A Swedish employment contract may look short, and that is because much of what protects you sits in law and in the collective agreement, not in the document itself. Understanding how those layers fit together lets you read any offer with confidence and know what you are actually entitled to.
This is general information, not legal advice. Your exact terms depend on your individual contract and any collective agreement at your workplace. For a binding answer about your situation, ask your union, your employer’s HR function or a qualified adviser.
The forms of employment
Most Swedish jobs are permanent (tillsvidareanställning), often described informally as “until further notice”. Fixed-term contracts (visstidsanställning) exist for temporary needs and can convert to permanent employment after set limits. A probationary contract (provanställning) is also common at the start of a role.
Probationary employment
If your contract begins with a probationary period, the Employment Protection Act limits it to a maximum of six months. During probation, either side can normally end the employment with shorter notice and without having to prove a specific reason; check your contract or agreement for the exact notice, which is often two weeks. If neither side ends it, the employment automatically becomes permanent when the six months are up. The rule sits in the Employment Protection Act (SFS 1982:80).
Working hours
Ordinary working time in Sweden is capped at 40 hours per week under the Working Hours Act (SFS 1982:673). Collective agreements frequently set the normal week a little lower and regulate overtime, breaks and rest periods. Full-time contracts will state your weekly hours; part-time roles state a percentage of full time.
Paid holiday
Every employee in Sweden is entitled to at least 25 paid holiday days per year under the Annual Leave Act (SFS 1977:480). Many collective agreements and contracts grant more, particularly for salaried staff. You also receive holiday pay (semesterlön), and employees have the right to take a continuous four-week holiday during the summer period unless circumstances require otherwise.
What else to look for in the contract
- Collective agreement: whether your workplace is covered, and which one. It governs pay reviews, pensions, overtime and much more.
- Occupational pension: employer pension contributions are a major part of Swedish compensation; confirm they are in place.
- Notice period: what applies if you or the employer ends the job, as covered in our guide to changing jobs.
- Benefits: wellness allowance, parental-leave top-up and flexible-work terms.
Where to get reliable answers
For an official overview of working conditions, the Swedish Public Employment Service publishes guidance at arbetsformedlingen.se, and the Swedish Work Environment Authority covers health-and-safety duties at av.se. To weigh an offer against typical pay for the role, see the occupation profiles on our sister site Allayrken.se.