- Solutions
- Several companies or countries
Several companies, several countries, one HR team.
One people record with Swedish and Norwegian employment law built in. Sia, your AI HR employee, pulls out headcount and absence, and HR experts are by your side.
Svealink AB
Today
Away today
11, open the time off overview
4 vacation · 3 sick leave · 2 care of a sick child · 1 parental leave · 1 time off in lieu
Sick today
3
1.5% absence in the last 12 months
In numbers
Headcount
150, open the people list
across 3 offices and 11 departments
FTE
147.2
10 part time
Turnover
8%
12 left in the last 12 months
Average tenure
3 yrs 7 mos
over 150 people
New this year
21
joined since 1 January 2026
Gender split
69 · 70
women · men · 11 not stated, open the people with no gender on their record
Sia: This year 21 joined and the headcount grew by 11, so 10 of them made up for people who left. Average tenure is 3 yrs 7 mos and turnover is 8%, with 12 leaving in the last twelve months.
Read the full readingSvealink AB
Today
Away today
11, open the time off overview
4 vacation · 3 sick leave · 2 care of a sick child · 1 parental leave · 1 time off in lieu
Sick today
3
1.5% absence in the last 12 months
In numbers
Headcount
150, open the people list
across 3 offices and 11 departments
FTE
147.2
10 part time
Turnover
8%
12 left in the last 12 months
Average tenure
3 yrs 7 mos
over 150 people
New this year
21
joined since 1 January 2026
Gender split
69 · 70
women · men · 11 not stated, open the people with no gender on their record
Sia: This year 21 joined and the headcount grew by 11, so 10 of them made up for people who left. Average tenure is 3 yrs 7 mos and turnover is 8%, with 12 leaving in the last twelve months.
Read the full reading12,000 companies and 1.2 million people run their HR on Simployer.
- ISO/IEC 27001:2022 certification in progress
- ISAE 3402 audited by PwC
- GDPR data kept in the EU
Several companies, several ways of doing HR.
- Each acquisition brings a new system and new routines.
- Notice periods and sick pay differ between countries.
- Headcount and absence for the group can take a week to pull together.
Leave the admin
Every employee is registered once.
Your routines run on one people record, and Sia and HR experts work from the same facts.
Aksel Berg
InAksel Berg
InSkip the worry
Swedish and Norwegian employment law, built in.
The law is part of the routines from the start, and HR and payroll experts support you in the cases.
Answer from 3 documents
On the first day you record that the employee is unfit for work and how long they expect to be away, and nothing else. The employer period of sixteen calendar days starts that day, and self-certification covers up to four spells in a rolling year.
- A diagnosis is not the employer's to ask for. The absence and its expected length are.
- A new absence within sixteen days of the last one continues the same employer period rather than starting a new one.
- The follow-up plan is due at four weeks, and the first day's record is what it is written from.
Recommended approach
- Have one short conversation in private before the first day back, and keep it to how the work can be arranged.
- Agree one first step that makes the coming week workable — hours, tasks or place — rather than settling everything at once.
- Write what you agreed into the follow-up plan, and set the date the two of you look at it again.
Next steps
Read the sources
Guidance on the law as it stands, not advice on your case. Ring an adviser for that.
Answer from 3 documents
On the first day you record that the employee is unfit for work and how long they expect to be away, and nothing else. The employer period of sixteen calendar days starts that day, and self-certification covers up to four spells in a rolling year.
- A diagnosis is not the employer's to ask for. The absence and its expected length are.
- A new absence within sixteen days of the last one continues the same employer period rather than starting a new one.
- The follow-up plan is due at four weeks, and the first day's record is what it is written from.
Recommended approach
- Have one short conversation in private before the first day back, and keep it to how the work can be arranged.
- Agree one first step that makes the coming week workable — hours, tasks or place — rather than settling everything at once.
- Write what you agreed into the follow-up plan, and set the date the two of you look at it again.
Next steps
Read the sources
Guidance on the law as it stands, not advice on your case. Ring an adviser for that.
Get the signal
Headcount and absence, not a week later.
Ask Sia for absence, headcount or leavers over time. You get the answer as a chart.
Absence across the company ran at 0.8 per cent in August, the last full month, and peaked at 2.5 per cent in February. September is still running, at 1.2 per cent so far. It is one figure per month, so it names nobody.
Absence by month, last 12 months
Absence across the company ran at 0.8 per cent in August, the last full month, and peaked at 2.5 per cent in February. September is still running, at 1.2 per cent so far. It is one figure per month, so it names nobody.
Absence by month, last 12 months
It runs the steps. People keep the decisions.
Approvals and judgement calls still go to a person. For input on a case, there’s a Simployer HR expert.
Your HR expertAn HR expert by your side.
For a dismissal, a pay gap report or a GDPR request, call or write to a Simployer HR expert who’s seen cases like yours.
It works where you already do.
Managers approve in Teams, the warehouse reports sick on the phone, and the CFO asks in Claude or ChatGPT. Payroll stays in Visma, Fortnox or Tripletex, and gets its figures from Simployer.
- Teams
- Slack
- Mobile
- Claude
- ChatGPT
The products behind it.
In their own words.
With Simployer, I spend less time putting out fires and more time driving HR, that’s the biggest time-saving for me.
Julia AminHR Generalist, Betao · Translated from SwedishSimployer is not just a system; it’s a partner in how we grow, stay secure, and empower our teams every day.
Yaroslava YatsukHR & Finance Manager, HopsworksFewer spreadsheets, more room for the people in every company.
Nicole Sales30 minutes, with your own day-to-day HR as the example.
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