Sweden has robust statutory leave entitlements designed to support work-life balance. Employees are entitled to paid annual leave, sick leave, parental leave, and other types of leave to accommodate various life events. Understanding these entitlements is crucial for employers to ensure compliance and maintain positive employee relations.
Swedish law mandates a minimum level of leave, but collective bargaining agreements often provide more generous benefits. Employers should therefore consult both the law and any applicable collective agreements to determine the full scope of their obligations.
Annual Vacation Leave
The Swedish Annual Leave Act (Semesterlagen) guarantees all employees a minimum of 25 days of paid vacation per year. This equates to five weeks of vacation. Employees accrue vacation days from their first day of employment, although the right to take paid vacation typically vests after a qualifying period.
- Accrual: Employees generally accrue 2.08 vacation days for each month of employment.
- Taking Leave: Employees are entitled to take at least four consecutive weeks of vacation during the summer months (June-August), unless otherwise agreed.
- Payment: Employees receive their regular salary during vacation, plus a vacation bonus (semestertillägg), which is typically 0.4% of their monthly salary per vacation day.
- Unused Leave: Unused vacation days can be carried over to the following year, but there are limitations on the number of days that can be saved.
Public Holidays
Sweden observes 13 public holidays annually. While employees are not legally entitled to time off on public holidays, most employers grant paid leave on these days. When a public holiday falls on a weekend, many companies provide an extra day off, usually the following Monday.
Here is a list of public holidays in Sweden for 2025:
| Holiday | Date |
|---|---|
| New Year's Day | January 1 |
| Epiphany | January 6 |
| Good Friday | April 18 |
| Easter Sunday | April 20 |
| Easter Monday | April 21 |
| Walpurgis Night | April 30 |
| Labour Day | May 1 |
| Ascension Day | May 29 |
| Whit Sunday | June 8 |
| Whit Monday | June 9 |
| Midsummer's Eve | June 20 |
| Midsummer's Day | June 21 |
| All Saints' Day | November 1 |
| Christmas Day | December 25 |
| Boxing Day | December 26 |
Sick Leave
Employees in Sweden are entitled to sick leave if they are unable to work due to illness or injury.
- Reporting Sick Leave: Employees must notify their employer on the first day of absence. A medical certificate is usually required after seven calendar days of illness.
- Sick Pay: During the first day of sick leave (karensdag), employees typically do not receive any pay. However, some collective agreements may provide compensation for the first day. From day 2 to day 14, employees receive approximately 80% of their regular salary. After 14 days, the Swedish Social Insurance Agency (Försäkringskassan) takes over the payment of sick pay.
Parental Leave
Sweden offers generous parental leave benefits to both parents, allowing them to care for their child.
- Maternity Leave: A mother is entitled to pregnancy benefit (graviditetspenning) for up to 50 days before the expected date of birth. After the birth, parents are entitled to 480 days of parental leave per child.
- Parental Benefit: The parental benefit (föräldrapenning) is based on the parent's income. For most of the 480 days, the benefit is approximately 80% of the parent's salary, up to a certain income ceiling. There are also 90 days paid at a lower flat rate.
- Division of Leave: The 480 days can be divided between the parents as they choose, with some restrictions. One parent can take the entire leave, or they can share it.
- Temporary Parental Benefit: Parents are also entitled to temporary parental benefit (tillfällig föräldrapenning), also known as "VAB" (vård av barn), when their child is sick. Each parent is entitled to up to 120 days per child per year.
Other Types of Leave
In addition to annual leave, sick leave, and parental leave, Swedish law and collective agreements may provide for other types of leave.
- Bereavement Leave: Employees are typically granted a few days of paid leave in the event of a close family member's death. The exact duration may vary depending on the collective agreement or employer policy.
- Study Leave: Employees have the right to take unpaid leave for studies, provided they have been employed for at least six months.
- Sabbatical Leave: While not legally mandated, some employers may offer sabbatical leave as part of their benefits package. The terms and conditions of sabbatical leave vary depending on the employer.
- Leave for Union Activities: Employees who are union representatives are entitled to paid leave to attend union meetings and training.
