Labor law in Sweden

Swedish labor law covers the relationship between an employer and an employee. Important areas include the employment contract, working hours, leave, pay, workplace safety, discrimination, and termination of employment. The main employment protection rules are often associated with LAS, the Employment Protection Act. LAS provides a framework for different forms of employment and for ending an employment relationship, but the exact result can depend on the contract and any collective agreement. A kollektivavtal is a collective agreement between an employer organization or employer and a trade union. It can regulate pay, working hours, pensions, insurance, overtime, notice arrangements, and other conditions that may not be fixed by statute. MBL, the Co-Determination in the Workplace Act, supports information and negotiation between employers and trade unions. In workplaces with union representation, important changes may therefore involve consultation before they are carried out. Swedish workplaces are also governed by rules on the work environment. The employer must work systematically to prevent accidents, illness, harassment, and harmful physical or mental conditions, with the Swedish Work Environment Authority known as Arbetsmiljöverket overseeing this area. Employment can be permanent or temporary, and some work is carried out during a probationary period. The contract should make the basic terms clear, including the role, workplace, working time, pay, holidays, notice, and applicable collective agreement. When employment ends, the reason and procedure matter. A dismissal by the employer generally requires a legally accepted basis and proper handling, while a resignation by the employee normally follows the notice rules in the contract or applicable agreement. Disputes may be handled through a trade union, negotiations, legal advice, or a court process. Documentation is important because emails, schedules, payslips, contracts, and notes can help show what happened.