New information requirements and rights have entered into force
The Swedish government has adopted new rules implementing the EU rules on transparent and predictable working conditions. This means new information requirements 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
PartnerThe new rules introduce stricter information requirements 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 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 |
|
| Start 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 |
|
| Form of employment |
|
+ what type of employment it is |
| Notice periods | Notice periods, if permanent employment |
|
| End of employment | Date of expiry 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 could 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 or written information given to new employees comply with the new rules in accordance with the new deadlines. Ensure that employees’ 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 could 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 or written information given to new employees comply with the new rules in accordance with the new deadlines. Ensure that employees’ 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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