What Nordic companies ask us
Direct answers. If your case is specific, send it to us and we answer that instead.
The model
What does an Employer of Record do?
It employs the person in Italy on your behalf. We hold the Italian contract and run payroll. You decide the work.
Do we need an Italian entity or branch?
No. Avoiding that is the purpose of the service.
Who manages the employee?
You: tasks, priorities, tools, one-to-ones, reviews.
How quickly can someone start?
EU and EEA citizens, including Swedes, Danes, Finns, Norwegians and Icelanders, can usually start a few days after signing. Non-EU hires take longer, depending on the permit.
Can we convert a freelancer?
Yes, typically within 30 days.
Part-time and fixed-term?
Both are normal in Italy. Fixed-term contracts have limits on length and renewals.
Money
What does it cost?
€250 per employee per month, plus the employment cost invoiced monthly on actuals.
What is the employment cost?
Gross salary, employer contributions, 13th month (and 14th where the CCNL has it), TFR, CCNL funds, and any benefits or expenses you approve.
Which currency?
SEK, NOK, DKK or EUR, at the EUR reference rate of the invoice date, without spread.
How does the cost compare with a Swedish hire?
Employer contributions are about 30% in Italy against 31.42% in Sweden; Italy adds the 13th month and the TFR. See Italy vs Sweden and the calculator.
Is there a deposit?
Yes: one month's estimated employment cost, refundable, plus the first month paid in advance. Every following month is paid in advance and adjusted to actuals.
What about permits?
€2,500 per case for the work permit and visa.
We already have an Italian company.
Then we can run your payroll at €55 per payslip.
Employment rules
Is dismissal similar to LAS?
In principle: a valid reason and a procedure are required. In practice the Italian procedure is more formal, and redundancy selection does not follow the Swedish turordning. Probation, up to 6 months depending on the CCNL, is when either side can end it freely.
How much holiday?
At least 4 weeks by law, plus public holidays. Most CCNLs add paid hours off.
Do we need health insurance?
No. Italy has a tax-funded national health service. Where a CCNL adds a supplementary health fund, its contribution is part of the employment cost.
What is the TFR?
A yearly accrual of about 6.91% of pay, owed when employment ends. We pay it monthly into a pension fund the employee chooses.
Is a CCNL like a kollektivavtal?
Close. It sets pay floors, levels, hours, notice and benefits for a sector. The difference: it applies to every employee from day one.
Can we use a non-compete?
Yes, if written, paid, and limited in time, place and scope.
Who owns the work?
Your company. Our contracts contain an IP assignment and confidentiality clause.
Equity, benefits, data
Can the employee join our share programme?
Yes. Italian tax treatment depends on the plan. [confirm option/RSU treatment]
What benefits are normal in Italy?
Electronic meal vouchers (tax-free up to €10 a day), a company car, supplementary pension and health cover, and fringe benefits within €1,000 a year, or €2,000 for employees with dependent children.
Where is the data?
On servers we run in the EU, processed under GDPR.
Can the employee work from Sweden for a while?
Short trips, yes. Longer periods abroad can move tax and social security to another country, so tell us before.
And if we open our own company later?
We transfer the employees with their seniority, and help with the setup through our partners.