Swedish labour law legislation may be regarded as a general framework. Details contained in terms of employment are largely governed by collective agreements, which expand on and are based on the legislation. In many cases the conditions are better, but never worse, in collective agreements. The trade unions therefore have a very strong position in the workplace. They can provide further information and advice with regard to terms and conditions of employment.

A position may be either indefinite (permanent) or for a certain period of time. In the latter case it may, for example, be a temporary replacement position or for a specific project. Temporary positions have become increasingly common in recent years. 
The type of position should be made clear in the letter of appointment. 

A probation period of up to six months is permitted by law, but in certain collective agreements this is not permitted at all or only permitted for a shorter period of time. If employment is not terminated within the probation period, the position becomes permanent. 
By agreement, employment in a staffing agency must be full-time and is subject to the same rules as other positions. 

There are no special provisions governing part-time employment. Part-time contracts are subject to the same rules as other types of employment contract and part-time employees usually have the same rights and obligations as other employees. A general effort is being made to encourage full-time positions. 
Parents with children below the age of eight are entitled to work up to 25% fewer hours. 

In Sweden work as an au pair is treated the same as any other kind of work. This means that the employer must pay tax and employer’s contributions. Board and lodging benefits are also taxable. 

Freelance workers may have to pay their own taxes and contributions.

Text last edited on: 11/2009