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You have found the right candidate and need to formalise the employment. The agreement documents the role, salary, and probation clearly from the start.
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Hire with confidence using a professionally drafted employment agreement. The agreement covers salary, benefits, notice periods, and other important terms.
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An employment agreement regulates the terms between employer and employee. It establishes the role, salary, working hours, annual leave, notice period, and other important terms — so that both parties know exactly what applies from day one.
Under Swedish law, the employer is obligated to provide written information about the terms of employment. A well-drafted agreement protects both employer and employee in the event of disputes and creates clarity around expectations and rights.
The agreement covers the following areas.
An employment agreement does not need to be in writing to be valid — but the employer is obligated to provide written information about the terms of employment no later than one month after the start of employment.
The agreement is binding on both parties from the date of signing. Mandatory provisions in LAS, the Annual Leave Act, and the Working Hours Act apply regardless of what has been agreed.
Disputes are primarily resolved through negotiation between the parties. If a dispute cannot be resolved, it is decided by the Labour Court (where a collective agreement applies) or with the district court as first instance where no collective agreement exists.
Customise the terms and sign directly.
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You have found the right candidate and need to formalise the employment. The agreement documents the role, salary, and probation clearly from the start.
The employee will work partly from home. The agreement regulates how many days per week must be at the office and the terms for remote work.
You need an employee for a specific project. The agreement clearly states the start and end dates and the reason for the fixed term.
A manager with a supervisory role is often exempt from the Working Hours Act. The agreement documents this and adjusts the terms accordingly.
Although an employment agreement does not need to be in writing to be binding, the employer is obligated under the Employment Protection Act to provide written information about the terms of employment. Certain information must be provided within seven days of the start of employment, with further details no later than within one month.
A written agreement is strongly recommended as it contains much of the legally required information and can also be used to avoid disputes.
Probationary employment may last a maximum of six months. During probation, either party may terminate the employment with 14 days' notice without stating reasons.
Then the minimum requirements of the legislation apply (LAS, the Annual Leave Act, the Working Hours Act). The employment agreement serves an even more important function as it regulates terms that would otherwise be covered by a collective agreement.
Material changes to the terms of employment generally require consent from the employee. If consent is not obtained, the employer may need to terminate the employment and offer new terms, which requires objective grounds under the Employment Protection Act.
Yes, the agreement can be adapted for indefinite employment, fixed-term employment, and probationary employment. It also supports different work arrangements such as remote and hybrid work.
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