Payroll administration
Paying salaries correctly is one of the most important responsibilities as an employer. It is not just about transferring money — it requires solid knowledge of tax regulations, collective agreements, employer contributions, and authority reporting. Mika Ekonomi helps you manage the entire process so everything is correct — every time.
What is salary and how is it calculated?
Salary is compensation for performed work and usually consists of:
• Gross salary: amount before tax
• Net salary: amount actually paid to the employee
• Employer contributions: a social fee (approx. 31.42%) paid by the employer to the Swedish Tax Agency in addition to gross salary
Example:
Gross salary: SEK 30,000
Preliminary tax: approx. SEK 7,800 (depending on tax table)
Net salary: SEK 22,200
Employer contribution: approx. SEK 9,426
Total salary cost: SEK 39,426
What is an employer declaration (AGI)?
AGI stands for Employer Declaration at individual level. Each month, employers must report to the Swedish Tax Agency how much salary, benefits, and tax apply to each employee. This replaces the previous annual income statements.
Mika Ekonomi helps you prepare and submit AGI digitally each month. We ensure deadlines are met and information is correct — allowing employees to see their data in real time via the Tax Agency’s online services.
What are overtime premiums, per diem allowances, and benefits?
Overtime premium (OB – inconvenient working hours):
Additional compensation paid for evening, night, or weekend work. Often regulated by collective agreements. Mika Ekonomi ensures correct calculations according to your industry.
Per diem allowance:
If an employee travels for work and stays overnight, they are entitled to tax-free compensation (per diem). Amounts are set by the Swedish Tax Agency (e.g., SEK 300/day within Sweden). We help you manage rules and documentation.
Benefits:
Non-cash compensation such as company cars, mobile phones, or wellness benefits. Some are taxable, others are not. We ensure correct reporting in AGI and payroll calculations.
What is holiday pay compensation?
Holiday pay compensation is paid instead of vacation leave. It applies to shorter employments or when employment ends. By law, the compensation must be at least 12% of earned salary. We calculate this automatically and correctly for you.
Holiday year and earning year – how does it work?
According to the Annual Leave Act, the earning year runs from April 1 to March 31. During this period, employees earn vacation days. The following year — the holiday year — is when those days may be taken.
Example:
An employee starts in May 2024 → earns vacation days until March 2025. From April 1, 2025, they may use these days as paid vacation.
Unpaid vacation days and advance vacation
Unpaid vacation days:
If an employee has not earned full paid vacation, you may still grant leave — but without pay.
Advance vacation:
You may offer paid vacation in advance. If the employee leaves within five years, deductions may apply. We help you track balances and repayment obligations.
How is holiday pay reported?
There are two methods:
1. Same salary rule — commonly used for monthly salaries. The employee receives their normal salary plus a vacation supplement of 0.43% per vacation day.
2. Percentage rule — used for variable salary (hourly or commission-based). Holiday pay equals 12% of total earned salary.
We help you choose the correct method and ensure holiday pay is recorded and reported properly.
What is Fora and what does reporting involve?
Fora administers insurance and pension solutions within collectively agreed employment sectors. If your company is covered by a collective agreement, you must report employee salaries to Fora at least once per year. This affects pensions, sickness insurance, and employment security insurance.
Mika Ekonomi handles Fora reporting for you — correctly, digitally, and on time.