Lasia AB Due Diligence

Run due diligence on Lasia AB: check compliance and get alerts when suppliers or ownership change.

Sweden · owned by Independent (Sweden) · lasia.se · 13 vendors

Lasia AB (formerly WinLas) is a Swedish tech company headquartered in Falköping that develops cloud-based software systems to help employers comply with Sweden's Employment Protection Act (LAS – Lagen om anställningsskydd). Their platform provides smart tools for tracking employment days, seniority rules, priority rights, and employee competencies. Founded in 1987 by Bo Johansson, the company rebranded to Lasia on 30 September 2025 and operates with a team of 36 employees.

Resilience scores

Disruption prediction

The category benchmark for Lasia AB is a 5% probability of disruption in the next three months.

8 of Lasia AB's 13 vendors have incident tracking.

Technology vendors

Insights

Last updated 2026-10-15 · revision 9

13 direct vendors, 247 subvendors

Direct vendors by controlling owner country (sample)

Subvendors by controlling owner country (sample)

Migration Readiness: 5/10

Assessed by AI based on technology stack characteristics (cloud-native vs legacy, containerization, microservices), regulatory environment, data residency requirements, financial stability, and vendor lock-in risks. The score ranges from 0-10, where higher scores indicate better readiness for technology migration.

Lasia AB exhibits medium migration readiness. Key strengths supporting migration include a modern, cloud-based tech stack (Next.js, Microsoft Azure) which suggests a foundation for agile migration. The company's strong financial position, with consistent revenue growth, indicates the capacity to fund migration initiatives. Additionally, a diverse vendor base (13 vendors) and a stated low vendor lock-in risk provide flexibility in transitioning services and systems. However, significant challenges exist. The most prominent is the strict data residency requirement, stating 'all customer data stored in Sweden.' This severely limits options for cloud regions or providers outside of Sweden or the immediate EU/EEA, adding complexity and potentially cost to any migration strategy. Furthermore, the lack of public evidence for critical regulatory compliance frameworks such as GDPR (no public privacy policy or DPO), ISO 27001 certification, and SOC 2 reports could lead to unforeseen compliance hurdles and audits during a migration, especially when moving data to new environments. While their current Azure region is West Europe, any move outside of Sweden would require careful GDPR consideration. The absence of explicit mention of containerization or microservices in their tech stack, while not necessarily a blocker, suggests potential refactoring efforts might be needed for a fully cloud-native migration.

Compliance

9 in-scope frameworks identified; showing 3.

E-commerce Act — Evidence found

Lasia AB operates a commercial website in Sweden, making it subject to the Swedish E-commerce Act, which implements the EU's E-commerce Directive.

Evidence: https://iclg.com/practice-areas/digital-business-laws-and-regulations/sweden/, https://verksamt.se/en/agreement-invoicing/if-a-dispute-arises/consumer-law, https://www.vinge.se/en/expertise/practice-areas/consumer-retail-and-e-commerce-law/, https://www.trade.gov/country-commercial-guides/sweden-ecommerce, https://www.dataguidance.com/news/sweden-electronic-communications-act-comes-force

ISAE 3000 (source) — No public evidence

ISAE 3000 is a standard for assurance engagements other than audits or reviews of historical financial information. It could be used to provide assurance over non-financial information, such as sustainability reporting.

NIS2 (source) — No public evidence

As a technology company in Sweden with 36 employees, Lasia AB does not meet the size thresholds to be automatically in scope for NIS2. It is not designated as a critical entity.

Financials

Three-year financials

Financial Resilience Score: 7/10

Lasia AB demonstrates solid financial resilience for a small Swedish HR-tech SaaS company. The company has delivered five consecutive years of top-line growth (CAGR ~15%), with net sales rising from SEK 24.9M in FY21 to SEK 43.2M in FY25. Profit margins have expanded from 19.06% to 23.39% over the three most recent fiscal years, and the balance sheet is debt-light with zero long-term liabilities in FY24 and FY25. Equity ratio remains strong above 54%, and cash balances grew to SEK 16.2M at FY25 year-end, providing good liquidity cushion. However, resilience is constrained by the company's very small absolute scale (~SEK 47M revenue, 36 employees) and heavy concentration risks. The product is tightly coupled to Swedish Employment Protection Act (LAS) compliance, creating regulatory and geographic concentration in a single market. Large upstream group contributions and dividends (SEK 8.1M group contribution in FY24, SEK 7.5M dividend) mean free cash flow is not fully retained within the entity. Family ownership concentration and a relatively new CEO leading a rebranded entity add governance considerations, though the 38-year operating history and specialised domain expertise provide a defensible niche moat.

Key strengths: Five consecutive years of revenue growth (~15% CAGR), Expanding profit margin (19.06% → 23.39% over three years), Debt-light balance sheet with zero long-term liabilities, Equity ratio above 54%, Strong cash position of SEK 16.2M at FY25 year-end, 38-year domain expertise in Swedish LAS compliance, Ongoing product investment (capitalised development SEK 10.7M), Healthy revenue per employee ~SEK 1.2M

Risk factors: Very small absolute scale (~SEK 47M revenue, 36 employees), Single-market regulatory concentration (Swedish LAS), Competitive risk from larger Nordic HR-SaaS vendors and generative-AI HR tools, Large related-party cash transfers to parent (koncernbidrag), Family/key-person concentration with founding Johansson family, Relatively new CEO leading a recently rebranded entity, Likely customer concentration (undisclosed), Single-product dependency

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Revenue by product/service

Workforce by country

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