Recent developments in Sweden
Employment law is always changing, and keeping up with it is a lot of work. Thankfully, our team is always working to stay abreast of the latest changes, so you don’t have to. Here are some of the newest developments in Sweden.
Changes to parental benefit entitlement (2024)
As of July 2024, parents in Sweden can share their parental benefits with other relatives. Eligible relatives can take leave from their employer, as long as they provide the required notice (usually at least two months). Prior to this change, parental benefits in Sweden were only available to parents.
Amendments to the Employment Protection Act (2024)
An update to the Employment Protection Act as of 1 March 2024 provides additional safeguards for employees on fixed-term contracts. Employers are now required to provide clearer justifications for terminating such contracts before their agreed-upon end date. Additionally, the amendment strengthens workers’ rights to contest unfair dismissals, making it mandatory for employers to engage in formal mediation before proceeding with termination. This change aims to enhance job security for employees in temporary or short-term positions.
Changes to termination process for older employees (2023)
A change to the law as of January 2023 makes it easier for employers to dismiss employees aged 69 and over. Employers don’t need an objective reason to dismiss an older worker and are only required to give one month’s notice regardless of the employee’s length of service.
Implementation of the EU Directive on Transparent and Predictable Working Conditions (2022)
The Swedish government implemented the EU Directive on Transparent and Predictable Working Conditions in June 2022 through an amendment to the Employment Protection Act. The new rules include information rights for new employees and prohibit employers from preventing parallel employment.
New protections for whistleblowers (2021)
Sweden’s Whistleblowing Act entered into force in December 2021. The act requires businesses with 50 or more employees to set up reporting channels and processes for following up on reports, as well as providing protection for whistleblowers from retaliation.
