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> GOVERNANCE - home > Employment protection legislation database - EPLex > Sweden

Sweden - Types of employment contracts


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Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Sec. 6 EPA.
    Refers to the possibility to conclude "contract for probationary employment, provided that the probationary period does not exceed 6 months".

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
    Remarks:
    • According to sec. 5 EPA, a contract of employment for a fixed-term may be concluded: 1) for a general fixed-term employment, 2) for a temporary substitute employment, 3) for a seasonal employment, 4) when the employee has attained the age of 67.

      FTC for the purpose of 'general fixed-term employment' can be concluded with no valid reason.
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Sec. 5a EPA: “A fixed-term employment is transformed into indefinite-term employment when an employee has been employed on a general fixed-term contract for a total of more than 2 years: 1) during a five year period, or 2) during a period when the employee has had successive fixed-term employment in the form of a general fixed-term employment, a temporary substitute employment or seasonal employment.
      Successive fixed-term employment occurs if the employment started within six months from the last day of the previous employment.
      A temporary substitute employment turns into indefinite-term employment when an employee has been employed by the employer for a temporary substitute employment for in aggregate more than two years during a five year period (SFS 2016: 248)”.
  • % of workforce under FTC: 15.1 %
    Remarks:
    • Source: Eurostat, 2015 (http://appsso.eurostat.ec.europa.eu/nui/submitViewTableAction.do)
      The figure refers to the percentage of total employment with a temporary contract for employees aged from 15 to 64 years.

      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts." Source: http://ec.europa.eu/eurostat/statistics-explained/index.php/Employment_statistics
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Sec. 6 EPA.
    Refers to the possibility to conclude "contract for probationary employment, provided that the probationary period does not exceed 6 months".

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
    Remarks:
    • According to sec. 5 EPA, a contract of employment for a fixed-term may be concluded: 1) for a general fixed-term employment, 2) for a temporary substitute employment, 3) for a seasonal employment, 4) when the employee has attained the age of 67.

      FTC for the purpose of 'general fixed-term employment' can be concluded with no valid reason.
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Sec. 5a EPA: “A fixed-term employment is transformed into indefinite-term employment when an employee has been employed on a general fixed-term contract for a total of more than 2 years: 1) during a five year period, or 2) during a period when the employee has had successive fixed-term employment in the form of a general fixed-term employment, a temporary substitute employment or seasonal employment.
      Successive fixed-term employment occurs if the employment started within six months from the last day of the previous employment.
      A temporary substitute employment turns into indefinite-term employment when an employee has been employed by the employer for a temporary substitute employment for in aggregate more than two years during a five year period (SFS 2016: 248)”.
  • % of workforce under FTC: 15.1 %
    Remarks:
    • Source: Eurostat, 2015 (http://appsso.eurostat.ec.europa.eu/nui/submitViewTableAction.do)
      The figure refers to the percentage of total employment with a temporary contract for employees aged from 15 to 64 years.

      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts." Source: http://ec.europa.eu/eurostat/statistics-explained/index.php/Employment_statistics
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Sec. 6 EPA.
    Refers to the possibility to conclude "contract for probationary employment, provided that the probationary period does not exceed 6 months".

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
    Remarks:
    • According to sec. 5 EPA, a contract of employment for a fixed-term may be concluded: 1) for a general fixed-term employment, 2) for a temporary substitute employment, 3) for a seasonal employment, 4) when the employee has attained the age of 67.

      FTC for the purpose of 'general fixed-term employment' can be concluded with no valid reason.
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Sec. 5 EPA : An employee may only be employed for a maximum of two years during a five-years period under FCT concluded for a general fixed-term employment or for a substitute employment. If this time limit is exceeded, the employment contract automatically converts into an indefinite-term contract.
  • % of workforce under FTC: 15.1 %
    Remarks:
    • Source: Eurostat, 2015 (http://appsso.eurostat.ec.europa.eu/nui/submitViewTableAction.do)
      The figure refers to the percentage of total employment with a temporary contract for employees aged from 15 to 64 years.

      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts." Source: http://ec.europa.eu/eurostat/statistics-explained/index.php/Employment_statistics
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Sec. 6 EPA.
    Refers to the possibility to conclude "contract for probationary employment, provided that the probationary period does not exceed 6 months".

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
    Remarks:
    • According to sec. 5 EPA, a contract of employment for a fixed-term may be concluded: 1) for a general fixed-term employment, 2) for a temporary substitute employment, 3) for a seasonal employment, 4) when the employee has attained the age of 67.

      FTC for the purpose of 'general fixed-term employment' can be concluded with no valid reason.
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Sec. 5 EPA : An employee may only be employed for a maximum of two years during a five-years period under FCT concluded for a general fixed-term employment or for a substitute employment. If this time limit is exceeded, the employment contract automatically converts into an indefinite-term contract.
  • % of workforce under FTC: 15.2 %
    Remarks:
    • Source: Eurostat, 2014 (http://appsso.eurostat.ec.europa.eu/nui/submitViewTableAction.do)
      The figure refers to the percentage of total employment with a temporary contract for employees aged from 15 to 64 years.

      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts." Source: http://ec.europa.eu/eurostat/statistics-explained/index.php/Employment_statistics
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Sec. 6 EPA.
    Refers to the possibility to conclude "contract for probationary employment, provided that the probationary period does not exceed 6 months".

