Swedish labour law is changing – and soon!
Written By
Associate
Sweden
As a mid-level associate at Bird & Bird's Stockholm office, I provide legal advice on a wide range of matters relating to International HR Services and Business Immigration tailored to meet the needs of our clients in different industries.
Some changes are already in force, and the remaining will start applying in October. Is your organisation up to date with the changes, if not, how should you as an employer prepare for the future?
We’ve prepared a handy checklist to help you out!
Checklist
- Update templates for employment contracts to comply with the new regulations. Are there other forms or policies that also need updating?
- Ensure there is a system in place to keep track of length of employment for fixed-term employees and agency workers
- Set up routines ensure new employees are provided the enhanced information requirements within the specified timeframes in the new regulations
- Consider providing training for HR and managers on the new regulations
- Adjust routines concerning terminations for business reasons, dismissals, and disputes
As the regulations are brand new, rulings from the Swedish labour court will eventually provide more guidance on how the new legislation should be applied. But generally, it is expected that the new legislations should provide a better balance of power between employers and employees.
Make sure you are ready by signing up to our hybrid event ”The Swedish Employment Protection Act – New amendments” on the 20 September. Find more information and RSVP here (please note that the event is in Swedish)
