Employment Contracts in Sweden

Swedish labor law prescribes a minimum requirement for employment contracts. This includes a requirement that the employer shall, within one month of the employee having started his or her employment, inform the employee of the conditions applicable to the employment.

Notification of Employment Terms

Not later than one month after the commencement of work by the employee, the employer shall inform the employee, in writing, of the terms and conditions applicable to the employment. The employer is not bound to provide such information where the period of employment is of less than one month. The information shall contain the following particulars:

1. The names and addresses of the employer and employee, the commencement date of the employment and the workplace;
2. The employee’s duties, occupational designation or title;
3. Whether the employment is for a fixed or indefinite term or whether it is probationary; and
   a) With respect to indefinite-term employment: the periods of notice applicable,
   b) With respect to fixed-term employment: the final date of employment or the conditions governing its termination;
   c) With respect to probationary employment: the length of the probationary period.
4. The starting rate of pay, other wage benefits and the intervals at which the pay is to be paid;
5. The length of the employee’s paid annual leave and the length of the employee’s normal working day or working week;
6. The collective bargaining agreement applicable, where relevant.
7. Terms and conditions for the posting of the employee abroad, where such is intended to be of more than one month’s duration.

In the event the terms and conditions of employment are altered pursuant to a decision of the employer or pursuant to an agreement between the employer and employee and the alteration affects any of the particulars referred to in item 2, the employer shall provide new written information of the alteration within one month.

Employee Probationary Period

Most companies have a six month probationary period in which either the company or the employee can decide to terminate the employment relationship. Once an employee has completed their probationary period, the company is subject to strict rules and regulations concerning termination of the employee.