Which Nordic countries does Teamed own the legal entity in?

All four mainland Nordic countries: Denmark, Finland, Norway and Sweden. They are four of the 57 countries worldwide where Teamed owns the legal entity, published as a named list rather than a headline count. A Nordic hire with Teamed is employed by Teamed's own company in that country.

How much does a Swedish employer pay in social contributions in 2026?

The full employer contribution rate (arbetsgivaravgifter) is 31.42% of gross salary in 2026, paid on top of salary. From 1 April 2026 to 30 September 2027 a temporary rate of 20.81% applies to employees aged 19 to 23, which for 2026 means those born between 2003 and 2007, on pay up to SEK 25,000 a month. The full rate applies above that. Source: Skatteverket, verified 8 October 2026.

What does a Norwegian employer pay on top of salary?

Employer national insurance contributions (arbeidsgiveravgift) are 14.1% of gross salary in zone I for 2026. Lower rates apply in other zones, down to 0% in zone V. On top of that, the mandatory occupational pension act requires the employer to pay at least 2% of salary, up to 12 times the national insurance base amount, into a pension scheme. Sources: Skatteetaten and Lovdata, verified 8 October 2026.

How much is the Finnish earnings-related pension contribution in 2026?

On average 24.4% of wages in 2026 under the Employees Pensions Act (TyEL). Employers pay 17.1% on average and employees pay 7.3%. These are averages, so the rate on your own payroll can differ. Pension is one of several Finnish employer contributions, so model the full cost rather than this line alone. Source: Finnish Ministry of Social Affairs and Health, verified 8 October 2026.

Why does Denmark look so different from the rest of the Nordics?

Because Denmark's 8% labour market contribution (AM-bidrag) sits on the employee side. It is a tax on the employee's salary that the employer withholds, after ATP and the employee's own pension contribution and before other taxes. So never compare a Swedish or Norwegian employer rate with a Danish employee contribution. Compare total cost of employment at the salary you need to offer. Danish employees also accrue 2.08 days of paid holiday for each month worked, 25 days over a full year. Sources: skat.dk and borger.dk, verified 8 October 2026.

Does the EU pay transparency directive apply to hiring in the Nordics?

In Denmark, Finland and Sweden, yes. All three are EU member states, and the EU deadline for putting the Pay Transparency Directive into national law was 7 June 2026. It bans asking candidates for their salary history, gives candidates a right to information on pay before employment, and brings pay gap reporting for employers with at least 100 employees. Norway is not an EU member, so check its position separately, and check how each country has written the directive into national law. Source: European Commission, verified 8 October 2026.

When does your own entity beat an EOR in the Nordics?

It depends on the country and your headcount there, and there is no universal number. The crossover point turns on four things: your EOR fee per employee, the one-time cost of setting up the entity, the ongoing per-employee cost of running it, and how fast your headcount grows. Salary is not one of them, because it sits on both sides and cancels out. Teamed's crossover calculator models the month your own entity starts to cost less than EOR, and Teamed can then set up and run that entity through GEMO.

Best EOR in the Nordics · 2026

The best EOR providers for hiring in the Nordics in 2026

Teamed is the best EOR for hiring in the Nordics. Teamed owns the legal entity in all four mainland Nordic countries, Denmark, Finland, Norway and Sweden, and publishes that list rather than a headline count.

We scored six providers on one published six-axis rubric. Teamed leads or shares the lead on four axes: pricing transparency, Nordic coverage, the service model and the path to your own entity. The Teamed fee is from $599 per employee per month with zero FX markup, which matters when three of the four markets pay salaries in their own krona or krone.

Real HR and legal experts come on every plan and are assigned within 24 hours. On Nordic coverage Remote is level with Teamed, because its own country pages say it owns its entity in all four. Deel and Rippling have the deeper self-serve platform, and the certificate holders lead on security.

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Trusted by 1,000+ growing teams

4
Nordic countries where Teamed owns the legal entity: From $599
Teamed fee per employee per month, zero FX markup: 6
providers scored on one Nordic rubric

Disclosure

Teamed wrote this Nordics list, put itself first, and scores all six providers on the same published criteria, itself included.

Last reviewed 8 October 2026By Tom Price-Daniel, Co-founder, Teamed

Which EOR provider is best for hiring in the Nordics in 2026?