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
    Remarks:
    • According to sec. 5 EPA, a contract of employment for a fixed-term may be concluded: 1) for a general fixed-term employment, 2) for a temporary substitute employment, 3) for a seasonal employment, 4) when the employee has attained the age of 67.

      FTC for the purpose of 'general fixed-term employment' can be concluded with no valid reason.
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Sec. 5 EPA : An employee may only be employed for a maximum of two years during a five-years period under FCT concluded for a general fixed-term employment or for a substitute employment. If this time limit is exceeded, the employment contract automatically converts into an indefinite-term contract.
  • % of workforce under FTC: 14.7 %
    Remarks:
    • Source: Eurostat, 2013 (http://appsso.eurostat.ec.europa.eu/nui/submitViewTableAction.do)

      The figure refers to the percentage of total employment with a temporary contract for employees aged from 15 to 64 years.

      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts." Source: http://ec.europa.eu/eurostat/statistics-explained/index.php/Employment_statistics

+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Sec. 6 EPA.
    Refers to the possibility to conclude "contract for probationary employment, provided that the probationary period does not exceed 6 months".

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
    Remarks:
    • According to sec. 5 EPA, a contract of employment for a fixed-term may be concluded: 1) for a general fixed-term employment, 2) for a temporary substitute employment, 3) for a seasonal employment, 4) when the employee has attained the age of 67.

      FTC for the purpose of 'general fixed-term employment' can be concluded with no valid reason.
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Sec. 5 EPA : An employee may only be employed for a maximum of two years during a five-years period under FCT concluded for a general fixed-term employment or for a substitute employment. If this time limit is exceeded, the employment contract automatically converts into an indefinite-term contract.
  • % of workforce under FTC: 17 %
    Remarks:
    • Source: Eurostat, as of third semester 2012.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Sec. 6 EPA.
    Refers to the possibility to conclude "contract for probationary employment, provided that the probationary period does not exceed 6 months".

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
    Remarks:
    • According to sec. 5 EPA, a contract of employment for a fixed-term may be concluded: 1) for a general fixed-term employment, 2) for a temporary substitute employment, 3) for a seasonal employment, 4) when the employee has attained the age of 67.

      FTC for the purpose of 'general fixed-term employment' can be concluded with no valid reason.
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Sec. 5 EPA : An employee may only be employed for a maximum of two years during a five-years period under FCT concluded for a general fixed-term employment or for a substitute employment. If this time limit is exceeded, the employment contract automatically converts into an indefinite-term contract.
  • % of workforce under FTC: 16.4 %
    Remarks:
    • Source: Eurostat, annual average for 2011.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Sec. 6 EPA.
    Refers to the possibility to conclude "contract for probationary employment, provided that the probationary period does not exceed 6 months".

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
    Remarks:
    • According to sec. 5 EPA, a contract of employment for a fixed-term may be concluded: 1) for a general fixed-term employment, 2) for a temporary substitute employment, 3) for a seasonal employment, 4) when the employee has attained the age of 67.

      FTC for the purpose of 'general fixed-term employment' can be concluded with no valid reason.
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Sec. 5 EPA : An employee may only be employed for a maximum of two years during a five-years period under FCT concluded for a general fixed-term employment or for a substitute employment. If this time limit is exceeded, the employment contract automatically converts into an indefinite-term contract.
  • % of workforce under FTC: 15.8 %
    Remarks:
    • Source: Eurostat, annual average for 2010.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."
+ show references

Maximum probationary (trial) period: 6 month(s)

Remarks:
  • Sec. 6 EPA.
    Refers to the possibility to conclude "contract for probationary employment, provided that the probationary period does not exceed 6 months".

Fixed term contract (FTC):
  • FTC regulated: Yes
  • Valid reasons for FTC use: no limitation
    Remarks:
    • According to sec. 5 EPA (as amended in July 2007), a contract of employment for a fixed-term may be concluded: 1) for a general fixed-term employment, 2) for a temporary substitute employment, 3) for a seasonal employment, 4) when the employee has attained the age of 67.

      FTC for the purpose of 'general fixed-term employment' can be concluded with no valid reason.
  • Maximum number of successive FTCs: no limitation
  • Maximum cumulative duration of successive FTCs: 24 month(s)
    Remarks:
    • Sec. 5 EPA : An employee may only be employed for a maximum of two years during a five-years period under FCT concluded for a general fixed-term employment or for a substitute employment. If this time limit is exceeded, the employment contract automatically converts into an indefinite-term contract.
  • % of workforce under FTC: 15.3 %
    Remarks:
    • Source: Eurostat, annual average for 2009.
      The figure refers to the percentage of employee with a contract of limited duration (= temporary job) of total number of employee aged 15-74 years.
      Eurostat data are based on the following definition:
      "A job may be considered temporary if employer and employee agree that its end is determined by objective conditions such as a specific date, the completion of a task or the return of another employee who has been temporarily replaced (usually stated in a work contract of limited duration). Typical cases are: (a) persons with seasonal employment; (b) persons engaged by an agency or employment exchange and hired to a third party to perform a specific task (unless there is a written work contract of unlimited duration); (c) persons with specific training contracts."