Employment contracts in Sweden explained: Rules, probation, notice periods & employee rights (2026 guide)

Starting a job in a new country always comes with questions, and in Sweden many of those questions lead straight to one thing: your employment contract. Before you sign anything, it is worth understanding that Swedish working life is shaped by a specific system of rules, protections, and agreements that affect both employers and employees. What may look like a simple contract is actually the document that sets the tone for your everyday work, your rights, and your long-term security in the country.

Sweden’s labour market is often presented as a balance between business freedom and employee protection. This balance is not accidental. It is part of the Swedish Model, a system built on cooperation between employers, workers, trade unions, and the law. In practice, this means that employment conditions in Sweden are not based only on what a company decides, but also on wider legal and collective frameworks that help create stability and predictability in working life.

One of the most important laws in this system is the Employment Protection Act, in Swedish Lagen om anställningsskydd, usually called LAS. It forms the legal foundation for most employment relationships in Sweden and explains what employers can and cannot do when hiring, managing, or ending employment. For anyone who has moved to Sweden and wants to feel more confident in the workplace, understanding this law is a very good place to start. This is especially true when it comes to the difference between permanent contracts and probationary employment, because these two forms of employment can shape your experience in very different ways.

Employment contracts in Sweden: How the Swedish labour market works

To understand a Swedish employment contract properly, it helps to first look at the bigger picture. The Swedish labour market works a little differently from what many immigrants may know from other countries. In some places, the state regulates almost every detail of working life through strict legal rules. In Sweden, the system is more based on cooperation between the main actors in the labour market, especially trade unions and employer organisations.

These two sides negotiate what are called collective bargaining agreements, in Swedish kollektivavtal. These agreements cover a large majority of employees in Sweden, usually somewhere between 70% and 90%, depending on the sector. They are a very important part of working life and have real legal force. In many cases, they add more detail to the general law and can also offer employees better conditions than the minimum standards set by legislation.

For example, the law may set a certain notice period, but a collective agreement can provide a longer notice period or more favourable terms for the employee. Because of this, employment in Sweden often works within two connected layers at the same time. The first is the personal contract between the employee and the employer. The second is the collective agreement that shapes the broader rules for the whole workplace or industry. Together, these two layers create a system that is meant to support stability and predictability. They also help solve many workplace disagreements through dialogue and negotiation, rather than through court cases, which is one of the reasons cooperation plays such an important role in Swedish working life.

Why LAS is so important in Sweden

Even though collective agreements play a major role in Swedish working life, the Employment Protection Act, usually called LAS, is still one of the most important laws in the system. It applies to almost all employees, with only a few exceptions, such as company CEOs or close family members working for the employer. LAS is built around one central idea: employment should be stable and predictable. In practice, this means an employer cannot dismiss someone whenever they want, without a proper and well-documented reason.

This is one of the biggest differences that many immigrants notice when they start learning about the Swedish labour market. Sweden does not follow an “at-will” model where an employee can be let go without clear justification. Instead, LAS gives employees a basic level of protection and sets rules that employers must follow if they want to end an employment relationship.

At the same time, LAS is not a static law that has stayed unchanged for decades. In 2022, it went through its biggest update in many years. These changes were introduced to make the labour market more flexible and better suited to modern working life, including the needs of a more digital economy, while still keeping the core protections that are so important in Sweden. Among other things, the reform changed rules around redundancy and the path from temporary employment to permanent employment. Because of that, it has become even more important for employees to understand exactly what kind of contract they have and what rights come with it.

Permanent employment in Sweden: The main type of contract

In Sweden, the most standard and most secure form of employment is a permanent contract, called tillsvidareanställning. This is the type of contract that stands at the centre of Swedish working life. The Swedish term literally means “until further notice“, which reflects the basic idea behind it very well. There is no fixed end date, and the employment is expected to continue unless one of the parties decides to end it in the proper legal way.

Under Swedish law, permanent employment is the default form of employment. This means that if a contract does not clearly state that the job is temporary or limited to a certain period, it is normally treated as a permanent position. In other words, the legal starting point in Sweden is that a new job is meant to continue over time, not end automatically after a few months or on a set date.

A permanent contract gives the employee the strongest level of job security. It cannot simply be ended on a whim. The employment usually comes to an end only if the employee chooses to resign, or if the employer can show valid and factual reasons for termination. This protection is not only important from the point of view of workplace rights. It also has a practical effect on everyday life in Sweden. Having a permanent contract can make it easier to get a housing loan or sign a long-term rental agreement, because banks and landlords often see permanent employment as proof of financial stability.

