Expanding a business internationally can open the door to many new opportunities. At the same time, entering a new market is rarely as simple as transferring an existing business model from one country to another.

This was one of the main topics discussed during the recent webinar “How to Prepare for International Expansion”, organised by the Swedish-Polish Chamber of Commerce.

The discussion brought together speakers, panelists and members of the Swedish-Polish business community to share practical experiences and different perspectives on international growth.

Every market works differently

One message came through very clearly during the webinar: every market is different.

A strategy that works well in Sweden may not work in exactly the same way in Poland, and vice versa. The same applies to companies expanding into other European or international markets.

Local business culture, communication style, labour market conditions, employment regulations and candidate expectations can vary significantly from one country to another.

That is why understanding the local market before taking the next step is so important.

Companies that take the time to learn how a market really works are much better prepared to avoid misunderstandings, adapt their approach and make better business decisions.

The value of local support

Even a well-prepared company can find it difficult to understand all the nuances of a new market from the outside.

Local knowledge can therefore make a real difference.

Having people or partners who understand the market, local business practices and the labour environment can help companies navigate challenges much more effectively.

This is particularly important when building a local team.

Recruitment in a new country is not only about finding people with the right experience. It is also about understanding salary expectations, candidate behaviour, employment conditions, local networks and what professionals expect from employers.

People are a key part of successful expansion

International growth is ultimately driven by people.

The right local employees can help a company understand the market faster, build stronger relationships and create a bridge between the organisation's international goals and local realities.

For this reason, recruitment and HR should be considered early in the expansion process, rather than only once a company has already entered the market.

At LaborFlow Consulting AB, we work with companies that need support in recruitment, talent sourcing and HR across Scandinavian and international markets.

Our experience shows that combining a clear business strategy with local market knowledge and the right people gives companies a much stronger foundation for long-term growth.

Stronger business connections across borders

The webinar was also a valuable reminder of how important knowledge-sharing and networking are when companies expand internationally.

We would like to thank the Swedish-Polish Chamber of Commerce, the moderator, speakers, panelists and everyone who joined the discussion and contributed their perspectives.

Conversations like these help companies better understand different markets and support stronger business relationships between Sweden, Poland and beyond.

Thinking about expanding into Sweden, Poland or another Scandinavian market? LaborFlow Consulting AB can support you with recruitment, talent sourcing and local HR expertise.

Published: 3 September 2026

LaborFlow Consulting AB recently participated in an inspiring networking event organized by Affärsnätverk – Mersmak Göteborg at Jacy’z Hotel & Resort.

The evening offered many valuable meetings and interesting conversations about entrepreneurship, recruitment, HR, and potential future collaborations. Meeting people from different industries, exchanging experiences, and establishing new professional connections are important parts of LaborFlow’s continued development.

For us, new ideas and long-term partnerships often begin with a simple conversation—over a cup of coffee, during a networking event, or through a spontaneous meeting between people who share similar interests and goals.

Networking is not only about exchanging contact details. Above all, it is about building trust, understanding companies’ needs, and discovering new opportunities for growth together.

A big thank you to Tamara Sorak and Affärsnätverk – Mersmak Göteborg for a very well-organized event, the fantastic energy, and for creating a meeting place where people and businesses can build valuable relationships.

We at LaborFlow Consulting AB look forward to more inspiring meetings and future collaborations.

Published: 25 August 2026

From 1 January 2027, the special income tax for non-residents, SINK, will be reduced from the current 22.5 percent to 20 percent.

SINK is a special tax that in many cases applies to people who live abroad but work in Sweden for a limited period. The upcoming change means a lower tax rate for people who are subject to SINK.

SINK has been reduced in two stages

In 2025, the SINK tax rate was 25 percent. From 1 January 2026, the tax rate was reduced to 22.5 percent.

The Swedish Parliament has also decided on a further reduction:

From 1 January 2027, the SINK tax rate will be 20 percent of taxable income.

This means that the tax rate will have decreased by a total of five percentage points compared with the 2025 level.

What does the change mean for employees?

For people who are subject to SINK, the lower tax rate means that a smaller share of their taxable income will be paid in tax.

The change may be particularly relevant for international employees who come to Sweden to work for a limited period.

Who may be subject to SINK?

SINK may apply, among others, to people who live abroad and work in Sweden for a limited period, for example in connection with international recruitment or temporary work assignments.

To be taxed under SINK, a decision from the Swedish Tax Agency is normally required. The rules that apply depend on the individual’s circumstances, including place of residence, length of stay and type of income.

An important change for international recruitment

The lower SINK tax rate may help strengthen Sweden’s attractiveness to international talent and create better financial conditions for people who come to Sweden to work.

For Swedish employers recruiting internationally, it is therefore important to be aware of the change and to be able to inform candidates about the tax rules that may apply.

At LaborFlow Consulting AB, we monitor changes in the Swedish labour market and in international recruitment in order to provide companies and candidates with up-to-date and relevant information.

The new SINK rate of 20 percent will apply from 1 January 2027.

Published: 20 August 2026

There are encouraging signs that the Swedish labour market is gradually regaining momentum.

