Managing employee leave and vacation entitlements is a critical aspect of compliant and effective workforce management in Sweden. The country has robust legislation, primarily the Annual Leave Act (Semesterlagen), the Social Insurance Code (Socialförsäkringsbalken), and collective agreements, that govern various types of leave, ensuring employees have rights to time off for rest, illness, and family responsibilities. Understanding these regulations is essential for employers operating in Sweden, whether they have a local entity or are employing remotely via an Employer of Record.
Swedish law provides employees with significant entitlements to paid time off, contributing to a strong work-life balance culture. These entitlements cover not only standard annual vacation but also comprehensive provisions for sick leave, parental leave, and other specific circumstances. Navigating these different types of leave requires careful attention to legal requirements regarding eligibility, duration, compensation, and administrative procedures.
Annual Vacation Leave
Under the Swedish Annual Leave Act, all employees are entitled to annual vacation. The minimum statutory entitlement is 25 days of paid annual leave per year, regardless of age or employment type (full-time or part-time). Employees begin to accrue vacation days from their first day of employment.
- Accrual: Vacation days are typically earned during an "earning year" (April 1st to March 31st) and can be taken during the subsequent "vacation year" (April 1st to March 31st). However, employees are often allowed to take accrued leave during the same year it is earned, depending on company policy or collective agreements.
- Paid vs. Unpaid Leave: The 25 days are the minimum for paid leave. Employees who have not accrued 25 paid days during their earning year are still entitled to 25 days of unpaid leave.
- Vacation Pay: When an employee takes paid vacation, they receive their regular salary plus a vacation supplement (semestertillägg). The statutory minimum supplement is 12% of the employee's monthly salary for each paid vacation day taken. Collective agreements may stipulate higher rates.
- Saving Leave: Employees are generally allowed to save vacation days exceeding 20 days per year for up to five years.
- Taking Leave: Employees have the right to take at least four consecutive weeks of their main annual leave during the summer period (June-August), unless otherwise agreed or stipulated in a collective agreement. Employers must schedule leave in consultation with employees and notify them of approved leave dates well in advance (typically two months before the leave starts).
Public Holidays and Observances
Sweden observes several public holidays throughout the year. Employees are generally entitled to time off on these days, often with premium pay if they are required to work. Public holidays do not reduce the employee's annual vacation entitlement.
Here is a list of standard Swedish public holidays:
| Holiday | Typical Date(s) |
|---|---|
| New Year's Day | January 1 |
| Epiphany | January 6 |
| Good Friday | Varies (Easter) |
| Easter Sunday | Varies (Easter) |
| Easter Monday | Varies (Easter) |
| May Day | May 1 |
| Ascension Day | Varies (40 days after Easter) |
| Whit Sunday | Varies (7th Sunday after Easter) |
| National Day of Sweden | June 6 |
| Midsummer's Eve | Friday before Midsummer Day |
| Midsummer Day | Saturday between June 20-26 |
| All Saints' Day | Saturday between Oct 31-Nov 6 |
| Christmas Eve | December 24 |
| Christmas Day | December 25 |
| Second Day of Christmas | December 26 |
Note that some days preceding public holidays (like Christmas Eve, New Year's Eve, and Midsummer's Eve) are often treated as holidays or half-days by collective agreements or company policy, even if they are not statutory public holidays themselves.
Sick Leave Policies and Pay
When an employee is unable to work due to illness or injury, they are entitled to sick leave (sjukfrånvaro) and sick pay (sjuklön). The system involves both employer responsibility and benefits from the Swedish Social Insurance Agency (Försäkringskassan).
- Waiting Day (Karensdag): The first day of a sick leave period is a waiting day, for which the employee does not receive sick pay.
- Employer Sick Pay Period (Sjuklöneperiod): From day 2 to day 14 of the sick leave period, the employer is responsible for paying sick pay. The sick pay amounts to 80% of the employee's normal salary.
