Hire summer workers – what you need to know
As summer approaches, many companies see an increased need for extra staff. Hiring summer workers can be a valuable addition – but there are several things you need to keep in mind and a number of rules you should be aware of.
Plan your recruitment
Think through what kind of staffing needs you have before you start recruiting. Do you require any specific skills or, for example, a driving licence? Which personal qualities are important for managing the tasks and fitting into your team? Once you have clarified this, you can create a plan for how the recruitment process should be carried out.
Register as an employer
If you are hiring staff for the first time, you need to register as an employer with the Swedish Tax Agency (Skatteverket). You can easily do this via verksamt.se.
Write clear employment contracts
A written contract must always be drawn up and include terms such as salary, working hours, type of employment and any benefits. The contract provides important security for both you as the employer and for the employee.
Employment contract and content of the contract
Choose the right type of employment
There are mainly two types of employment to consider when hiring summer workers – permanent and fixed-term. The most common is to use fixed-term contracts such as temporary employment, substitute positions or seasonal work, depending on your needs.
Hiring a minor
Many summer workers are under 18, which means special rules apply. Minors are allowed to work, but the tasks must be adapted to their age and maturity, and the work environment must be safe and secure. Specific regulations govern, among other things, working hours and permitted tasks.
Tax deductions from salary
If the employee is a school pupil or student with temporary work during the holidays, you do not always need to deduct tax from their salary. If the person lives in Sweden for the entire year and their total income in 2026 is less than SEK 25,042, they may apply for adjusted tax (jämkning), meaning you do not need to make any tax deductions. The summer worker can provide a certificate stating that no tax should be deducted. It may be helpful to remind them about this certificate, which can be downloaded from the Swedish Tax Agency.
Download the form SKV 434 from the Swedish Tax Agency (in Swedish)
Consider the work environment
It is the employer’s responsibility to ensure that the work environment is safe and that no one becomes ill, is injured or dies as a result of their work. It is therefore important that you work proactively to prevent, for example, stress and accidents in the workplace.
The Working Hours Act regulates how much an employee may work, and the Work Environment Act also applies to summer workers. For young people under 18, stricter rules apply regarding both tasks and working hours.