According to the latest statistics published by Arbetsförmedlingen (the Swedish Public Employment Service), the number of registered unemployed people has fallen to 344,357, compared with 366,496 during the same period last year. In addition, more than 61,500 new job vacancies were registered in June, indicating increased recruitment activity across several sectors.

Although unemployment remains relatively high at 6.4–6.8%, the latest figures suggest a positive shift in the labour market. Employers are beginning to recruit more actively, while job seekers are benefiting from a growing number of employment opportunities.

After a prolonged period of economic uncertainty and cautious hiring, these developments provide reason for measured optimism. While challenges remain, the current trend indicates that the Swedish labour market is moving in a positive direction.

At LaborFlow Consulting AB, we closely monitor labour market developments to help our clients make informed recruitment decisions. As specialists in HR consulting, international recruitment and talent acquisition, we support companies in finding qualified professionals across Sweden and international markets.

As the labour market continues to evolve, we remain committed to helping employers attract the right talent and supporting candidates in finding new career opportunities. We are optimistic that the second half of the year will bring stronger recruitment activity, increased talent mobility and continued growth across key industries.

Published: 4 August 2026

At LaborFlow, we had the great pleasure of attending the latest meeting organized by the Swedish-Polish Chamber of Commerce in Stockholm. The focus of the event was “Doing business in Poland.”

The discussions centered around the key legal, operational, and cultural aspects that Swedish companies face when entering the Polish market. As specialists in employment law and HR advisory in both jurisdictions, it was highly valuable for us to exchange insights with other experts and industry peers.

Having a strong understanding of dynamic regulations and market-specific conditions is essential for sustainable growth. We are pleased to continuously broaden our perspectives through such forums, enabling us to support our clients even more effectively in their cross-border projects.

Artificial intelligence is transforming recruitment by making hiring processes faster, smarter, and more efficient. AI helps recruiters automate repetitive tasks such as CV screening, interview scheduling, and candidate communication.

Modern AI tools can also better match candidates with the right roles by analyzing skills, experience, and career paths. This improves recruitment quality and helps companies identify top talent more quickly. AI also enhances the candidate experience through faster feedback and smoother recruitment workflows. At the same time, data-driven insights give organizations a stronger foundation for making smarter hiring decisions.

However, recruitment remains a people-centric field. AI serves as a support tool for recruiters—but human interaction, communication, and judgment are still essential for successful hiring.

The future of recruitment combines technology with human expertise. Companies that successfully integrate AI into their hiring processes can improve efficiency, reduce time-to-hire, and attract stronger talent in increasingly competitive markets.

At LaborFlow, we see AI as a powerful tool that enables more efficient and modern recruitment processes, while keeping the human element at the core.

 EU’s original timeline required all Member States to implement the new Pay Transparency Directive by June 2026. However, the Swedish government has officially announced that implementation will be postponed to 1 January 2027. For many employers, this may sound like an opportunity to take a breath. In reality, it is the opposite. The Swedish government is using the additional year for so-called over-implementation—meaning stricter requirements and the inclusion of smaller companies than those required under the EU minimum standard.

In other words, the extra time is not a reason to delay action, but the final opportunity to carry out a thorough pay equity analysis. The directive in question is Directive (EU) 2023/970 of the European Parliament and of the Council of 10 May 2023 on strengthening the application of the principle of equal pay for men and women for equal work or work of equal value through pay transparency and enforcement mechanisms. As LaborFlow Consulting AB—your strategic partner in recruitment and HR—we outline how this HR transformation will impact your organization and how we help you prepare.

Four core pillars of Directive (EU) 2023/970 reshaping recruitment in Sweden. The new rules will fundamentally change how managers and recruiters operate in Sweden:

Mandatory salary ranges in recruitment
Salary information or pay ranges must be included in job advertisements or communicated to candidates before the first interview.

Ban on salary history questions
Recruiters will no longer be allowed to ask candidates about their previous salaries. Hiring decisions must be based on the actual value of the role within the organization.

Employee right to salary information
Employees will have the right to request written information about average pay levels for employees performing equal or equivalent work, broken down by gender.

Sanctions for unjustified pay gaps
Pay gap reporting results will become public. If the gender pay gap exceeds 5% and cannot be justified by objective, gender-neutral criteria, the employer must implement a mandatory action plan in cooperation with employee representatives.

Important for Swedish companies

Sweden already has a well-developed system for annual pay equity analysis under the Discrimination Act. Directive (EU) 2023/970 does not replace this system—it significantly expands it, with a strong focus on external transparency and employee rights.

Sudden pay transparency creates operational risks. It can lead to internal conflicts, increased salary demands, and the loss of key talent to competitors who have adapted more quickly.

At LaborFlow, we offer three concrete areas of support:

• Salary analysis and job evaluation: We analyze your current pay structures to identify pay gaps in advance. We help you establish objective job evaluation criteria that can withstand regulatory scrutiny.

• Recruitment process adaptation: We restructure your recruitment workflows, develop market-aligned and compliant salary ranges for job postings, and train your managers in the new regulations.

• HR communication strategy: The biggest challenge is often the reaction of existing employees. We help you design an internal communication plan that clearly explains your pay structure and minimizes employee turnover.