Navigating salary negotiations in Sweden can be a unique challenge, especially for those unfamiliar with the Swedish job market which is influenced by a set of unspoken cultural norms.

Fortunately, this article simplifies the process of salary negotiation in Sweden, helping you get the most out of it.

To achieve that, I will teach you about:

• The factors that shape salary discussions in Sweden (from the impact of equality and fairness on wage talks to the significant role played by unions in determining pay scales)
• How salary raises in Sweden work

Also, I will give you practical advice on preparing for salary negotiations and how to negotiate salary successfully in Sweden.

So.. let’s do it!

How Is It to Negotiate a Salary in Sweden?

Unlike many other countries where salary negotiation is direct and often encouraged, in Sweden, the process is more restrained and structured.

Let me explain…

You Can Negotiate Your Own Salary

In Sweden, there’s this big secret that’s not really a secret but somehow a lot of expats seeking for a job don’t know about it.

Sure, we’ve got these “collective agreements” in most industries that set the standard for salaries in a lot of private and public companies (both international and national firms).

But here’s the kicker: you can totally negotiate your own salary to make sure your payslip is as big as it can get!

That’s how, in Sweden, you’ll stumble upon folks working at the same company, doing the exact same job, but somehow, they’re not taking home the same paycheck.

Some might start thinking that there is some kind of discrimination in place, but the reality is that some of these “lucky” workers have just mastered the art of salary negotiation which allows them to earn more than a good salary so they don’t have to frequently quit and look for higher paying jobs.

I other words: they’re not getting more because of favoritism or discrimination; they’re getting more because they knew how to ask for it. Simple as that!

You might be interested in: How to write a resignation letter in Sweden?

Influence of Unions

Just like with vacation days, unions play a pivotal role in salary discussions in Sweden.

This is a known fact among Swedish people that foreigners who recently got a work visa to work in Sweden aren’t frequently aware.

In a context where there is no “minimum salary” in Sweden, most industries have collective agreements (kollektivavtal) that set the standards for salaries which promotes consistency across industries.

The benefits of this system include stability and equity in pay, but it can also limit individual salary negotiation flexibility and potential for higher personal wage growth.

In other words, as an employee or job seeker in Sweden, your salary is more likely to be aligned with these collective agreements than purely based on your individual negotiation skills. This, of course, does not apply for freelancers (whose income depend on the amount of clients they get based on the business they have)

For example, in the education sector, the salary range for a teacher in Sweden averages at 34,100 SEK per month (approximately 409,000 SEK yearly), with the scale ranging from 17,700 SEK to 52,100 SEK​​. These figures are influenced by collective agreements negotiated between teachers’ unions and employers.

Structured Employment Contracts

Swedish employment contracts are typically well-defined and structured, leaving less room for on-the-spot negotiation.

This structure is heavily influenced by the prevailing market rates, job responsibilities, and, notably, union agreements.

For example, the average salary range for a Software Engineer in Sweden in 2023 is between 53,000 SEK to 660,000 SEK annually, with the median being around 493,000 SEK​​. This range is determined not just by the demand and supply in the job market, but also by the standards set in collective agreements negotiated by unions.

Therefore, when you enter a negotiation, it’s not just about your experience – it’s also about fitting into an existing framework that has been set by broader economic and social factors.

What about raises?

Well, salary raises in Sweden are generally modest, often intended to cover inflation and a small additional percentage which is closely tied with collective agreements (more on that later).

What does that mean?

Well, that means that normally, regardless of your level of effort at your job, in Sweden, your salary will often stay the same or increase alongside other coworkers that may not have worked as hard as you.

This is why if maximizing your income is your main priority, I’d tell you to start a business in Sweden instead of trying to find a job.

Market Value of Swedish Salaries

Employers tend to benchmark salaries against industry standards to ensure fairness and maintain competitiveness.

As such, the salary offer you receive is likely to be a reflection of the equilibrium between what the market dictates and the value you can bring to the particular role.

Also, it’s worth mentioning that, as previously discussed, unions in Sweden play a crucial role in setting salary standards through collective agreements.

Example: The average annual base salary for an Registered Nurse is approximately 420,000 SEK, with a range from 36,000 SEK to 45,000 SEK​​ a month

The bad news?

It’ll be very hard to “push through” those boundaries set by employers and unions and get a higher salary, no matter how well you are at salary negotiation during the job interview or even if you threaten to decline the job offer.

Swedish Cultural Norms

In Sweden, discussing one’s earnings openly, especially among colleagues, can be perceived not just as unusual, but even as a mistake.

This is rooted in the Swedish value of ‘Jantelagen‘, a concept emphasizing collective harmony and discouraging the display of personal success or wealth.

That’s how this “cultural norm” significantly influences how salary negotiations are approached.

That’s how in Sweden, you won’t find the aggressive, back-and-forth bargaining that might be common elsewhere.

Here, the salary negotiation process is more about finding a middle ground that respects the employer’s budget and aligns with broader market standards (normally set by unions).

But what does this balance entail?