What happens if the contract is unclear

One of the strongest protections in Swedish labour law is the idea that employment should be stable by default. In practice, this means that if something in the employment setup is unclear or not written properly, the situation is usually interpreted in favour of the employee.

For example, if there is no clearly defined end date in the contract, the job is normally treated as a permanent position. This rule is meant to prevent situations where employees are left in uncertainty because of unclear agreements or informal arrangements. Swedish law strongly encourages employers to be precise and transparent from the beginning.

However, it is important to clarify one common misunderstanding. While permanence can be assumed in unclear situations, full-time employment is not automatically guaranteed by law. In Sweden, both full-time and part-time contracts are common, and the number of working hours must be clearly stated in the agreement. If this is not specified, it can lead to disputes, but it does not automatically mean a standard 40-hour work week will be applied.

Overall, these rules are designed to protect employees from vague agreements and to make sure that working conditions are clearly defined from the start.

Type of contract	Duration	Termination basis	Notice period
Permanent (Tillsvidare)	Indefinite	Factual reasons required	1-6 months (tenure-based)
Probationary (Provanställning)	Max 6 months	No cause required	14 days minimum
Special Fixed-Term (SÄVA)	Max 12 months	End of term/contractual	Varies/End of contract
Substitute (Vikariat)	Defined term	Return of regular employee	Varies

The probation period in Sweden: What to expect

In Sweden, many permanent jobs start with a probation period, known as provanställning. This is a trial phase that usually lasts up to six months. During this time, both the employer and the employee can check if the collaboration works well in practice. It is not only about skills, but also about communication, expectations, and how the person fits into the team.

For the employer, this period gives some flexibility before making a long-term commitment. For the employee, it is also an important moment to decide if the role and the company feel right. In that sense, the probation period works both ways and is not only a “test” for one side.

The six-month rule and what it means

Under Swedish law (LAS), a probation period can last for a maximum of six months. This is the standard rule, and in most cases it is strictly followed. If the probation period ends and neither the employer nor the employee decides to terminate the employment, the contract automatically continues as a permanent one.

There is also an important detail to understand. During the probation period, both sides can end the employment without giving a formal reason, but there are still basic rules that must be respected, for example related to notice and communication.

In some cases, collective agreements (kollektivavtal) can introduce slightly different rules, including shorter probation periods. However, in most standard office and professional roles, the six-month period is the norm that people can expect.

Ending a job during the probation period

The biggest difference between a probationary contract and a permanent one is how easy it is to end the employment. During the probation period, the employer can terminate the contract without having to give a detailed explanation or prove so-called “factual reasons” (which are normally required under Swedish law).

This makes the probation period the only stage in a typical Swedish career where something similar to “at-will” termination can happen. It gives employers more flexibility, but at the same time, it can feel less secure for the employee.

That said, this does not mean that anything is allowed. Even during probation, employees are still protected by important laws. An employer cannot terminate a contract because of discrimination. This includes reasons such as gender, ethnicity, religion, disability, sexual orientation, or age.

It is also not allowed to end employment because someone joined a trade union, is expecting a child, or plans to take parental leave. If an employee believes the termination was unfair or discriminatory, they have the right to challenge it legally.

Your rights during the probation period

Many people assume that probationary employees have fewer rights or worse conditions than permanent staff. In Sweden, this is generally not true. From the first day of employment, a person on probation is usually covered by the same basic conditions as other employees in the company.

This includes salary, access to the social security system, and workplace safety protections. Employees also start earning paid vacation days from the beginning and can receive sick pay if they become ill.

The main differences are related to job security. During probation, the notice period is usually shorter, and the employer does not need to justify the decision to end the contract in the same way as with permanent employment.

Understanding notice periods in Sweden

When a job ends, the notice period works as a transition period for both sides. It gives the employee time to look for a new position and gives the employer time to plan the next step, whether that means hiring someone new or reorganising the team. In Sweden, notice periods can come from different sources. Sometimes they are set by law, sometimes they are written into the individual employment contract, and in many cases they are also affected by a collective agreement.

Minimum notice periods for permanent employees

For employees with permanent contracts, the Employment Protection Act, LAS, sets the minimum notice periods that apply when the employer ends the employment. These notice periods are linked to how long the person has worked for the company. This means that employees who have been with the same employer for many years usually receive a longer notice period than someone who was hired more recently. In practice, the system is meant to give stronger protection to people with longer service.

