 000 per month (including depreciation).

Consumers can obtain guidance, advice and information on private finance, household budgets and rights when purchasing goods and services, etc. on the Swedish Consumer Agency website.

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Renting

The ability to find a flat to rent varies greatly from one municipality to another. In urban areas there is a lower proportion of apartments to rent, and rents there are significantly above the average for the country.

The average rent for a 70 m² apartment in 2025 was SEK 9 100 per month, according to Statistics Sweden. The rent is stated including the cost of heating and water, but excluding the cost of household electricity and rent for paid parking spaces.

Buying

The average price for a detached house in Sweden was SEK 4 156 000 (January 2026). Prices in the metropolitan regions of Stockholm, Gothenburg and Malmö are generally much higher than the national average.

Bostadsrätt (tenant ownership rights)

A tenant-owners’ housing association is a cooperative association whose members jointly own and manage houses, land and communal areas. When you buy a tenant-owners’ housing association flat, once you are approved, you become a member of the tenant-owners’ housing association. You pay a capital contribution to the seller and a monthly fee to the association to cover communal operating and maintenance costs.

The average price in Sweden for tenant ownership was SEK 46 813 per square metre in January 2026. There are large variations across the country, especially in the big cities where prices are higher.

Local and national newspapers, as well as various websites such as Hemnet, for example, have adverts for housing to rent or buy. The municipalities often have information about rented housing on their websites.

Interest expenses on home loans are tax-deductible.

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Everybody resident in Sweden is covered by the national health insurance system. The authorities responsible for public healthcare are the county councils/regions and the municipalities. The Swedish Social Insurance Agency (Försäkringskassan) administers state benefits relating to dental care.

The health insurance system covers most of the costs of visits to doctors, hospitalisation and laboratory fees. Maternity care and paediatric care are free of charge.

Medical care and hospitalisation are covered by a patient fee. The size of this fee is determined regionally and may vary depending on the medical service provided and between regions. EU/EEA/Swiss/British citizens, as well as citizens of third countries in some cases, who work in Sweden are entitled to dental care and healthcare in Sweden on the same terms as those who are resident in Sweden.

Doctors

If you are ill, contact a health centre when you need to see a doctor or district nurse.

In 2023, patient fees vary between SEK 100 and SEK 400, but there is a maximum cost protection in outpatient care of SEK 1 450 per year. You can also make an appointment with a private practitioner. Please note that not all private practitioners have healthcare provision agreements with regional councils, which means that a visit to these doctors is considerably more expensive than a visit to a doctor who has signed up to a provision scheme.

Hospitals

If you are seriously ill, or become ill suddenly, you can go to the hospital’s emergency department. Call Sjukvårdsupplysningen (the Health Information service) on 1177 first, and ask for advice. A referral to a specialist or a hospital is made by a doctor working in primary healthcare or in the accident and emergency department. The patient fee when you are admitted to hospital is SEK 130 per day at most.

Medicines

Medicines are purchased at pharmacies. When you buy prescription medicines you pay a discounted price. Maximum cost protection means that you pay no more than SEK 2 900 a year. Certain non-prescription medicines are sold by shops other than pharmacies. Prescription medicines for children under the age of 18 are free of charge.

Dentists

Dental care is free for children and young people up to the year in which they reach the age of 23, after which a fee is payable for all or some of their dental care. There is maximum cost protection.

Public dental care is available at ‘Folktandvården’ (the Swedish Public Dental Service). It is, however, just as common for adults to visit a private dentist who is affiliated to the public system

Emergencies

In emergencies, ring 112. The same number is used throughout the country and is valid for the ambulance, fire and police services, and for poison information and dentists on call.

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Swedish schooling consists of 10 years of compulsory primary schooling, which starts at the age of 6 with the preschool class. This is followed by an optional three years at upper secondary school. Most pupils from primary and lower secondary school carry on to upper secondary school. There are both university preparatory programmes and vocational programmes.

Compulsory primary and lower secondary schools and upper secondary schools are usually operated by municipalities, but are subject to national curricula and government supervision. There is also a growing number of schools that are funded from the public purse as well.