Essentially, it means entering negotiations with an understanding of what is generally acceptable and expected in your industry and role.

Preparation for Salary Negotiation

Even though I mentioned that salary negotiation is not easy in Sweden (not at all) I do still recommend people to do some kind of preparation if it comes the time to negotiate your salary with a Swedish employer.

Here’s how I’d approach this:

Know the Position’s Salary Range

Begin by inquiring the Swedish employer about the salary range early in the process and do your own research to find the salary range for the specific position you’re applying to.

In Sweden, salary ranges are often closely tied to collective agreements and market standards which is why I’d tell you to conduct thorough research to understand these standards.

This can involve looking at:

• industry reports (Statista and the Swedish statistical agency, a.k.a. SCB, offer detailed information on average monthly salaries in Sweden by industry)
• salary surveys (Glassdoor or PayScale can provide insights into what similar roles pay at other companies)
• job posting sites (Arbetsförmedlingen, are valuable resources for finding salary information in job listings)

to get a general idea of the salary range for your role.

This step is crucial as it helps you assess whether the potential offer aligns with your expectations and needs. If it doesn’t, then you can decline it from the get go and open the door to a potential job offer with a higher salary.

Also… don’t forget to factor in your skills!

Consider how your experience and skill set align with the job requirements, and adjust your expected salary range accordingly. Otherwise, you’d just be leaving money in the table.

Check With Your Union

I’d also tell you to find out which union represents your profession in Sweden as Unions not only provide comprehensive data on salary standards (which is key in the context of a salary negotiation) but also give insights into the latest trends and norms in your industry.

Let me paint a picture how using salary information coming from Unions can be essential in a salary negotiation with an easy example:

Example with Union of Engineers (Sveriges Ingenjörer)

If you’re an engineer, the Union of Engineers, known as Sveriges Ingenjörer, is the relevant organization for you.

So, begin by visiting its website.

Here, you will find a wealth of information tailored to engineering professionals in Sweden designed to help you gauge the average salary for various engineering roles.

They have a dedicated area where you can see all the salary statistics for engineers in Sweden based on sector (private or public), years of experience, and location within Sweden.

That way you’ll be able to get an estimate of the average salary for your role which you can later use to negotiate your salary.

Pro tip: You can even contact Sveriges Ingenjörer directly for more personalized advice. Their experts can provide insights tailored to your individual situation and the latest trends in the engineering sector in Sweden.

How to Negotiate Salary in Sweden

Now we get to the part you’ll be waiting for: my actual guide on how to negotiate your salary with a Swedish employer.

After communicating to you that they’d like to move forward and hire you and right before signing the contract, you will be called by the Swedish recruiter for a call for the purpose of discussing your salary.

At that point, this is what I’d do:

Aim to Maximize ALL Benefits

In Sweden, salary negotiations often revolve around not just the salary but also vacation days and a wide variety of other benefits.

I mean, consider an employee who accepts an average salary but secures an excellent array of benefits. They might receive a standard monthly pay, yet enjoy 20 extra vacation days (on top of the regular 25 annual days set by Swedish law), a comprehensive wellness program including gym memberships, overtime hours paid at a higher rate, regular health check-ups, and stress management workshops, along with contributions to a housing fund that assists in either rent or home loan payments.

Pretty cool, huh?

That’s why I believe the primary focus should be on negotiating a fair salary along with other non-monetary benefits, such as:

• Added vacation days
• Pension contributions, known as löneväxling (10.21% employer contribution is the standard, and any contribution above this is great)
• Wellness benefits (gym memberships, meditation time during working hours and mental health support)
• Assistance with housing (better work equipment, housing subsidies and relocation assistance)
• Stock options (yeah I know, it’s a monetary benefit… but still)

Highlight Your Unique Contribution

Another tip to earn a good salary would be to focus on how your unique contributions add value to the specific role (just as you tried to do with your CV and cover letters).

You should present your skills in the context of the position and its main tasks, thus highlighting how your expertise could satisfy the needs of the company.

This tactic shifts the conversation from what you want to earn to what you can offer, thereby framing the salary discussion around the value you bring to the table, thus increasing your chances of getting a higher offer.

You might say, “Considering my track record in driving successful marketing campaigns, which aligns well with your company’s goals, I am confident that my contribution would be significant. Therefore, I believe a salary of 580,000 SEK would be commensurate with the impact I can make.”

Use the Salary Range to Your Advantage

As explained earlier, doing a proper research regarding what is the industry standard of the salary range for your position is key before you enter a salary negotiation.

I mean, how else are you supposed to know what salary to negotiate for if you don’t know what are the industry standards?

So, let me refresh your mind in terms of how I’d do this:

Start by accessing online platforms that will give you a better idea of the salary ranges for your desired position.

You can visit the following websites:

• Glassdoor
• PayScale
• or the Swedish statistical agency SCB.

These websites will have lots of information on salary ranges for different industries in Sweden. Try to get as much info as possible.

Then, visit Swedish union websites to get up-to-date information on salary ranges within specific industries and roles. For instance, if you’re an engineer, you can visit the Sveriges Ingenjörer’s website.