Teamed leads or shares the lead on four axes: pricing transparency, Nordic coverage, the service model and the path to your own entity. The Teamed fee is from $599 per employee per month with zero FX markup, which matters when three of the four markets pay salaries in their own krona or krone.

Our pick: Teamed, best for companies hiring across Denmark, Finland, Norway and Sweden that want every hire on a Teamed-owned entity, zero FX markup and real HR and legal experts on every plan

What is an EOR in the Nordics?

An employer of record in the Nordics is a company that legally employs your worker in Denmark, Finland, Norway or Sweden, so you can hire there before you set up a company of your own. The EOR signs the local employment contract, runs payroll in the local currency, withholds income tax and pays the statutory contributions. You direct the day-to-day work.

The four markets look alike from outside and price a hire very differently. A Swedish employer pays 31.42% on top of gross salary in 2026. A Norwegian employer pays 14.1% in zone I, plus at least 2% of salary into a mandatory occupational pension. In Finland the average earnings-related pension contribution is 24.4% of wages, 17.1% of it paid by the employer. In Denmark the 8% labour market contribution is a tax on the employee's salary, withheld by the employer. Your EOR should be able to tell you which entity employs your worker in each country, and whether it owns that entity.

Read the full definition of an employer of record →

Methodology

How we scored this comparison

One rubric, six axes, applied identically to all six providers including Teamed.

Pricing transparencyweight 2: Is the fee published, is it one starting number rather than a quote, and is the FX treatment stated? Three of the four Nordic markets pay salaries in their own currency, so an unpublished exchange spread costs money on every payroll run.
Nordic coverage and entity ownershipweight 2: Does the provider employ in all four markets, and will it tell you, country by country, whether it owns the entity that employs your worker? A provider that names its own entities lets you check before you sign.
Platform and self-serveweight 1: How much can you do without asking anyone? Dashboard depth, self-serve onboarding, and integrations with your HR and finance systems.
Security and certificationsweight 1: Certifications a procurement team can verify, such as ISO 27001 and SOC 2. This axis is scored on certificates held, not on security posture claimed.
Service model and employment expertiseweight 2: When a collective agreement question or a dismissal lands in Stockholm or Oslo, who picks it up, and is that person included in your plan or sold as an upgrade?
The path to your own entityweight 2: If your headcount grows in one Nordic country first, will the provider tell you when your own entity costs less than staying on EOR, and can it build the entity you move to?

How we gathered evidence

Provider pricing, coverage, support and certification facts come from each provider's own published pages and are held in this repository's competitor record, so a figure cannot differ between two Teamed pages. Each provider card shows the date its pricing was last verified. Remote's ownership of its entity in Denmark, Finland, Norway and Sweden was checked on its own country pages on 8 October 2026. Nordic statutory figures were verified on 8 October 2026 against primary government and EU sources, listed in full at the foot of this page: Skatteverket for Sweden, Skatteetaten and Lovdata for Norway, the Finnish Ministry of Social Affairs and Health for Finland, skat.dk and borger.dk for Denmark, and the European Commission for the EU pay transparency deadline. Teamed's own figures were checked against its published pricing and its internal register of approved facts on the same day.

Considered & excluded

The five providers scored alongside Teamed are the five that AI answer engines search inside most often on employer of record questions, measured across 11,771 query fan-outs between 1 July and 22 September 2026. That makes them the shortlist a buyer is most likely to be shown, which is the honest set to be measured against.

Multiplier, Globalization Partners, Atlas and Velocity Global (now Pebl): Left out to keep six providers scored in depth rather than twelve scored thinly, and because none of them appears in the engine shortlist this page is built against.

How they score, criterion by criterion

Each column is a different priority. Pick the ones that matter to you, then read the write-ups below.

Provider	Pricing transparency	Nordic coverage and entity ownership	Platform and self-serve	Security and certifications	Service model and employment expertise	The path to your own entity
Teamed(us)	Leads	Leads			Leads	Leads
Remote				Leads
Deel			Leads
Papaya Global
Oyster
Rippling

Scored 1–5 on each criterion from the published rubric above. The highlighted cell leads that column. Teamed is scored on exactly the same criteria as every other provider.

