On 8 June 2022, the Swedish parliament voted to implement significant changes to Swedish employment law. The new rules will enter into force on 30 June 2022, and shall be applied as of 1 October 2022. Eva Nordmark, Sweden’s minister for Employment and Gender Equality, has described this as the “greatest reform of Swedish employment law in modern times”.
Many of the changes will be implemented in the cornerstone of Swedish employment law, namely the Employment Protection Act (Sw. Lagen om anställ-ningsskydd). The goal is to make the Act more flexible yet more predictable for both employers and employees. In contrast to traditional legislative products, these new amendments have been negotiated and agreed upon in principle by the Swedish employer federations on the one hand, and the trade unions on the other, and subsequently fine-tuned as part of the legislative process.
The changes have been criticized e.g. for being unfairly advantageous to the labour parties and their members, providing for less flexible rules for employers not bound by any collective bargaining agreement.
In parallel to the reform above, Sweden will also implement the EU directive on transparent and predictable working conditions (Sw. Arbetsvillkorsdirektivet) on 29 June 2022.
We recommend all employers to familiarize themselves with the upcoming legislative changes and to ensure that their employment agreement templates and policies are aligned with the new rules. We look forward hearing from you if...
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