International schools

There is a number of international schools that offer tuition in languages other than Swedish. International schools are run in accordance with the curriculum of another country or an international curriculum. There are also schools that teach through the medium of English but follow the Swedish curriculum.

Higher education

Applicants to university or college are normally required to have completed upper secondary school education in Sweden or abroad.

Most universities and colleges in Sweden are operated by the State. There are universities and colleges in more than twenty locations around the country. It costs nothing for EU/EEA citizens and citizens of Switzerland to study at Swedish universities and colleges, apart from a small registration fee. You must buy or borrow your own course literature. Many students receive state student grants and take out state student loans in order to support themselves during their studies. This student financial support is administered by the Swedish Board for Study Support (CSN).

Adult education

Adult education is arranged by Sweden’s municipalities. Through adult education you can study Swedish for immigrants (SFI), courses equivalent to lower secondary and upper secondary school, study for upper secondary examinations, and complete qualifications that entitle you to further study. It is also possible to undertake vocational training. The teaching is free of charge, but a fee for teaching materials may be payable.

‘Folkhögskolor’ (folk high schools)

A specifically Scandinavian form of adult education is the ‘folkhögskola’ (folk high school), which is often run as a boarding school. The schools are owned by county councils or by non-profit organisations such as trade unions, churches and temperance societies. They set their own curricula and can offer a wide range of theoretical courses, artistic subjects, international affairs and environmental protection.

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Sweden has traditionally been considered a Christian country, belonging to the evangelical-Lutheran faith, but today it is more accurately regarded as a secular country. Many public holidays and traditions therefore have Christian roots. Other traditions are linked to the seasons.

Leisure activities in the countryside are important for most Swedes, and ‘allemansrätten’ (the right of public access) entitles you to access forests and land. ‘Naturvårdsverket’ (the Swedish Environmental Protection Agency) has more information about what you may and may not do on other people’s land.

Popular sports include football, handball, ice hockey, gymnastics, riding, tennis, floorball, skiing and golf.

Associational life in Sweden

Sweden has one of the strongest association cultures in the world. There are more than 200 000 non-profit associations in the country. There are associations for almost everything: sport, culture, music, outdoor activities, politics, religion, hobbies and much more. Sports clubs are particularly common, for both children and adults. As an EU citizen, you are welcome to join Swedish associations on the same terms as Swedish citizens.

A unique part of Swedish associational life is the study associations (such as ABF and Studiefrämjandet), which organise courses and cultural activities at a low cost.

If you are new to Sweden, taking part in association life can be a way to build networks, improve your Swedish and make friends.

All Swedish municipalities have public libraries with trained librarians. It costs nothing to borrow books, films or music.

Workplaces in Sweden generally have relatively flat organisations, with an emphasis on all employees taking their own responsibility and initiative. Workplaces usually try to have as few decision-making levels as possible. In the vast majority of cases, people address each other as ‘du’ (the familiar form of ‘you’) and use first names, and this also has an influence on management/staff relations.

The drive to achieve equality between the genders is important in Swedish society.

The Swedish Institute has extensive information about Swedish culture and society on Sweden’s official website, sweden.se. The authority also publishes printed material about Sweden.

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Childbirth

Most children are born in hospitals. Within three months of the birth the parents must apply for the child’s name to the Skatteverket (Swedish Tax Agency).

Marriage

To marry, you must be at least 18 years old. The wedding may be religious or civil. Many couples live together in a ‘samboförhållande’ (cohabitation). A law, ‘Sambolagen’ (the Cohabitation Act), governs questions concerning the shared home and joint belongings. Cohabitees do not inherit from one another. Since 1 May 2009, same-sex marriage has also been permitted.

Divorce

If both spouses want a divorce, the divorce is granted directly. If only one of the spouses wants a divorce, or if there are any children under the age of 16, there must be a period of reflection of at least six months.

Death

When someone dies in Sweden, a doctor must issue proof of death and a certificate of the cause of death. Undertakers (‘begravningsbyråer’) can offer advice and arrange both religious and civil funeral services. They operate on a commercial basis.

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