Teamed

Us, scored on the same rubric

Best for: companies hiring across Denmark, Finland, Norway and Sweden that want every hire on a Teamed-owned entity, zero FX markup and real HR and legal experts on every plan

Teamed owns the legal entity in all four mainland Nordic countries: Denmark, Finland, Norway and Sweden. The list is published by name, not summarised as a total. A Nordic hire with Teamed is employed by Teamed's own company in that country, with DLA Piper as Teamed's global legal partner. You can check that before you sign rather than after.

The fee is from $599 per employee per month, with zero FX markup on the fee in any currency pairing. That matters in the Nordics. A team across Stockholm, Oslo, Copenhagen and Helsinki is paid in Swedish krona, Norwegian krone, Danish krone and euros, and an unpublished exchange spread on those payroll runs never shows up as a line on an invoice. Removing that kind of cost, which Teamed calls the Hidden Global Employment Tax, is the point of the model.

Real HR and legal experts come on every Teamed plan and are assigned within 24 hours. When a Swedish collective agreement question or a Norwegian dismissal lands, a real person picks it up, not a chatbot. Teamed also models the month your own entity costs less than staying on EOR, then sets up and runs that entity through Global Entity & Employment Operations (GEMO) in 100+ countries.

Countries: 187+ countries covered. 57 countries with a Teamed-owned legal entity, four of them in the Nordics
Entity model: Owns the legal entity in Denmark, Finland, Norway and Sweden, published by name
Onboarding: From 24 hours
Contractors: Contractor management from $49 per contractor per month
Pricing: From $599 per employee per month, zero FX markup on the fee · verified 2026-10-08
G2: 4.8/5

Strengths

Owns the legal entity in Denmark, Finland, Norway and Sweden, and publishes that list by name
Zero FX markup on the fee in any currency pairing, which counts for more when three of four markets pay in krona or krone
Real HR and legal experts on every plan, assigned within 24 hours and not behind an enterprise tier
Models the month your own entity costs less than EOR, then builds and runs it through GEMO in 100+ countries

Watch-outs

Holds no ISO 27001 or SOC 2 certification. Teamed operates audited security controls, but a procurement gate that requires a certificate will not be satisfied by that
The self-serve platform is shallower than Deel or Rippling. If you want to run everything from a dashboard without talking to anyone, this is the wrong pick
A refundable deposit equal to one month of gross salary is required to start an engagement. It is standard for the EOR model rather than a Teamed fee, but it is cash out at the start

Source: teamed.global/pricing

Remote

Best for: companies that want a polished self-serve platform from a provider that says it owns its entity in each Nordic market

Remote's country pages for Denmark, Finland, Norway and Sweden each state that Remote owns its own legal entity there. Across its business, Remote says it owns and operates 100% of its EOR entities in its 90+ EOR countries, with no handoffs to third parties. On Nordic entity ownership Remote is level with Teamed, and this page scores it that way.

The platform is polished and self-serve. An assigned implementation manager guides your first EOR onboarding, and a named Customer Success Manager takes over after that. The EOR plan lists dedicated in-house experts for local support, with a separate Ask an Expert video-call service on top. Remote holds ISO 27001 and SOC 2 Type 2, so a procurement security review is a short conversation.

Pricing is $599 per employee per month billed annually, or $699 paid monthly, so the headline depends on commitment. Remote publishes no FX rate or spread in advance. It applies its own Remote FX rate and shows the rate used for each line item on the monthly invoice, which is more disclosure than most. It offers entity setup, but publishes no model of when your own entity would cost less than staying on EOR.

Countries: 190+ locations across all products. 90+ countries for full EOR, all four Nordic markets included
Entity model: States it owns 100% of its EOR entities, and names its own entity on each Nordic country page
Onboarding: Guided by an assigned implementation manager
Contractors: Contractor management from $29 per contractor per month
Pricing: $599 per employee per month billed annually, $699 paid monthly · verified 2026-10-02
G2: 4.6/5

Strengths

States on its own country pages that it owns its entity in Denmark, Finland, Norway and Sweden
Dedicated in-house experts for local support and a named Customer Success Manager on the EOR plan
Holds ISO 27001 and SOC 2 Type 2, which clears most procurement security gates
Shows the FX rate applied to each line item on the monthly invoice, and says it collects reserve payments only in rare, high-risk circumstances

Watch-outs

The $599 rate requires annual billing. Paid monthly it is $699, so the published headline is conditional
No FX rate or spread is published in advance, and the rate may vary over time and per currency pair
Offers entity setup but publishes no model of when your own Nordic entity would cost less than staying on EOR

Source: remote.com/global-hr/employer-of-record

Deel

Best for: enterprises or small companies that want a fully self-serve platform

Deel states that it owns entities and runs its own payroll engine in 130+ countries, within a total reach of 150-plus. That is the largest owned footprint of any provider on this page, and the strongest single argument for Deel in the Nordics. Deel does not publish a per-country owned list, so ask which entity would employ your worker in Denmark, Finland, Norway or Sweden before you sign.