It is also important to remember that the legal notice periods in LAS are only the minimum standard. If your contract gives you a longer notice period, that longer period applies. The same is true if there is a collective agreement with better terms. In some roles, especially more senior positions, it is quite normal to have a longer contractual notice period from the very beginning of employment.

Years of employment	Minimum notice period (Employer-initiated)
Less than 2 years	1 month
2 years but less than 4 years	2 months
4 years but less than 6 years	3 months
6 years but less than 8 years	4 months
8 years but less than 10 years	5 months
10 years or more	6 months

When you resign from a job in Sweden

When an employee decides to leave a company, the rules are a little different from a dismissal initiated by the employer. Under LAS, the basic legal rule is that an employee who resigns has at least one month of notice. Unlike employer-initiated termination, this notice period does not automatically become longer just because the employee has worked at the company for many years.

At the same time, the one-month rule is only the legal minimum. In Sweden, many employment contracts and collective agreements include longer notice periods for employees as well. In practice, two or three months of notice is quite common in more specialised or senior roles, especially when replacing a person takes time and the handover process is more demanding. If you have signed a contract with a longer notice period, you are normally expected to follow that agreement.

Notice rules during a probation period

The rules are more flexible during a probation period. If the employer wants to end a probationary contract, they usually have to inform the employee at least 14 days in advance. This is much shorter than the minimum notice period that normally applies to permanent employees.

For the employee, the situation is more open. Under LAS, an employee on probation can usually leave immediately, unless the contract or a collective agreement says something else. In real working life, many people still choose to give some notice to keep a good professional relationship and leave on good terms. But legally speaking, it is possible to resign during probation without a formal notice period if no other rule has been agreed.

Salary and benefits during the notice period

In Sweden, one important rule is that you are still fully employed during your notice period. Even if you already know that your job is ending, your employment conditions do not change until your final day. This means you continue to receive your normal salary and keep your usual benefits during this time.

You also continue to earn vacation days, just like before. The notice period is treated as regular working time from a legal point of view, even if the situation may feel different in practice.

Sometimes, an employer may decide that you do not need to come to work during your notice period. This is known as being released from work, or arbetsbefriad. Even in this case, the employer is still required to pay your full salary and maintain your employment conditions until the contract officially ends.

When an employer can end a permanent contract in Sweden

As mentioned earlier, ending a permanent contract in Sweden is not something an employer can do freely. Under LAS, the employer must have “factual reasons” (sakliga skäl) for termination. This wording replaced the older term saklig grund in the 2022 reform. In practice, the law recognises two main categories: redundancy (arbetsbrist) and reasons connected to the employee personally.

Redundancy in Sweden: When there is not enough work

Redundancy is one of the most common legal reasons for ending employment in Sweden. It usually means that the employer no longer has enough work, needs to reorganise, or must adapt the business because of financial or operational changes. When this happens, the employer cannot simply choose freely who stays and who goes. LAS includes seniority rules, often described as “last in, first out,” which are meant to create a more predictable and fair process.

The basic rule is that employees with a shorter length of service are normally affected first, while those with longer service have stronger protection. If two employees have the same length of service, the older employee is given priority to remain employed.

The rule that lets employers keep three key employees

One important change introduced by the 2022 LAS reform is that all employers, regardless of company size, can exclude up to three employees from the seniority list before the final order is applied. These are employees whom the employer considers especially important for the future of the business. If the employer uses this exception, no additional exemptions can be made in another redundancy process started within the following three months.

When termination is based on personal reasons

Ending a contract for personal reasons is much more complex than redundancy. In this case, the issue is connected directly to the employee’s behaviour or performance. This can include situations like repeated misconduct, conflicts at work, long-term unauthorised absence, or serious and ongoing problems with meeting job expectations.

In Sweden, an employer cannot immediately terminate someone for these reasons. The law requires a structured and fair process before such a decision can be made. The goal is to give the employee a real chance to improve or to find another solution within the company.

What the employer must do first

Before terminating employment for personal reasons, the employer is expected to take several steps.

1. The employee should receive a clear warning. This is often done in writing and explains what the problem is and what needs to change. It should also make it clear that the job may be at risk if the situation does not improve.
2. The employer must look at whether the employee can continue working in a different role. This is known as a redeployment or relocation assessment. The company needs to check if there is another position where the employee could perform better. After the 2022 reform, the requirement is generally limited to making one reasonable offer of another role.
3. If the employee is a member of a trade union, the employer must inform the union before making a final decision. The union then has the right to request a consultation and review the case.

Immediate dismissal in serious cases

In very serious situations, an employer can end the employment immediately through what is called avskedande, or summary dismissal. This applies only in cases of gross misconduct, such as theft, violence, or serious breach of trust.