Once you do this, you’ll get an idea regarding what salary range your position usually pays, you just have to pick a salary that feels comfortable in that range and present it to the recruiter as the salary you’d like to earn.

How can you use this salary range in your salary negotiation?  Use this salary range as a baseline in your salary negotiation. Aim for the upper part of this range, especially if your job experience justifies it. Try to articulate clearly how your skills and achievements align with the higher end of this range, and be prepared to negotiate assertively yet realistically within these boundaries.

Use Your Potential Employer’s Values

I’d recommend you to make an extra effort to research and spot your potential Swedish employers’ values (such as teamwork, long-term employee development, etc)

After doing that, you should try to communicate in what specific ways you align with these values as it should increase the likelihood of a favorable outcome regarding your salary.

Example: Suppose you’re interviewing for a company that values cost-saving approaches (i.e. IKEA). In this case, emphasize how your creative problem-solving skills have led to significant cost saving in your previous roles. This alignment with the company’s core values can justify a higher salary within, or even above, the market range, as you’re directly contributing to key areas of the company’s strategic goals.

Other Salary Negotiation Techniques

Here’s a few salary negotiation techniques that I believe will help you when it comes time to talk about your salary with Swedish employers:

Be Direct

In Sweden, regardless the language you speak, honesty in communication is deeply rooted in cultural values that emphasize integrity; therefore, being direct is seen as a sign of respect.

So, when discussing salary, I’d say that being open about your salary expectations is likely to maximize your chances of getting a higher salary, as it facilitates a straightforward negotiation process which is highly valuable to Swedish employers.

Here’s what you could say: “Based on my research and experience, I believe a salary of [X SEK] aligns with the market standards and the value I bring to this role. Could we discuss this further?” This method demonstrates your preparedness and awareness of market conditions.

Consider Job Hopping

While loyalty to one employer has its merits, sometimes hopping jobs is a more effective way to achieve significant salary growth in Sweden.

Why? Well.. because moving to a new company can provide the opportunity to negotiate a higher starting salary, reflecting the current market rates which ofter slowly increase due to inflation and demand.

I know, I know… this isn’t actually a salary negotiation technique as you’d be changing employers.

However, there’s still the chance that the current employer could offer you a higher salary to entice you to keep the position.

For instance, take my friend who works as a software engineer who managed to increase his salary by 20% through job switching (jumping from 400.000 SEK to 480.000 SEK). This increase, however, came with its own set of challenges (which must be taken into account too!), such as adapting to a new work culture and building rapport with a new team.

Post-Negotiation Steps and Considerations

Now I’d like to talk about some considerations I believe are important to ensure a smooth transition into your new role once the salary negotiation is over (at least verbally).

Put It In Writing

Once you’ve reached a verbal agreement on your salary and benefits, it’s essential to get everything in writing.

Why?

In Sweden, a written employment contract is not just a formality; it’s a critical document that legally binds the terms agreed upon during negotiations.

In other words, by signing an employment contract you’ll eliminate any ambiguities and ensure that both parties (you and the employer) will have a clear understanding of the employment terms you just negotiated.

Don’t Forget Future Renegotiations

I always recommend job seekers to be aware that their salary and benefits should be revisited periodically.

Otherwise, how do you expect to get better benefits as time passes?

In Sweden, salary reviews are often conducted annually and are based on factors like individual performance, changes in the market, and economic conditions (such as inflation, which has been a serious issue lately).

That’s why I’d tell you to keep track of your achievements, contributions, and any market changes that might impact your role as this will be valuable when discussing future salary increases or renegotiating terms of your employment (a.k.a. getting more non monetary benefits).

Keeping a detailed record of your achievements and staying informed about market and economic trends will equip you with strong points to bring to the table during these renegotiations.

Quick Example Let’s say you started a role at 500,000 SEK per year as a software engineer. Over the year, you’ve successfully led several key projects while the market rate for your role increases due to high demand. Now, let’s consider the noticeable inflation rate affecting the Swedish economy. Armed with this information, you could realistically negotiate an increase to 550,000 SEK and ask for added vacation days during the annual review at your company

Frequently Asked Questions

When do salary negotiations take place?

Even though the recruiter might ask you your salary expectations at the beginning of the recruiting process, normally, the salary negotiations take place at the end of this process, right before signing the contract.

What to say and NOT to say in a salary negotiation in Sweden?

What to say (in an organized and serious manner):

• How you will contribute to the company in solving their problems
• What did you do during your work experience which could help the recruiter picture your value to your prospective company
• Investigate the company’s values and salary ranges of your industry to be well prepared for a salary negotiation
• what are your salary and non-monetary benefits expectations for the new position

What not to say/do:

• Don’t be unprofessional (i.e. don’t make jokes) during a salary negotiation as Swedish recruiters don’t appreciate this
• Don’t ask too much, always stay within the salary range
• Don’t get mad if they don’t accept your salary ask, be prepare to negotiate while maintaining a respectful tone in the conversation
• Avoid using your personal situation as a justification to get a higher salary