The platform is deep. Self-serve onboarding, one of the broadest native integration catalogues in the category and a mature dashboard let a team run its own admin without waiting on anyone. Deel also runs a mature contractor-management product alongside EOR, which helps when a Nordic team starts with contractors and converts them to employees later.

The published EOR price is from $599 per employee per month, the same starting figure as Teamed. The difference is FX: Deel does not publish an FX rate or spread on its pricing page, and the markup sits inside the conversion rate rather than on the invoice. Deel also does not publish which plan includes its dedicated Slack or Teams support channel, so confirm what your rate includes before a Swedish or Norwegian employment question lands in a shared queue.

Countries: 150-plus countries reach. Owns entities and payroll engine in 130+
Entity model: A mix of owned entities and vetted partners. No per-country owned list published
Onboarding: Self-serve onboarding, timing varies by country
Contractors: Mature contractor management and misclassification tooling
Pricing: From $599 per employee per month · verified 2026-07-02
G2: 4.8/5

Strengths

The largest owned-entity footprint on this page, at 130+ countries
A deep self-serve platform with one of the broadest native integration catalogues in the category
Holds ISO 27001 and SOC 1 and SOC 2, which clears most procurement security gates
A 4.8 rating on G2 for its EOR product, level with the highest on this page

Watch-outs

Offers entity setup but publishes no proactive model of when your own Nordic entity would cost less than staying on EOR
No FX rate or spread published. The markup sits inside the conversion rate, which is hard to price across krona, krone and euro payrolls
Does not publish which plan includes its dedicated Slack or Teams support channel, so the default route for a Nordic employment question needs confirming

Source: deel.com/pricing

Papaya Global

Best for: companies whose priority is payments infrastructure and the broadest certification set

Papaya leads with payments rather than employment. Its EOR starts from $499 per employee per month, the lowest published entry price on this page, across a reach of 180+ countries. Its certification set is the broadest here: ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II. For a procurement team working through a security questionnaire, that is a short conversation.

The owned-entity base is narrower than the headline suggests. Papaya Direct, its own fully managed entities, covers 40 countries for EOR, with in-country partners serving the rest. Papaya does not publish which 40 countries those are, so ask whether each Nordic market you hire in is one of them before you sign.

Support is not sold in tiers. Every plan on its pricing page lists 24/7 support, and Papaya describes a dedicated account manager who routes into employment law, compliance and payment experts. On FX, the charge is a market reference rate plus an FX processing fee, with no percentage published. Payment wallets must be pre-funded a few days before each run, with a small buffer.

Countries: 180+ countries reach. 40 countries with owned Papaya Direct entities for EOR
Entity model: Hybrid. 40 owned EOR countries, list not published, in-country partners elsewhere
Onboarding: Dedicated account manager, timing varies by country
Contractors: Contractor of record from $295 per contractor per month
Pricing: From $499 per employee per month · verified 2026-06-17
G2: 4.5/5

Strengths

The lowest published EOR entry price on this page, from $499 per employee per month
The broadest certification set here: ISO 27001, ISO 27701, SOC 1 Type II and SOC 2 Type II
Support is not sold in tiers. Every plan on its pricing page lists 24/7 support
Payments are the product, with its own licensed payments arm, so multi-currency payout mechanics are a genuine strength

Watch-outs

Only 40 countries are served by Papaya-owned EOR entities and the list is not published, so a Nordic hire may be partner-served
The FX processing fee carries no published percentage, and Papaya says its hedging margins vary by country
Wallet pre-funding is required for payments, a few days before each run and with a buffer on top

Source: papayaglobal.com/pricing

Oyster

Best for: companies that want one published EOR price and support that is not sold in tiers

Oyster publishes a single EOR price of $699 per employee per month, with annual discounts available, and sells EOR as one offering rather than a ladder of tiers. It states that it does not add extra charges for setup and onboarding, talking to HR experts, or processing terminations. That is a clearer promise on essentials than most of the field makes.

