Labour and employment—Sweden—Q&A guide

The following Employment practice note provides comprehensive and up to date legal information covering:

  • Labour and employment—Sweden—Q&A guide
  • 1. What are the main statutes and regulations relating to employment?
  • 2. Is there any law prohibiting discrimination or harassment in employment? If so, what categories are regulated under the law?
  • 3. What are the primary government agencies or other entities responsible for the enforcement of employment statutes and regulations?
  • 4. Is there any legislation mandating or allowing the establishment of employees’ representatives in the workplace?
  • 5. What are their powers?
  • 6. Are there any restrictions or prohibitions against background checks on applicants? Does it make a difference if an employer conducts its own checks or hires a third party?
  • 7. Are there any restrictions or prohibitions against requiring a medical examination as a condition of employment?
  • 8. Are there any restrictions or prohibitions against drug and alcohol testing of applicants?
  • 9. Are there any legal requirements to give preference in hiring to, or not to discriminate against, particular people or groups of people?
  • More...

Labour and employment—Sweden—Q&A guide

This Practice Note contains a jurisdiction-specific Q&A guide to labour and employment in Sweden published as part of the Lexology Getting the Deal Through series by Law Business Research (published: April 2020).

Authors: Advokatfirman Cederquist KB—Robert Stromberg; Maja Kjellander

1. What are the main statutes and regulations relating to employment?

Swedish employment law is regulated by statutes and case law as well as by collective agreements concluded with trade unions. Collective agreements are of great importance and they often contain regulations deviating from statutory provisions.

Regulations regarding employment protection are found in the Employment Protection Act. Employees whose duties and conditions of employment are such that they may be deemed to occupy a managerial or comparable position are excluded from the Employment Protection Act.

The Co-Determination Act contains the general provisions governing the relationship between employers and trade unions in such areas as association, information, negotiations and labour stability obligations.

Other essential statutes are the Discrimination Act, the Annual Leave Act, the Personal Data Act, the Parental Leave Act, the Working Hours Act, the Working Environment Act and the Sick Pay Act.

2. Is there any law prohibiting discrimination or harassment in employment? If so, what categories are regulated under the law?

The anti-discrimination legislation consists of the Discrimination Act, which prohibits both direct and indirect discrimination as well as harassment in working life based on sex, ethnicity, religion

Popular documents