In March, the decision was taken to implement the EU Directive on Working Conditions legislative changes that come into force on 29 June 2022. The directive aims to ensure that working conditions are transparent and predictable and that minimum standards apply to every worker in the EU.
The legislative changes mean, for example:
A greater obligation to provide information in connection with recruitment. The current rules in Sweden’s Employment Protection Act (EPA) are being expanded and employers will need to provide more information when recruiting someone.
If an employee requests to work more hours, or requests a permanent position, and they have worked for you for at least six months, then you as the employer must provide a written reply within one month of the request.
You as the employer may not ban employees from accepting other employment while they work for you. If your employee accepts other employment, that employment must not be an obstacle to working for you, compete with your business or damage your business. If an employee accepts other employment, they must not be disadvantaged because of this.
The changes also cover groups that are not normally covered by the EPA. These regulatory changes therefore also apply to employees in a managerial or comparable role, to the employee’s family, to employees recruited with special hiring subsidies and to employees with protected jobs or subsidised wages.
As a result of these changes, employers may need to review their employment contracts. Note that other rules may apply for companies that are bound by collective agreements. Contact Azets if you have any questions or need help.
Ingrid Clementson is Azets guest blogger. She has a background in corporate law, negotiator, chief negotiator, head of labor law and education manager since 2008. At the moment Ingrid runs her own company named 100 House of HR Legal AB.