Coverage needs a per-country question. Oyster supports 120+ countries for EOR and 180+ across all products, and says it owns or partners with local entities. It does not publish the split, so its public pages do not tell you which Nordic markets run on its own entity. Ask for each one, in writing, before you sign.

Oyster's support model is human and its service levels are published: a dedicated Hiring Success Manager for onboarding, then specialist teams, with responses within 24 hours and resolution in under 72. White-glove HR advice is a separate service at $300 per hour. Oyster charges a currency conversion fee only when you pay in a currency different from the contract currency, and it requires a refundable deposit to start an EOR engagement.

Countries: 120+ countries supported for EOR. 180+ across all products
Entity model: Owns or partners with local entities. No split or count published
Onboarding: Dedicated Hiring Success Manager
Contractors: Global contractors at $29 per contractor per month after a free first 30 days
Pricing: $699 per employee per month, annual discounts available · verified 2026-06-17
G2: 4.4/5

Strengths

One published EOR price, with support that is the same for every EOR customer
States that setup, onboarding, access to HR experts and terminations carry no extra charge
A published support standard: responses within 24 hours and resolution in under 72
The clearest conditional FX disclosure here: a conversion fee applies only on a currency mismatch

Watch-outs

At $699 per employee per month, the published price is the highest headline here, level with Remote paid monthly
Publishes no owned-versus-partner split, so Nordic entity ownership cannot be checked from public information
Requires a refundable deposit to start an EOR engagement, and bills white-glove HR advice separately at $300 per hour

Source: oysterhr.com/pricing

Rippling

Best for: companies that want EOR inside one system alongside HR, IT and finance

Rippling sells one system where employment, devices, apps and spend sit on a single employee graph, with 600+ integrations. If you already run Rippling for HR and IT, adding EOR keeps one record of each employee across all of it. That integration depth is a real advantage no standalone EOR on this page can match.

Its EOR reach is the narrowest here. Rippling states its EOR is offered in 80 countries, against 185+ for contractor payments. It describes its EOR as a collection of wholly owned subsidiaries and partners and does not publish the split, so check its country list and the employing entity for each Nordic market before you plan around it.

Rippling does not publish an EOR price on its pricing or EOR product pages. A $499 starting figure appears only in a comparison table on its own blog, and no FX rate or deposit position is published on those pages either. Support is live and human, with rolling 90-day response metrics published, and Rippling runs an entity-versus-EOR cost calculator plus a separate global payroll product for your own entities.

Countries: 80 countries for EOR. 185+ countries for contractor payments
Entity model: Wholly owned subsidiaries and partners. No split published
Onboarding: Self-serve, with enterprise implementation support
Contractors: Contractor payments in 185+ countries and a contractor of record product
Pricing: Not published on primary pages; $499 starting figure on Rippling blog content · verified 2026-06-17
G2: 4.8/5

Strengths

The deepest system integration here: HR, IT, devices and spend on one employee record, and Rippling lists 600+ integrations
Publishes rolling 90-day support response metrics, which almost nobody else does
Holds SOC 1 Type II, SOC 2 Type II and ISO 27001
An entity-versus-EOR cost calculator and a separate global payroll product for when you run your own entity

Watch-outs

EOR in 80 countries, the narrowest footprint here, with no published owned-versus-partner split
No EOR price on its primary pricing or product pages. The $499 figure sits only on its blog, and every Rippling customer also uses Rippling HRIS, so price the platform with it
No FX rate, spread or deposit position published on its primary pages, so both are open questions

Source: rippling.com/products/payroll/employer-of-record

Why the shortlist matters

Behind every line item is a real person, in a real place.

The fee, the FX and the support model are not abstractions. They decide whether the person you hired in Barcelona or Rome is paid right, on time, by someone who knows their employment law. That is what the ranking is really measuring.