- Medical Certificate: For sick leave exceeding 7 calendar days, the employee must provide a medical certificate from a doctor to the employer.
- Försäkringskassan Benefits: From day 15 onwards, the employee applies for sickness benefit (sjukpenning) from Försäkringskassan. The benefit level is typically around 80% of the employee's sickness benefit basis (SGI), up to a certain income ceiling. Försäkringskassan assesses the employee's ability to work.
- Long-Term Illness: For longer periods of illness, Försäkringskassan works with the employee and employer on rehabilitation plans.
Summary of Sick Pay Structure:
| Period | Responsibility | Compensation Level | Notes |
|---|---|---|---|
| Day 1 | Employee | 0% (Waiting Day) | No sick pay paid. |
| Day 2 - Day 14 | Employer | 80% of normal salary | Employer pays sick pay. |
| Day 15 onwards | Försäkringskassan | Approx. 80% of SGI (capped) | Employee applies for sickness benefit. |
Parental Leave
Sweden has a very generous parental leave system designed to allow parents to balance work and family life and encourage shared responsibility for childcare.
- Total Entitlement: Parents are entitled to a total of 480 days of parental benefit (föräldrapenning) per child until the child turns 12 or finishes their fourth year of school.
- Benefit Levels:
- Sickness Benefit Level (SGI-level): For 390 of the 480 days, the benefit is calculated based on the parent's income (SGI), typically around 80% of the salary up to a ceiling.
- Minimum Level: The remaining 90 days are paid at a minimum flat rate (currently SEK 250 per day, subject to change).
- Sharing Days: The 480 days are shared between the parents. However, 90 days at the SGI-level are reserved specifically for each parent and cannot be transferred to the other parent. This encourages both parents to take leave.
- Taking Leave: Parental leave can be taken full-time, half-time, quarter-time, or even one-eighth time. Parents can take leave simultaneously or separately.
- Specific Entitlements:
- Maternity/Birth: The mother can start taking parental leave up to 60 days before the estimated date of birth. There is also a specific entitlement for the mother to take leave for the birth itself and the period immediately following.
- Paternity/Co-parent Leave: The other parent (father or co-parent) has the right to take 10 days of temporary parental benefit (tillfällig föräldrapenning), often called "daddy days" (pappadagar), in connection with the child's birth or adoption. These 10 days are separate from the 480 shared days.
- Adoption: Similar rules apply for adoptive parents, with entitlements starting from the time the child comes into their care.
- Temporary Parental Benefit (VAB): Parents also have the right to take temporary parental benefit (VAB - Vård av Barn, care of child) when their child is sick, up to 120 days per child per year. This is also compensated by Försäkringskassan at approximately 80% of the SGI.
Other Types of Leave
Beyond the main categories, Swedish law and collective agreements provide for other types of leave under specific circumstances:
- Temporary Leave for Urgent Family Reasons: Employees may be entitled to short-term leave for urgent family matters due to illness or accident, where the employee's immediate presence is required. This leave is often unpaid unless a collective agreement states otherwise.
- Study Leave (Studieledighet): Employees generally have the right to take leave for studies, provided they have been employed for a certain period (typically six months continuously or 12 months in the last two years). The employer does not have to pay salary during study leave, but the employee's employment relationship is protected.
- Bereavement Leave: While not explicitly regulated by statutory law, many collective agreements and company policies grant employees a few days of paid leave in the event of a close family member's death.
- Trade Union Leave: Employees who hold positions within a trade union have the right to reasonable time off for union activities, often with pay depending on the activity and collective agreement.
- Sabbatical Leave: Sabbatical leave is not a statutory right in Sweden but may be offered by some employers or regulated by specific collective agreements.
Employers in Sweden, or those employing individuals in Sweden via an EOR, must ensure their policies and practices align with these legal requirements and any applicable collective agreements to remain compliant and support their employees effectively.
