7 Jobs in Bromma
Swedish employers typically review CVs in spring, with most contracts starting in autumn and pay arriving monthly via direct bank transfer.
- Enhetschef
- Stockholms Sjukhem
- Bromma, Sweden
- SEK 540,000 – SEK 720,000New
- Fastighetsmäklare till SkandiaMäklarna Bromma
- SkandiaMäklarna
- Bromma, Sweden
- SEK 400,000 – SEK 700,000
- Undersköterska
- Stockholms Sjukhem
- Bromma, Sweden
- SEK 300,000 – SEK 360,000
- Senior Backend Developer - IT Martech
- ATG
- Bromma, Sweden
- Undersköterska
- Stockholms Sjukhem
- Bromma, Sweden
- AI Engineer - GenAI
- ATG
- Bromma, Sweden
- Logistics Manager
- Eltel Networks
- Bromma, Sweden
Work in Sweden operates within a highly structured framework shaped by collective agreements and strong labour protections. Hiring typically begins with a CV review followed by interviews; employers commonly request references, education verification, and sometimes language assessments. Employment contracts vary between permanent positions (the standard), fixed-term roles, and consulting arrangements, with most full-time work set at 40 hours per week. Working hours are strictly regulated—overtime is permitted but limited and compensated. Sweden's working year follows a clear rhythm: summer holidays (typically four weeks) are legally protected, and the autumn marks the main hiring season. Eligibility depends on work permits; EU/EEA citizens require only registration, while others need employer sponsorship. Salaries are paid monthly, usually on the same date each month, with payslips itemising tax, pension contributions, and union fees deducted at source.
Jobs by city in Sweden
- Stockholm215
- Linköping105
- Göteborg94
- Västerås62
- Malmö58
- Umeå34
- Lund33
- Ludvika30
- Solna30
- Luleå29
- Örebro28
- Gävle26
- Jönköping25
- Växjö21
- Karlstad21
- Karlskoga17
- Helsingborg17
- Karlskrona15
- Halmstad15
- Sundsvall14
- Huskvarna13
- Örnsköldsvik13
- Varberg12
- Eskilstuna12
Questions
Who can legally work in Sweden?
EU/EEA citizens can work freely; others require a work permit sponsored by an employer. The employer must demonstrate the role cannot be filled by EU/EEA citizens and meet salary thresholds set by the Migration Agency.
What types of employment contracts exist in Sweden?
The main forms are permanent (unbefristade) contracts, fixed-term (tidsbegränsade) contracts, and freelance/consulting agreements. Permanent contracts are the norm and offer stronger protections; fixed-term roles are limited to specific circumstances and durations.
What are standard working hours?
Full-time work is typically 40 hours per week, spread Monday to Friday. Part-time positions are common and clearly specified in contracts; any variation must be documented.
How is overtime handled?
Overtime is compensated through extra pay, time off in lieu, or a combination, as negotiated in the contract or collective agreement. Employers cannot demand unlimited overtime; regulations set maximum thresholds.
What documents do employers request from candidates?
Employers typically request a CV, references (often from previous employers), education certificates, and proof of identity. Some roles require language proficiency tests or background checks.
When is the main hiring season in Sweden?
Autumn (August to October) sees the highest volume of recruitment, with many roles starting in September. Spring hiring also occurs, but is less concentrated.
How much holiday entitlement do workers receive?
By law, employees receive a minimum of four weeks' paid holiday per year, typically taken as one continuous block in summer. Collective agreements often provide additional weeks.
How is salary paid and what deductions appear on payslips?
Salaries are paid monthly via direct bank transfer on a fixed date. Payslips itemise gross pay, income tax, employer and employee pension contributions, and union membership fees if applicable.
What role do unions play in Swedish employment?
Union membership is voluntary but widespread; unions negotiate collective agreements covering wages, conditions, and dispute resolution. Union fees are deducted directly from salary if the employee is a member.
Are there differences between permanent and fixed-term contract protections?
Permanent contracts offer stronger job security and are the default; employers must justify fixed-term roles. Fixed-term contracts have stricter legal conditions and cannot be renewed indefinitely to circumvent permanent employment.