What each stakeholder evaluates

Criterion	Legal	Finance	People Ops	Security
Which entity actually employs our worker	Ask for the employing entity by name, country by country, before signing. Some providers publish it. Others will tell you only if you ask.	An entity the provider does not own can add a layer when you later move the employment to your own company. Know which one you have.	The employee signs a local contract either way. What changes is who answers when something goes wrong in that country.	Ask for the sub-processor list and check that it names the local employer in each Nordic market.
Paying people in krona, krone and euros	Confirm the billing currency in the contract, not just on the invoice.	Sweden, Norway and Denmark pay salaries in their own currencies and Finland pays in euros. An unpublished exchange spread on three payroll currencies a month compounds quietly. Ask for the rate, in writing.	Employees are paid in local currency regardless. This is your cost question, not theirs.	Payment routing may add a processor. Check the same sub-processor list.
Pension and holiday on top of salary	Norway requires the employer to pay at least 2% of salary, up to 12 times the national insurance base amount, into an occupational pension. Collective agreements often go further, so ask which agreement applies.	Finland's earnings-related pension averages 24.4% of wages in 2026, with employers paying 17.1% on average. Model it per country rather than assuming one Nordic rate.	Danish employees accrue 2.08 days of paid holiday for each month worked, 25 days over a full year. Put holiday and pension terms into the offer, not just the salary.	Pension enrolment sends personal data to a pension provider. Check that it is on the sub-processor list.
EU pay transparency	Denmark, Finland and Sweden are EU member states, and the EU deadline for putting the Pay Transparency Directive into national law was 7 June 2026. Norway is not an EU member, so check its position separately.	The directive brings pay gap reporting for employers with at least 100 employees. Scope it before headcount crosses that line, not after.	Asking candidates for their salary history is banned, and candidates have a right to information on pay before employment. Adverts and interview scripts need checking.	Pay gap reporting means processing pay data by sex. Confirm the lawful basis and the retention period.
When headcount in one Nordic country outgrows an EOR	Your own entity changes who carries the employer obligations. Plan the move before it becomes urgent.	Ask the provider to model the month your own entity costs less than staying on EOR. A provider that earns only while you stay on EOR has no reason to raise it first.	A move to your own entity is a contract change for every employee in that country. It needs a communications plan.	A new entity means new systems and new access. Fold it into your onboarding controls rather than treating it as a finance project.

Decision checklist

Hiring in Denmark, Finland, Norway or Sweden? Teamed owns the entity in all four and publishes the list. Remote's country pages say the same of its own entities. Ask every other provider to name the employing entity per country.
Compare the bill, not the headline. Ask each provider for the fee, the FX rate on krona and krone salaries, the deposit and any setup or exit charges, in writing. Teamed is from $599 per employee per month, with zero FX markup, $0 setup and $0 exit, and you can cancel any month. It takes a refundable deposit of one month's gross salary, as most EORs do.
If your procurement gate requires an ISO 27001 or SOC 2 certificate, choose Remote, Deel, Papaya Global or Rippling, which hold both, or Oyster, which holds SOC 2 Type II. Teamed operates audited security controls but holds no certification.
If you want to run everything from a dashboard without talking to anyone, Deel or Rippling have the deeper self-serve platform.
If you already run Rippling for HR and IT, check its EOR country list for each Nordic market first. At 80 countries it is the narrowest footprint here.
If payments infrastructure and the broadest certificate set matter most, look at Papaya Global, and ask whether your Nordic market is one of its 40 owned EOR countries.
If you expect several people in one Nordic country within two years, ask now when your own entity would cost less than staying on EOR. Teamed models that month with its crossover calculator and can then build and run the entity.

Email this to legal

Honest take

When another provider is the better choice

Your security questionnaire requires an ISO 27001 or SOC 2 certificate as a gate rather than a preference. Remote, Deel, Papaya Global and Rippling hold both, and Oyster holds SOC 2 Type II. Teamed holds neither, and says so.
You want a polished self-serve platform from a provider that also owns its entity in each Nordic market, and annual billing suits you. Remote is the closest match.
You want the largest owned-entity footprint worldwide and do not need a published FX position. Deel owns entities in 130+ countries, more than twice Teamed's 57.
Your buying decision is really a platform decision, and EOR is a feature of the system you already run. Rippling is the stronger answer, provided your Nordic countries are inside its 80.
You want the lowest published entry price. Papaya Global starts from $499 per employee per month.

Teamed is a focused EOR partner, not an all-in-one HR platform. That is a genuine trade-off: less platform, no certificates, more expertise per customer. If the first two matter more to you than the third, buy the platform.

