|Nom original:||Föräldraledighetslag (1995:584).|
|Nom:||Parental Leave Act (1995:584).|
|Sujet(s):||Travailleurs ayant des responsabilités familiales|
|Type de loi:||Loi|
|Entry into force:|
|Publié le:||Svensk författningssamling, 1995-06-07, No. 584, pp. 1-6, ISSN: 0346-5845 (INFORM - P60768)
|Bibliographie:||Svensk författningssamling, 1995-06-07, No. 584, pp. 1-6, ISSN: 0346-5845 (INFORM - P60768)
English translation Government Offices of Sweden, Sweden PDF (DOC.NORMES) (consulté le 2010-03-08)
Act online in Swedish, Consolidated Text Regeringskansliets rättsdatabaser, Notisum AB, www.notisum.se, Sweden, 6 pp. PDF of Act as amended to Act 2015:760 (DOC.NORMES) (consulté le 2016-05-17)
|Résumé/Citation:||The consolidation of the Act includes a total of 16 amending texts through November 2015 (up to Act 2015:760). The consolidated text includes various amendments.
Regulates comprehensively the parental leave entitlements available. Contains 10 subject headings and 23 sections concerning, inter alia:
Defines the employees covered and lists and defines the (limited) rights to derogations from the Act by way of an agreement between the employer and employee. Five different types of leave are available: - Maternity leave (7 weeks) - Full parental leave for one parent (generally until the child is 18 months old) with or without family benefits. - Partial parental leave (50 or 25 percent leave) with family benefits. - Partial parental leave (25 percent leave until the child is 8 years old) without family benefits. - Temporary leave for care of child (with benefits and limits according to the Chapter 4 of the National Insurance Act (1962:381)). With the exception of maternity leave and the right to temporary leave for care of child, the leave entitlements are conditional on having been employed either for six months preceding the leave or for 12 months during the two years preceding the leave. The Act also regulates to what extent leave may be split up into several periods, notification requirements, the right to reinstatement, the obligatory nature of the Act coupled with the general rule protecting employees from dismissals caused by the exercise of their rights pursuant to the Act. Special rules apply regarding the right of pregnant employees, of those who recently have given birth as well as of breast feeding mothers, to be transferred to non-strenuous positions.