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Search Salaries > Network Manager > Jönköping
Job Description

How much does a Network Manager in Jönköping make?

The base salary for a Network Manager in Jönköping is 900,200
Also known as: Network Operations Manager, Network Operations Supervisor, Network Operations Lead, Network Operations Director, Network Operations Head.

900,200

Median Base Salary (Percentile 50)
32 observations
(Updated: 19 Feb 2024)

Confidence

Good

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Network Manager earns a median base salary of 900,200 in Jönköping, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Network Manager in Jönköping usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

76%

Female

24%

Benefits

There are statutory benefits associated with a Network Manager in Jönköping according to ...

Most Common Benefits

Competitive advantages associated with a Network Manager in Jönköping
Relocation packages in Sweden often include financial assistance for moving expenses, temporary housing, and settling-in services. This benefit is designed to ease the transition for employees moving from other locations, ensuring they can focus on their new role without the stress of logistical and financial burdens associated with relocation.
Providing employees with access to the latest technology and tools to perform their job effectively. This includes state-of-the-art hardware, software, and other technological resources that enhance productivity and innovation. Companies that offer cutting-edge technology attract top talent and foster a culture of innovation.
Comprehensive health insurance coverage that includes medical, dental, and vision care. This benefit ensures that employees have access to quality healthcare services, reducing their out-of-pocket expenses and providing peace of mind for them and their families. Health insurance is a crucial component of employee well-being and retention strategies.
Providers: Folksam / Länsförsäkringar / Skandia
Investing in professional development opportunities for employees, such as workshops, courses, and conferences. This benefit helps employees enhance their skills, stay updated with industry trends, and advance their careers. Companies that prioritize professional growth demonstrate a commitment to employee success and long-term career development.

Side Benefits to attract & retain talent

Additional perks for a Network Manager in Jönköping
Health Insurance
Work From Home
Diversity
Great Team
Flexible Working Hours

Statutory Benefits

Mandatory benefits in Jönköping
Citizens from countries outside the EU must apply for a work permit. Exceptions include citizens from Australia, Canada, Hong Kong, Japan, New Zealand, and South Korea aged 18–30, who can apply for a working holiday visa for up to one year.
The standard working week consists of 40 hours over five days. Overtime is regulated by employment contract/collective agreements. Maximum overtime is 48 hours per week, or 200 hours annually over four months.
Employer payroll contributions include Health Insurance (3.55%), Parental Insurance (2.60%), Retirement Pension (10.21%), Survivors Pension (0.60%), Labor Market Fee (2.65%), Occupational Injury (0.20%), General Payroll Tax (11.62%). Total Employment Cost is 31.42%.
Employee income tax rates vary based on income and age. State employee income tax is 0.00% up to 614,000 SEK and 20.00% for income over 614,000 SEK. Refer to government income tax tables for full range of taxes.
In Sweden, there is no official national minimum wage. Minimum wages are stipulated within the collective bargaining agreements through the trade unions of the employee.
Employee payroll contributions include Pension Insurance (7.00%) applied on income up to 599,250 SEK.
In Sweden, the payroll frequency is typically monthly. Employers usually make the payment of salaries on the 25th of each month.
Authority payments for employer contribution and withholding tax are paid to Skatteverket by the 14th of every month. Payments are made via wire transfer.
The non-pregnant partner is eligible to take 10 days of leave within the first 60 days following the birth. This leave is paid for by the Swedish Social Insurance Agency at approximately 80% of the worker’s salary.
Women are required to take a mandatory two week maternity leave following childbirth, paid by the Swedish Social Insurance Agency at approximately 80% of the worker’s salary.
Both parents can take shared Parental Leave for a combined total of 480 days. Leave is paid by The Swedish Social Insurance Agency capped at 1,116 SEK per day for the initial 390 days, and 180 SEK per day for the remaining 90 days.
Employees are entitled to 25 days of paid vacation each year after one year of work. Vacation pay accounts for 12% of an employee’s gross annual salary.
Sweden observes 11 public holidays in 2025. Public holidays that fall on the weekend are usually lost.
Paid sick leave is compensated by the employer for the 2nd-14th day of sick leave. The first day of sickness is unpaid. Sick leave is compensated at 75.00% – 80.00% of the employee’s regular pay rate.
Severance is not mandatory in Sweden. However, it might be required if stated in a collective agreement or employment agreement.
The termination process varies according to the employment agreement and collective agreement. No termination due to economic reasons or long-term disability can occur without negotiations with unions.
Probation periods can be a maximum of six months. If not terminated after six months, employment becomes permanent. Salaries and benefits remain the same during this period.
Notice periods are outlined in the employment contract and collective bargaining agreement. Commonly one month for collective agreements. For non-collective agreements, it varies from 1 to 6 months based on tenure.