Browse through brief employment and labor law updates from around the globe. Contact a Littler attorney for more information or view our global locations.

View all Q2 2022 Global Guide Quarterly updates   Download full Q2 2022 Global Guide Quarterly

Extended Obligation for Employers to Provide Information on Terms of Employment

New Legislation Enacted

Author: Anna Jerndorf, Partner and Head of Employment – TM & Partners

On June 29, 2022, the EU Directive 2019/1152 on Transparent and Predictable Working Conditions (the EU Directive) entered into force. The implementation of the EU Directive in Swedish law significantly increases employers’ obligation to provide written information on the main employment terms such as for example information on working hours, overtime compensation, right to education, the company’s insurance package offered and rules to be observed when either party wishes to terminate the employment relationship. The EU Directive also means that employees are entitled to hold a second occupation during the employment subject to certain restrictions.

Changes to the Swedish Employment Protection Act

New Legislation Enacted

Author: Anna Jerndorf, Partner and Head of Employment – TM & Partners

On June 30, 2022, changes to the Swedish Employment Protection Act (1982:80) entered into force. The new rules shall be applied by employers as of October 1, 2022. In short, the changes mean that: (i) employers get greater flexibility and better opportunities to adapt skills to operational requirements; (ii) employees get increased security through improved predictability in a variety of terms of employment, such as standard working hours and forms of employment; (iii) employers get increased possibilities to make exceptions to the order of priority rules and lower costs when terminating an employment; (iv) the rules on termination of employment on objective grounds are clearer to increase predictability for employers and employees (objective grounds, as a term, is replaced by objective reasons); (v) employers will no longer bear wage costs in the event of disputes concerning the validity of termination; (vi) general fixed-term employment is replaced by a new form of fixed-term employment that more rapidly transforms into a permanent employment; (vii) in the event of re-regulation of employees’ employment rate, employers must follow a specific order of priority and employees will be entitled to an adjustment period of up to three months; and (viii) hiring of temporary staff and full-time work is regulated.