When summary dismissal is used, the employment ends at once, without a notice period and without further salary. Because the consequences are so strong, the legal threshold is very high. It is normally used only in situations where the employee has clearly broken fundamental rules or shown behaviour that makes continued employment impossible.

Why Collective Agreements matter in Sweden

If you are working in Sweden, one of the first questions worth asking is: does my employer have a collective agreement (kollektivavtal)? Not every company has one, but these agreements are a key part of how the Swedish labour market works. They are negotiated between employer organisations and trade unions, such as Unionen, Akavia, or IF Metall, and they shape many everyday working conditions.

What a Collective Agreement means for you

A collective agreement adds an extra layer on top of your individual contract. It helps define important details that are not always fully regulated by law. This can include things like salary structures, working hours, overtime compensation, pensions, and insurance coverage.

If your workplace is covered by a collective agreement, many of these conditions are already standardised, which makes your situation more predictable and often more secure.

If there is no collective agreement, things look different. In that case, it becomes much more important to check and negotiate your employment terms carefully. Without a kollektivavtal, some benefits are not guaranteed by law. For example, occupational pension (tjänstepension) is not automatic, and salary increases are not regulated in the same way. That means more responsibility falls on the individual agreement between you and your employer.

Benefit	Statutory minimum (LAS/Annual Leave Act)	Common Collective Agreement upgrade
Salary review	No legal right to annual raise	Guaranteed annual salary review
Overtime pay	No set legal rate	50%–100% extra per hour
Vacation	25 days	28–35 days
Occupational pension	Not required by law	Mandatory contributions (approx. 4.5%+)
Parental pay	State allowance only	Employer top-up (up to 90% of salary)
Sick pay (day 15+)	State insurance only	Additional 10% employer supplement

Time off, health, and work-life balance in Sweden

Sweden is well known for taking work-life balance seriously, and this is clearly visible in the rules around vacation, health, and family life. Compared to many other countries, employees in Sweden often have more structured support when it comes to rest, recovery, and time with family.

Paid vacation in Sweden: What you are entitled to

Under Swedish law, specifically the Annual Leave Act (Semesterlagen), every employee has the right to 25 days of vacation per year. This applies regardless of age or type of employment.

The law also gives you the right to take a longer continuous break during the summer. In most cases, employees can take up to four consecutive weeks of vacation between June and August, which is a very common practice across the country.

One thing that often surprises immigrants is how the vacation system is structured. In many companies, there is a difference between the earning year and the vacation year. This usually means you earn your paid vacation days from April to March, and then use them in the following period.

Because of this, during your first year at a new job, you may still have the right to take time off, but some or all of those days may be unpaid if you have not yet earned them. To make this easier, many employers offer what is called förskottssemester, or advance vacation. This means they pay for your holiday upfront, often with the condition that you stay with the company for a certain period.

The wellness allowance: A common benefit

To support employee health, many employers in Sweden offer a wellness allowance, known as friskvårdsbidrag. This benefit is tax-free and commonly goes up to around 5,000 SEK per year, depending on the employer.

You can use this allowance for activities that support your health, such as gym memberships, fitness classes, swimming, yoga, or even massages. However, it is important to know that this money is meant for activities, not for buying equipment. For example, you cannot use it to purchase running shoes or sports gear.

Sick pay and parental leave

If you become ill, you are financially protected from the first days of absence. The employer usually pays around 80% of your salary for the first 14 days. After that, the responsibility shifts to the Swedish social insurance system, managed by Försäkringskassan.

Parental leave in Sweden is also very generous. Parents have access to 480 days of paid leave per child, which can be shared between them. In many workplaces, especially those covered by a collective agreement, employers also offer additional compensation on top of the state benefit, often referred to as parental pay.

Changes in Sweden’s labour market in 2026

The Swedish labour market is changing, and one of the most important areas is labour migration. For immigrants from outside the EU, salary rules have become stricter and more important than before.

Salary requirements for Non-EU workers

If you are a non-EU citizen applying for a work permit in Sweden, your salary is one of the key requirements. Right now, the official salary threshold used by the Swedish Migration Agency is 80% of the median salary in Sweden. Based on the current figures, that means a minimum of 29,680 SEK per month. The threshold is linked to salary data from Statistics Sweden, so it can change when new median wage data is published.

At the same time, the Swedish government has announced a stricter direction for labour migration and presented a move toward a higher salary threshold of 90% of the median wage. Since we are now in March 2026 and the change is expected later, it makes sense to describe this as an upcoming tightening rather than as a rule that is already fully in force today.

