Work-life balance

Work hours and time off

Statistically, employees in Sweden work around 1,441 hours per year on average, which is about 18 per cent less than the OECD average. Meanwhile, the country's productivity compares well with that of other EU countries.

Employees are entitled to at least 25 days of holiday per year, excluding public holidays. These aren’t company perks – Swedish law guarantees them.

Swedish labour law also regulates working hours: the standard workweek is set at 40 hours, with collective agreements and well-established rules limiting overtime and compensation.

Employees generally don't need to respond to emails or calls outside working hours, and colleagues respect time off.

A flexible work life

Flexibility is a key part of Swedish work culture, especially when it comes to remote work, which is possible for many professions, particularly in office-based roles. Hybrid work and flexible schedules have long been common in Sweden, typically combining time at the workplace with working from home.

This approach reflects a high level of trust in employees to manage their time and focus on results rather than clocking in hours for show. 

As one of the world’s most digitally advanced countries, Sweden has widespread high-speed internet access and a well-developed digital infrastructure that supports remote work and digital collaboration.

Health and wellbeing at work

Looking after your health is part of being able to work sustainably over time. Many employers offer wellness benefits, such as a yearly allowance for exercise and other health-related activities (friskvårdsbidrag). Some workplaces also offer time for physical activity during working hours, depending on local agreements.

The idea is simple: when people have space to prioritise their health and recovery, they are better able to stay focused, productive and well over time. 

Social security and support

The Swedish welfare model is based on everyone living and working in Sweden paying taxes – revenues used to fund shared services and social security systems. 

This means that if you need to take time off work, for example due to illness or caring for a sick child, support is in place so you are not left without income. Parental leave is another example, allowing both parents to take a substantial amount of time off work when a child is born.

Healthcare is also largely tax-financed, meaning that medical costs are generally limited for the individual.

Find an overview of the most common types of social insurance and how to apply in our guide to social insurance for people working in Sweden.

Equal opportunities to build a career

Being able to combine work with family life – without having to choose one over the other – is a given in Sweden, regardless of gender.

Both women and men work on equal terms, and both are able to take time off when they have children. Parental leave is designed to be shared between parents, and thanks to affordable childcare, many parents choose to enrol their children in preschool and return to work after their parental leave.

This is what makes it possible for both parents to take an active role at home, while continuing to build their careers over time.