An employment contract (anställningsavtal) is the agreement between you and your employer that establishes your job in Sweden. Swedish law does not require this agreement to be in writing to be valid — a contract can be formed verbally, or even by you simply starting work. In practice, though, you should always insist on a written contract, because the written document is your evidence of what was agreed if a dispute arises later.
The core rights and rules around employment in Sweden come from the Employment Protection Act (lagen om anställningsskydd, usually abbreviated LAS, SFS 1982:80), supplemented by collective agreements (kollektivavtal) that cover most of the Swedish labour market. Many of the most important protections — such as notice periods and the rule that employment is permanent by default — cannot be signed away in your contract, even if you agree to worse terms.
This guide explains what an anställningsavtal is, when you need one, what the law requires the employer to put in writing, the different types of employment, and the mistakes internationals most commonly make. It is general information, not individual legal advice.
What is an employment contract (anställningsavtal)?
An employment contract (anställningsavtal) is the agreement that creates an employment relationship between an employee (arbetstagare) and an employer (arbetsgivare). It sets out what work you will do, for what pay, and on what terms. A crucial point that surprises many newcomers: under Swedish law the contract does not have to be written to be binding. An oral promise of a job, or simply showing up and starting work with the employer's knowledge, can form a valid contract. However, the employer has a separate legal duty to give you written information about the essential terms (see below), and a signed written contract is strongly recommended because it protects both sides. The contract is governed mainly by the Employment Protection Act (lagen om anställningsskydd, LAS), by any applicable collective agreement (kollektivavtal), and by the Annual Leave Act (semesterlagen) and Working Hours Act (arbetstidslagen).
When you need one and what the law requires in writing
You should have a clear agreement before you begin any paid work in Sweden, including short assignments and trial periods. Separately from the contract itself, LAS section 6c requires the employer to give you written information about the essential conditions of the employment. Since changes implementing the EU Working Conditions Directive took effect on 29 June 2022, most of this information must be provided within seven days of you starting work, and certain additional items within one month. The written information must cover at least: the names and addresses of both parties, the start date and place of work, a short description of your duties and job title, the form of employment, your starting salary and other benefits, paid holiday, normal working hours, the notice period, and whether a collective agreement applies. This written information requirement applies even though the underlying contract can be oral. If your employment is shorter than three weeks, the employer is not obliged to provide it.
Types of employment (anställningsformer)
LAS recognises a few main forms. The default and main rule (section 4) is permanent employment (tillsvidareanställning) — often called a "fast" job — which continues until either party gives valid notice. Fixed-term employment (tidsbegränsad anställning) is the exception and includes särskild visstidsanställning (a general fixed-term position needing no special reason), vikariat (covering for someone else), and seasonal work. A general fixed-term position automatically converts to permanent employment once you have been employed in that form for more than 12 months within a five-year period (vikariat converts after more than two years). Trial employment (provanställning, section 6) may last a maximum of six months and is intended to lead into a permanent job; during the trial period either side can end it without giving reasons, so your protection is weaker. Always check which form your contract states, because your security of employment depends on it.
Notice periods, pay and termination
If you are permanently employed, the employer cannot simply dismiss you at will — a dismissal requires saklig grund (objective grounds), either personal reasons or redundancy (arbetsbrist). Statutory notice periods under LAS section 11 set a minimum of one month for both sides, increasing with your length of service up to six months for an employee who has worked ten years or more. These are minimums and a collective agreement may give you more. On the tax side, the employer is responsible for deducting preliminary income tax (A-skatt) from your salary and paying employer social-security contributions (arbetsgivaravgifter) to the Swedish Tax Agency (Skatteverket); the standard rate is 31.42 percent of gross pay (with a lower rate for young workers). You do not pay arbetsgivaravgifter yourself — they are an employer cost on top of your salary — but you should see your salary and the tax deduction on your payslip and in your annual income statement.
Common mistakes internationals make
The most frequent mistake is accepting an oral agreement and never getting anything in writing, which makes disputes about pay or hours hard to prove. Another is not checking whether the job is permanent, fixed-term, or a provanställning — these carry very different security. Many newcomers also overlook whether a collective agreement applies; the kollektivavtal often sets the actual wage, pension, insurance, and overtime terms, and in Sweden there is no statutory national minimum wage, so the collective agreement is frequently what guarantees a fair salary. People sometimes sign a contract clause that purports to waive a notice period or legal protection — such clauses are generally void because LAS rules are mandatory in the employee's favour. Finally, do not assume a probation clause means "no rights": even during provanställning the employer must respect the six-month maximum and give advance notice if the trial will not become permanent. When in doubt, a Swedish trade union (fackförbund) will review a contract for its members.
FAQ
Does my employment contract have to be in writing to be valid in Sweden?
No. Under Swedish law an employment contract (anställningsavtal) can be formed orally or by you starting work, and it is still legally binding. However, the employer must separately give you written information about the essential terms under LAS section 6c — most of it within seven days of you starting — and you should always insist on a signed written contract as evidence of what was agreed.
What is the difference between permanent, fixed-term and trial employment?
Permanent employment (tillsvidareanställning) is the legal default and continues until valid notice is given; it has the strongest protection. Fixed-term (tidsbegränsad anställning), such as a särskild visstidsanställning or a vikariat, ends on a set date but converts to permanent after 12 months (or two years for a vikariat) within a five-year period. Trial employment (provanställning) lasts at most six months and can be ended by either side without reasons, so it offers the least security.
Is there a minimum wage in my Swedish employment contract?
Sweden has no statutory national minimum wage set by law. Minimum pay levels are instead set by collective agreements (kollektivavtal) negotiated between unions and employers for each sector. So whether your salary is protected depends largely on whether your employer is bound by a collective agreement — check this before signing.
How much notice must I or my employer give to end the contract?
Under LAS section 11 the statutory minimum notice period is one month for both the employee and the employer. For the employee it increases with length of service — up to six months after ten years of employment. An employer dismissing a permanent employee also needs objective grounds (saklig grund). A collective agreement may provide longer notice than the statutory minimum.
Do I have to pay employer contributions (arbetsgivaravgifter) myself?
No. Employer social-security contributions (arbetsgivaravgifter), at a standard rate of 31.42 percent in 2026, are paid by the employer to Skatteverket on top of your salary. As an employee you pay preliminary income tax (A-skatt), which the employer withholds from your gross pay and reports to the Tax Agency each month.
Can my contract waive my rights under LAS?
Generally no. The core protections in the Employment Protection Act (LAS) are mandatory in the employee's favour, so a contract clause that gives you less than the law allows — for example removing your notice period or your protection against unfair dismissal — is normally void. Collective agreements can adjust some rules, but an individual contract usually cannot lawfully reduce your statutory rights.
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