Checklist for new employers
You are a hero!
When a company becomes an employer for the first time, many people should applaud. Thanks to you and the compensation you pay to your staff, tax revenue is created that goes to healthcare, education, social care and defense.
The reality is, however, that many small businesses hesitate to hire their first employee. The responsibility often feels daunting. The risk of making mistakes as a manager and employer in the sense of labor law also feels quite daunting.
However, it is very difficult to become a successful company without hiring staff. Think about it yourself, do you know of any company that does not have employees and has succeeded really well? Having personnel responsibility and becoming an employer does not have to be terrible, but on the contrary, it can be relieving and beneficial. However, it is important that you have an experienced friend by your side who can teach you the basics so that you can quickly get started and who will then be by your side if things get bumpy along the way. Read more about our security package for employers here.
Fill out a job description
Through the job description, you specify for yourself what it is that you need. Many recruitment mistakes are prevented by a good job description. It does not have to be complicated. The document should contain the tasks that are included in the position and the responsibilities that come with it. The document should also contain the qualifications and skills required for the position.
Search for workers and write a job advertisement
Use all available means to get the message out that you have a vacancy. LinkedIn, the employment agency, recruitment agency, etc. Maybe you even know someone who you think would be a good fit?
Register as an employer with the Swedish Tax Agency
You can do it quickly on The company's website.
Decide whether you will handle payroll yourself or whether you will hire an accounting firm.
The advice is to let an accounting firm handle your payroll. If you do it yourself, make sure you have an IT service that you use to calculate taxes and prepare pay slips. Employers declare salaries every month to the Swedish Tax Agency.
Hold job interviews
The job interview is your chance to find out if the candidate is right for the job, but also for you to show how great you are as an employer. However, there are some things you should know. You are not allowed to ask certain questions. You are not allowed to ask questions that could lead to discrimination. For example, questions related to sexual orientation, religion, disability or ethnicity. Here you can read our guide to what questions you should not ask, and inspiration for good questions.
Check references
Did you know that many employers don't contact references? That's a big mistake. It's a quick and often very rewarding conversation. Many bad hiring decisions can be prevented through good reference conversations.
Establish employment contracts
Use a template or form when writing your employment contract. It should be as short and concise as possible. Section 6C of the Employment Protection Act states what information should be included in the contract. Also, don't forget any attachments such as a personal data policy or the latest version of your personnel handbook.
Consider collective bargaining agreements
Collective agreement, temporary agreement or nothing at all? A collective agreement is an agreement between an employer organization and a trade union that concerns rules and agreements. It can concern minimum wage, termination of employment, insurance or what is to be negotiated. Some of the rules in the Employment Protection Act are dispositive and these can be agreed upon by the parties in a collective agreement. Employers become bound by the collective agreement by becoming a member of an employer organization that charges you a certain percentage of your salary costs. But it is also possible to become bound by entering into the agreement directly with a trade union. In that case, it is called a temporary agreement.
Do employers have to have collective agreements?
No, you don't have to. On the contrary, there is freedom of contract. No one should be forced into an agreement. According to the Swedish Mediation Institute, 901% of all employees in Sweden are bound by collective agreements. So it is very popular among employers to sign them.
What does it mean to be bound by a collective agreement?
There are many collective agreements. You actually have to read the agreement in its entirety to find out. When you are bound by a collective agreement, you have to follow it. Otherwise, you risk having to pay damages to the union.
Read our guide on collective agreements here.
Insurances
If you are bound by a collective agreement, there is insurance that you must take out for your employees. For blue-collar workers, FORA administers these, and for white-collar workers, either FORA or Collectum. If you are not bound by a collective agreement, there is no obligation to take out insurance, except in certain specific industries.
Are you planning to become an employer and have any questions? Don't hesitate to get in touch.
Christoffer Lewinowitz
Employer lawyer
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Security agreement for employers...
The subscription includes:
A good complement to the company's legal expenses insurance. Labor disputes are usually an exception in business insurance. For terms and conditions, application and price list, click here.