Introduction

The implementation of the EU Transparent and Predictable Working Conditions Directive (2019/1152) will result in several amendments to the Swedish Employment Protection Act.

Under Swedish law, there is no general requirement for written agreements relating to employment contracts; therefore, totally oral employment contracts are equally binding, although these are rare.

Background

The EU Transparent and Predictable Working Conditions Directive follows and expands upon the current EU Written Statement Directive (dated 1991), which gives employees who are starting a new job the right to be notified in writing of the essential aspects of their employment relationship. Sweden and other EU member states will have until 1 August 2022 to transpose the new rules into their national legislation.

The EU Written Statement Directive was implemented into Swedish law, making it a legal requirement in Sweden, with certain exceptions, for employers to provide written information to the employee regarding all terms and conditions that are of material significance to the employment agreement or the employment relationship, and no later than one month after the employee has commenced work. The current minimum requirements, therefore, include providing information such as:

• the employee's duties;
• the term of the employment (ie, indefinite or fixed);
• starting wages and benefits;
• the length of the employee's paid annual leave; and
• any applicable collective agreement.

Amendments

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