Cool Company review

Public agreements identify Cool Company Skandinavien AB, Swedish organisation number 556432-8390. Norway secondary records identify Cool Company Norge AS 915326099; ownership and current accounts are not independently established here. The supplier claims origins in 2009 and extensive freelancer volume; these are not EOR employee counts.

Nordic delivery scope

Cool Company markets local-entity EOR in Sweden and Norway and says it does not rely on sub-suppliers there. The client directs work. Worldwide gross payouts are a separate contractor service and do not establish worldwide EOR coverage. Its freelancer page also mentions UK employment, but UK about/pricing URLs redirect to Sweden; current UK scope needs confirmation.

The Swedish freelancer offering quotes a 5.98% fee on invoice value excluding VAT. ExpressPay adds 2.59%, giving 8.57% combined fees. These are freelance/umbrella fees, not a verified negotiated Nordic enterprise EOR price. No FX spread is specified. Sapphire-specific ID06 administration/verification/card fees are separate and must not be generalised to all engagements.

Payment dependency and guarantee

The 2026 worker agreement normally conditions salary on receipt of client payment unless otherwise agreed. A conditional minimum-salary guarantee requires preregistration, client confirmation before work, no established misconduct and availability for alternative work within 120 km or remotely. Guaranteed pay is scheduled for the 25th after assignment completion, with residual pay dependent on later client payment. It is not an unconditional full-salary guarantee.

The Sapphire onboarding page still quotes 25% SINK. Skatteverket states that the rate is 22.5% for income received from 1 January 2026. This establishes outdated public guidance, not an observed payroll underpayment or over-deduction.

Payment dependency and guarantee

The 2026 worker agreement normally conditions salary on receipt of client payment unless otherwise agreed. A conditional minimum-salary guarantee requires preregistration, client confirmation before work, no established misconduct and availability for alternative work within 120 km or remotely. Guaranteed pay is scheduled for the 25th after assignment completion, with residual pay dependent on later client payment. It is not an unconditional full-salary guarantee.

The supplier describes BankID and two-factor authentication, invoice currencies, team invoicing, payslips, payment status, expenses and tax/pension settings. Phone hours are weekdays 09:00–15:00 and chat 09:00–16:00, with lunch/holiday and seasonal exceptions. No 24-hour support, binding resolution SLA, audited uptime or demonstrated API integrations were established.

Complaints liability

Client terms require complaints within seven calendar days after assignment end and written claims within three months, with a reasonable opportunity to cure. Worker administrative complaints have a 14-day deadline. Client liability is capped at half a Swedish price-base amount and no more than the assignment price, with indirect losses excluded. Worker terms contain separate narrower caps and indemnity/remedy/insurance-excess obligations. Exact operative EOR scope must be checked.

The supplier describes BankID and two-factor authentication, invoice currencies, team invoicing, payslips, payment status, expenses and tax/pension settings. Phone hours are weekdays 09:00–15:00 and chat 09:00–16:00, with lunch/holiday and seasonal exceptions. No 24-hour support, binding resolution SLA, audited uptime or demonstrated API integrations were established.

Swedish terms describe a 12% holiday component and conditional sick-pay entitlement linked to approved registered assignments and notice/qualification rules. Pension guidance uses 4.5% of gross pay including holiday compensation but permits account adjustments; it is not universally mandatory at that rate. Additional industry insurance can be worker-funded. Expense/mileage/per-diem tools are advertised; reimbursement timing remains engagement-specific.

Cool Company markets local-entity EOR in Sweden and Norway and says it does not rely on sub-suppliers there. The client directs work. Worldwide gross payouts are a separate contractor service and do not establish worldwide EOR coverage. Its freelancer page also mentions UK employment, but UK about/pricing URLs redirect to Sweden; current UK scope needs confirmation.

Historic safety case

Stockholm Administrative Court of Appeal case 5725-18, decided 30 October 2019, rejected the regulator’s SEK400,000 safety penalty against Cool Company. The roofer’s May 2016 assignment had not been agreed before inspection, so the court found no employment relationship at that point; later invoicing/payroll did not alter that. This was a favourable outcome for Cool Company, not an imposed fine or a finding that its EOR model was unlawful. Later appeal disposition was not independently verified. Fresh complete judgment read confirms the lower court rejected the regulator’s application on18June2018; the appeal court rejected the regulator’s appeal on30October2019, using absence of an agreed assignment at inspection as its reason. The company’s separate remittal request was dismissed procedurally. Historical2015 terms and this particular2016 work arrangement do not determine current EOR liability.

The worker agreement ties fixed-term employment to an approved signed assignment, with rolling periods of up to 30 days. Registration alone is not employment. A two-week written-notice clause and separate assignment terms require engagement-specific interpretation. Client terms can leave the client owing the agreed assignment period unless proven worker mismanagement; transfer requires consent. Material-breach cure is 14 days; insolvency and prolonged force majeure have separate provisions.

The privacy policy describes restricted access, encryption and 2021 standard contractual clauses for international transfers. Support data normally lasts one year, potentially three; employment/accounting data may exceed seven years and is deleted no later than ten years after last pay. Named subprocessors, independent audit scope and a fixed breach-notification deadline were not found.

Public agreements identify Cool Company Skandinavien AB, Swedish organisation number 556432-8390. Norway secondary records identify Cool Company Norge AS 915326099; ownership and current accounts are not independently established here. The supplier claims origins in 2009 and extensive freelancer volume; these are not EOR employee counts.

Historic safety case

Stockholm Administrative Court of Appeal case 5725-18, decided 30 October 2019, rejected the regulator’s SEK400,000 safety penalty against Cool Company. The roofer’s May 2016 assignment had not been agreed before inspection, so the court found no employment relationship at that point; later invoicing/payroll did not alter that. This was a favourable outcome for Cool Company, not an imposed fine or a finding that its EOR model was unlawful. Later appeal disposition was not independently verified. Fresh complete judgment read confirms the lower court rejected the regulator’s application on18June2018; the appeal court rejected the regulator’s appeal on30October2019, using absence of an agreed assignment at inspection as its reason. The company’s separate remittal request was dismissed procedurally. Historical2015 terms and this particular2016 work arrangement do not determine current EOR liability.