Clear HR processes for Swedish businesses, built remotely from India
GullyHR helps small and mid-sized businesses in Sweden audit, design and document their HR processes. We work remotely from Bengaluru, leave legal and union questions to your Swedish adviser, and build the confirmed rules into your process.
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Share your requirementsIn brief
GullyHR, based in Bengaluru, helps Swedish businesses with HR audits, hiring and onboarding processes, handbooks, absence and leave workflows, and manager training. We work remotely by video call and shared documents. We do not give legal advice or run payroll. Your Swedish adviser confirms the rules and we build them into your HR system.
Time zone. Sweden is on UTC+1 in winter and UTC+2 in summer. India is 4 hours 30 minutes ahead in winter and 3 hours 30 minutes ahead in summer. Indian morning meets the Swedish early to mid-day, so most calls fit before lunch in Sweden.
Who this suits in Sweden
- A Swedish technology or product company with a young team where founders still handle contracts, leave and staff questions themselves.
- A Swedish subsidiary of a foreign group that needs local HR documents written down and consistent with head office.
- A Swedish manufacturer or engineering business whose managers work under a collective agreement and want clearer day-to-day HR routines.
- A growing business that wants a handbook, onboarding and review process before it hires its next ten people.
What we do for businesses in Sweden
HR audit
We review contracts, policies, staff files, onboarding steps and management practice against a clear checklist. You receive a written report, with questions for your Swedish adviser marked separately. The first conversation is free; the audit is paid.
Read more →HR process design
We map and redesign hiring, onboarding, leave, absence, performance and exit workflows for your team. Each step has an owner and a record, so managers act in the same way.
Read more →Policies and employee handbook
We draft a handbook and core policies in plain English. Legal wording and entitlements stay open until your Swedish adviser confirms them, then we finish the documents.
Read more →Recruitment and interview process
We design structured interviews, scorecards and offer steps that keep hiring decisions consistent and recorded, which suits teams where hiring is decided by consensus.
Read more →Manager training online
Online sessions on feedback, difficult conversations, delegation and coaching for managers who lead flat, consensus-minded teams.
Read more →HR situations we help with in Sweden
Flat structures and unclear ownership.
Swedish workplaces often value consensus and low hierarchy. HR decisions can drift because nobody is clearly the owner. A written step with a named person fixes this without making the culture rigid.
Collective agreements alongside company rules.
Where a collective agreement applies, company policy has to sit beside it. Managers need one simple guide that shows which rule comes from where.
Union contact.
Local union representatives may be part of everyday HR matters. A clear routine for who informs whom, and when, avoids surprises and keeps records tidy.
Parental leave and planned absence.
Long planned absences are normal. Teams need a handover and cover routine, and managers need to know how to plan without pressing the employee.
Performance conversations.
Direct criticism can feel awkward in a consensus culture, so issues are raised late. Short, regular, recorded check-ins help managers speak earlier and calmly.
Hiring international staff.
Many Swedish firms recruit from abroad. The offer, relocation and first-month onboarding steps need an owner, while permit questions go to the adviser and authorities.
Local rules your adviser confirms
These are Swedish regimes an employer should confirm with a qualified local adviser. We do not state rates, limits or notice periods. We design the process around each point once your adviser confirms it.
| Topic | What we do about it |
|---|---|
| Collective agreements | Many Swedish employers are bound by a sector agreement. We build policies that sit beside it. Your adviser or employer organisation confirms what applies. |
| Employment protection rules | Rules on ending employment, including how a reduction in staff is handled. We design the documentation and manager steps. Your adviser confirms the rules. |
| Co-determination and union involvement | Rules on informing and consulting unions. We add information and consultation steps to the process. Your adviser confirms when they apply. |
| Written terms of employment | The information a new employee should receive in writing. We create onboarding templates. Your adviser confirms the required content. |
| Working time and overtime | Hours, rest and extra work, which may also be set by agreement. We design the request and record steps. Your adviser confirms what applies. |
| Annual leave and parental leave | Holiday and family leave arrangements. We draft the request flow and cover routine. Entitlements go in only after your adviser confirms them. |
| Sick pay and rehabilitation | Employer duties during illness and return to work. We design the absence log and return-to-work conversation. Your adviser confirms the duties. |
| Work environment and discrimination rules | Duties on safety, working conditions and equal treatment. We build checks into recruitment and reviews. Your adviser reviews the final wording. |
GullyHR does not give legal advice. We design the HR process around a rule once your qualified local adviser has confirmed it.
How remote delivery works
- 1
Scoping call
A video call to understand your business, team, managers and the issues you want solved. We agree scope in writing and set meeting windows that suit Swedish time.
- 2
Document review
You share contracts, handbooks, forms and sample records in a shared folder. We list gaps, contradictions and questions for your Swedish adviser.
- 3
Written findings
We send a plain-English report with priorities, then walk through it on a call so you can ask questions before design starts.
- 4
Design and drafting
We draft process maps, policies, templates and checklists in English in shared documents. Legal points stay marked until your Swedish adviser confirms them.
- 5
Handover and support
We hand over final documents with a short guide for managers. If you want ongoing help, we can provide it remotely on a regular basis.
What we do not do
- We do not give legal advice or opinions on Swedish employment law.
- We do not run payroll, calculate social contributions or make statutory filings.
- We do not handle residence permits or give immigration advice.
- We do not supply contract staff or run background verification.
- We do not claim an office, registration or past clients in Sweden.
Questions from businesses in Sweden
GullyHR does. We are based in Bengaluru and work remotely with businesses in Sweden on audits, process design, documents and manager training. We do not give legal advice and we work alongside your Swedish adviser.
No. We name areas your Swedish adviser should check and then build the confirmed rules into your processes. Legal wording, entitlements and fit remain the adviser's responsibility.
No. We do not compute payroll or make filings. We can design the joiner, leaver and change steps that feed your payroll provider, so the right information arrives on time.
We draft in English. If Swedish-language contracts or staff documents are needed, your adviser or a translator confirms the Swedish version, and we keep the English and Swedish structure aligned.
Yes. We write the process around the agreement, with your adviser or employer organisation confirming how it applies. We do not interpret the agreement ourselves.
Book a first conversation, which is free. Tell us your team size, your main concern and whether a collective agreement applies. We then send a written scope and timeline so you can decide.