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New employment law reform has entered into force

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Legal news
calendar 11 August 2022
globus Sweden

The changes to the Swedish Employment Protection Act entered into force on 30 June 2022. This means substantial changes to the Swedish employment protection rules. A transition phase will apply, and some rules will first apply from 1 October 2022.

This new employment law reform results from long discussions that aimed to change Swedish employment law on an overall level.

Going forward, employees will be subject to a higher level of protection. Protection will, for example, relate to stricter rules for terminating employees by making the process harder for companies. We have previously written about the changes here.

At the same time, the new rules implementing the EU rules on transparent and predictable working conditions also entered into force. We have described the rules here. The new information requirements and minimum rights under this framework entered into force on 29 June 2022.

IUNO’s opinion

Companies must, among other efforts, look closely at internal procedures and introduce the necessary changes to the employment contracts to be issued. Otherwise, failure to comply may result in compensation claims.

IUNO recommends that companies create an overview of how to navigate the different changes in practice to ensure that all the requirements are implemented as part of the day-to-day employee administration.

[Act (1982:80) on Employment Protection]

This new employment law reform results from long discussions that aimed to change Swedish employment law on an overall level.

Going forward, employees will be subject to a higher level of protection. Protection will, for example, relate to stricter rules for terminating employees by making the process harder for companies. We have previously written about the changes here.

At the same time, the new rules implementing the EU rules on transparent and predictable working conditions also entered into force. We have described the rules here. The new information requirements and minimum rights under this framework entered into force on 29 June 2022.

IUNO’s opinion

Companies must, among other efforts, look closely at internal procedures and introduce the necessary changes to the employment contracts to be issued. Otherwise, failure to comply may result in compensation claims.

IUNO recommends that companies create an overview of how to navigate the different changes in practice to ensure that all the requirements are implemented as part of the day-to-day employee administration.

[Act (1982:80) on Employment Protection]

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