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New information requirements and rights have entered into force

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Legal news
calendar 28 August 2022
globus Sweden

The Swedish government has adopted new rules implementing the EU rules on transparent and predictable working conditions. This means new requirements for employment contracts and set out a new set of minimum rights for employees. We have taken a closer look and compared the new rules with the old rules to get a better overview of how the changes will affect companies.

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Anders

Etgen Reitz

Partner

The new rules introduce stricter information requirements to employment contracts and a new set of minimum rights for employees. Although there are several new rules, some of the requirements and minimum rights are already applicable under Swedish law.

The new rules introduce stricter information requirements to employment contracts and a new set of minimum rights for employees. Although there are several new rules, some of the requirements and minimum rights are already applicable under Swedish law.

What are the information requirements?

What are the information requirements?

  Old rules New rules
Name and address

Name and address of the company and employee

State date and place of work

State date and place of work

+ that the workplace is different places, or that the employee can decide the place of work, if relevant

Tasks and job title

Tasks and job title

Notice periods

Notice periods, if permanent employment

End of employment

End of employment or the conditions for termination and the type of employment, if fixed-term employment

+ specific type of fixed-term, if relevant

Probationary period

Length of the probationary period, if relevant

+ conditions of the probationary period

Salary

Salary, other salary components and frequency of payment

+ other salary components to be specified separately, and the method of payment

Working time

Normal working day or week

+ other explanation of the working time, if not possible to determine normal working day or week

Holiday

Length of paid holiday

Overtime

Overtime and, if relevant, compensation for overtime

On-call work

Deadline for notification of regular and on-call work, and, if relevant, that it varies and rules for shift work

User company

Name and address of the user undertaking, for temporary agency workers

Education

Entitlement to education provided by the company, if relevant

Termination rules

Rules for termination the employment

Social security

Contributions and social security protection provided by the company

Collective agreements

Applicable collective agreement, if any

What minimum rights apply?

What minimum rights apply?

  Old rules New rules
Request for different form of employment

1 month deadline to answer request for different form or higher level of employment.

Side jobs

Side jobs allowed, unless exceptions apply

Changes

1 month deadline to confirm changes to terms

Deadline to confirm changes to terms as soon as possible and upon taking effect, at the latest

IUNO’s opinion

Although several rules under Swedish law already comply with the directive, the new rules still introduce new minimum rights to employees and entail several changes impacting the drafting of employment contracts. Companies are required to comply with several new requirements and much shorter deadlines, e.g., most of the information must be given to the employees within 7 days of the employee’s first workday.

We have previously written about the new requirements here.

IUNO recommends that companies make sure that their employment contracts comply with the new rules in accordance with the new deadlines and that their employee’s new set of minimum rights are not breached as non-compliance with the rules can trigger a right to compensation.

The changes entered into force on 29 June 2022.

[Act (1982:80) on Employment Protection]

IUNO’s opinion

Although several rules under Swedish law already comply with the directive, the new rules still introduce new minimum rights to employees and entail several changes impacting the drafting of employment contracts. Companies are required to comply with several new requirements and much shorter deadlines, e.g., most of the information must be given to the employees within 7 days of the employee’s first workday.

We have previously written about the new requirements here.

IUNO recommends that companies make sure that their employment contracts comply with the new rules in accordance with the new deadlines and that their employee’s new set of minimum rights are not breached as non-compliance with the rules can trigger a right to compensation.

The changes entered into force on 29 June 2022.

[Act (1982:80) on Employment Protection]

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The team

Akina

Ørum Masaki

Legal Advisor

Alexandra

Jensen

Legal Advisor

Amalie

Starup Poulsen

Legal Advisor

Anders

Etgen Reitz

Partner

Cecillie

Groth Henriksen

Associate

Emma

Sandner

Junior legal assistant

Johan

Gustav Dein

Associate

Julie

Meyer

Legal assistant

Katrine

Matilde Ahlberg Purhus

Associate

Kirsten

Astrup

Senior associate

Sofie

Aurora Braut Bache

Senior associate

Søren

Hessellund Klausen

Partner