Period	Salary requirement base	Approx. monthly threshold
Current (…-2025)	80% of median wage	SEK 29,680
Proposed (June 2026)	90% of median wage	SEK 33,390

The general goal of these stricter salary rules is to focus labour migration more on qualified jobs with proper employment conditions and to reduce the risk of exploitation in low-paid work. Because this area is changing, it is a good idea to check the latest information from the Swedish Migration Agency before applying for a permit.

Upcoming rules on pay transparency and trade secrets

Sweden’s labour market is also being shaped by wider EU rules and new national laws. Two important areas to watch in 2026 are pay transparency and the protection of company trade secrets.

New pay transparency rules

By 7 June 2026, Sweden must implement the EU Pay Transparency Directive. The purpose of this directive is to make pay-setting more transparent and strengthen the principle of equal pay for equal work or work of equal value.

For employees and job applicants, this could mean important changes in the hiring process. One of the best-known parts of the directive is that employers should no longer ask candidates about their previous salary. The rules are also designed to give workers more insight into pay structures and make it easier to identify unfair pay differences.

Larger employers will also face stronger reporting duties, but it is worth understanding that these obligations do not start in exactly the same way for every company. Under the directive, employers with 250 or more employees are expected to report regularly on gender pay gaps first, while employers with 150 to 249 employees will also be covered on a recurring basis. Employers with 100 to 149 employees are included later. Companies with fewer than 100 employees are generally outside the reporting obligation.

Stronger protection for trade secrets

Another important change is already in force. From 1 January 2026, Sweden introduced stronger criminal-law protection for technical trade secrets. This is part of a broader tightening of the rules on attacks against company trade secrets.

For employees, this means that confidential company information must be handled very carefully. This can include technical documentation, production methods, code, or other sensitive business information. In practice, it reinforces how seriously Swedish law treats the protection of a company’s internal knowledge and confidential material.

What to check before signing a Swedish employment contract

When you receive a Swedish employment contract, it is worth reading it carefully from start to finish. Salary is important, of course, but it is only one part of the full picture. Your contract should clearly explain your rights, your responsibilities, and the conditions of your employment.

The most important things to verify

• Type of employment
  Is it a permanent contract (tillsvidareanställning) or a fixed-term contract (visstidsanställning)? If it is permanent, check if it starts with a probation period (provanställning).
• Start date and workplace
  The contract should clearly state when your job begins and where you will work: in the office, remotely, or in a hybrid setup.
• Job duties
  A clear description of your responsibilities helps avoid confusion later and protects you from being assigned tasks far outside your role.
• Notice periods
  Make sure you understand how much notice you must give and how much notice your employer must give. Compare this with the legal minimums.
• Collective agreement
  Check if the contract mentions a kollektivavtal. If not, make sure important elements like pension, insurance, and salary development are clearly written in your individual contract.
• Benefits and extras
  Look for information about things like friskvårdsbidrag, occupational pension, insurance, or private healthcare.

Common mistakes international employees make

One common mistake is relying too much on a verbal agreement. In Sweden, verbal agreements can be legally valid, but they are much harder to prove if a problem appears later. That is why it is always safer to have a written contract before your first working day.

Another point worth knowing is the Swedish expert tax relief. If you are a highly qualified international specialist, researcher, or key employee, you may be able to receive tax relief for a limited period after moving to Sweden. This is not automatic and usually has to be applied for, so it is a good idea to ask HR about it as early as possible.

The future of work in Sweden: What it means for you

The Swedish labour market is constantly evolving, but its core idea remains the same: a balance between flexibility for companies and security for employees. This approach, often described as “flexicurity,” allows businesses to adapt to change while still protecting workers and supporting them through transitions.

Recent reforms, including the 2022 changes to employment law and the upcoming 2026 rules on pay transparency and labour migration, are all part of this long-term direction. The system is not built on the idea of lifelong job guarantees, but rather on creating stability through clear rules, strong protections, and support when change happens.

For employees, this means that even if a job ends, the system is designed to help you move forward. New support tools, such as transition study support (omställningsstudiestöd), make it possible to retrain, gain new skills, or even return to education with financial support.

Understanding your Swedish employment contract is therefore not just about checking the details on paper. It is about understanding the system you are entering. From probation periods and notice rules to collective agreements and benefits, every element plays a role in shaping your work experience.

If you take the time to understand your contract from the beginning, you are not just protecting your current job. You are building a stronger, more secure professional future in one of the most structured and employee-focused labour markets in the world.