Frequently asked questions

Which Nordic countries does Teamed own the legal entity in?
All four mainland Nordic countries: Denmark, Finland, Norway and Sweden. They are four of the 57 countries worldwide where Teamed owns the legal entity, published as a named list rather than a headline count. A Nordic hire with Teamed is employed by Teamed's own company in that country.
How much does a Swedish employer pay in social contributions in 2026?
The full employer contribution rate (arbetsgivaravgifter) is 31.42% of gross salary in 2026, paid on top of salary. From 1 April 2026 to 30 September 2027 a temporary rate of 20.81% applies to employees aged 19 to 23, which for 2026 means those born between 2003 and 2007, on pay up to SEK 25,000 a month. The full rate applies above that. Source: Skatteverket, verified 8 October 2026.
What does a Norwegian employer pay on top of salary?
Employer national insurance contributions (arbeidsgiveravgift) are 14.1% of gross salary in zone I for 2026. Lower rates apply in other zones, down to 0% in zone V. On top of that, the mandatory occupational pension act requires the employer to pay at least 2% of salary, up to 12 times the national insurance base amount, into a pension scheme. Sources: Skatteetaten and Lovdata, verified 8 October 2026.
How much is the Finnish earnings-related pension contribution in 2026?
On average 24.4% of wages in 2026 under the Employees Pensions Act (TyEL). Employers pay 17.1% on average and employees pay 7.3%. These are averages, so the rate on your own payroll can differ. Pension is one of several Finnish employer contributions, so model the full cost rather than this line alone. Source: Finnish Ministry of Social Affairs and Health, verified 8 October 2026.
Why does Denmark look so different from the rest of the Nordics?
Because Denmark's 8% labour market contribution (AM-bidrag) sits on the employee side. It is a tax on the employee's salary that the employer withholds, after ATP and the employee's own pension contribution and before other taxes. So never compare a Swedish or Norwegian employer rate with a Danish employee contribution. Compare total cost of employment at the salary you need to offer. Danish employees also accrue 2.08 days of paid holiday for each month worked, 25 days over a full year. Sources: skat.dk and borger.dk, verified 8 October 2026.
Does the EU pay transparency directive apply to hiring in the Nordics?
In Denmark, Finland and Sweden, yes. All three are EU member states, and the EU deadline for putting the Pay Transparency Directive into national law was 7 June 2026. It bans asking candidates for their salary history, gives candidates a right to information on pay before employment, and brings pay gap reporting for employers with at least 100 employees. Norway is not an EU member, so check its position separately, and check how each country has written the directive into national law. Source: European Commission, verified 8 October 2026.
When does your own entity beat an EOR in the Nordics?
It depends on the country and your headcount there, and there is no universal number. The crossover point turns on four things: your EOR fee per employee, the one-time cost of setting up the entity, the ongoing per-employee cost of running it, and how fast your headcount grows. Salary is not one of them, because it sits on both sides and cancels out. Teamed's crossover calculator models the month your own entity starts to cost less than EOR, and Teamed can then set up and run that entity through GEMO.

Common questions

We are hiring in Sweden and Norway this year. Should we use one EOR for both or a local provider in each country?
One provider for both, in almost every case. Two local providers means two contracts, two invoices, two escalation routes and nobody with a view across the whole team. Before you pick the one provider, check that it owns the entity in both countries, because that decides who answers when something goes wrong. Teamed owns the legal entity in Sweden and in Norway.
How do we compare the cost of a hire in Stockholm, Oslo, Copenhagen and Helsinki?
Compare total cost of employment at a real salary, never the employer contribution rate on its own. In 2026 a Swedish employer pays 31.42% on top of gross salary, and a Norwegian employer pays 14.1% in zone I plus at least 2% into an occupational pension. In Finland the average earnings-related pension contribution is 24.4% of wages, 17.1% of it from the employer. In Denmark the 8% labour market contribution is withheld from the employee's pay. Ask each provider for a modelled total in each country before you decide where to put the team.
Our EOR bills us in US dollars but pays our team in krona, krone and euros. What should we ask it?
Ask for the exchange rate it applies, in writing, and whether it adds a spread on top of the market rate. Most providers on this page publish no FX rate or spread, so the cost of conversion never appears as its own line. Teamed charges zero FX markup on the fee in any currency pairing. Remote shows the rate it applied to each line item on the monthly invoice. Oyster charges a conversion fee only when you pay in a currency different from the contract currency.

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