Introductory provisions
section 1 of this Act includes special provisions on workers
employed as group officers, soldiers and sailors in
The Swedish armed forces.
section 2 of an agreement whereby workers ' rights under
This law will be repealed or restricted is invalid in that section. The
does not apply to collective agreements referred to in paragraph 3.
paragraph 3, By a collective agreement concluded or approved by the
a central workers ' organization, derogations may be made from
18-21, 23, 24, 26 and 51 sections. It is also allowed to by
such collective agreements derogate from
1. sections 9 to 12, as long as the agreement does not mean that the longest
permissible period of employment under section 9 is exceeded,
2. section 13, regarding the local workers ' organization
rights, and
3. section 14, provided that the agreement does not mean that
less favourable rules for workers than
the provisions of Council Directive 91/533/EEC of 14 June
1991 on an employer's obligation to inform employees of
the conditions applicable to the contract or
the employment relationship.
Such divergent provisions adopted by
collective agreements referred to in the first subparagraph may also apply to
workers who are not members of the Contracting
workers ' organization but who are employed in such work
referred to in the agreement.
The relationship to employment protection act
4 § Of workers employed under this Act applies
not the following provisions of the Act (1982:80) if
employment protection: 4-6 and 6 c section d, paragraph 6, 11,
15-17, 28, 30 (a), 31 and 36, § § § 38, first subparagraph, second
the sentence, paragraph 40 and paragraph 41 third
the sentence.
The ratio of the annual holidays Act
section 5 Of workers employed under this Act applies
the annual holidays Act (1977:480), subject to the provisions of §§ 41-47
or by law (2010:449) on defence forces personnel at
international military action.
Definitions
section 6, for the purposes of this law
1. Group officer, soldier and sailor: a worker with
time-limited military employment who are not professional or
reserve officers,
2. continuous-duty: a worker who, during the
the period of employment is serving consecutive in the armed forces
that group officer, soldier or sailor,
3. at times acting: a worker who, during the
the period of employment is serving periodically in the armed forces who
Group officer, soldier or sailor,
4. civilian employment: an employment with another employer than
The armed forces,
5. civilian employers: a different employer than the armed forces
who have an employee serving continuously or periodically in
The armed forces,
6. service: education, training, preparedness and response as well as
related activities,
7. international military intervention: activities
The armed forces engaged in a field of intervention abroad in order
to
(a)) ward off the risk of an armed conflict,
b) halt the ongoing armed conflict,
c) monitor agreements of peace and armistice,
or
d) create the conditions for lasting peace and security through
humanitarian work in connection with an armed conflict.
Contract of employment
section 7 of the Group of officers, soldiers and sailors in the armed forces shall be
temporary employees and must not be employed on the basis of
any law other than this.
Employment contracts must be concluded for continuous service
or at times of service.
section 8 of The employed who at times acting in
The armed forces must simultaneously hold another employment with
such an employer referred to in paragraph 1 of the Act (1994:260) if
public-sector employment.
section 9 of the contract of employment shall include not less than six years and a maximum of
eight years. The total period of employment shall be limited to a maximum of
Sixteen, of which a maximum of twelve years that continuously
officiating. If a period of at least six years would
mean that the time limit for the total period of employment
is exceeded, the agreement comprise the remainder of the
allowable total employment period.
The first subparagraph shall not prevent the agreement covering less than
six years in the cases referred to in section 10, 11 or 12.
section 10 of The employment contracts must be concluded for temporary position as
continuous-duty group officer, soldier or sailor.
If an employee for a period of five years has been employed
in the armed forces as a substitute in a total of more than two years,
This goes to an employment contract for continuous
' service. The employment will then apply for another six years.
If a period of six years would mean that
the time limit under section 9 for the total period of employment
is exceeded, the agreement comprise the remainder of the
allowable total employment period.
section 11 of The employment contracts of continuous service may
concluded even for service in a particular international military
Insert for a worker who has such a
specialist skills needed in the current operation.
section 12 of A continuous, or at times the employment referred to in section 9
the first subparagraph may be started with a time-limited
probationary period, if the probationary period is less than six months.
Would not the armed forces or the employee to employment
to continue after the trial period has expired, the notified
If this is left to the other party not later than the date of the trial period.
Are not such a notice, the probationary period to
a continuous or periodical-employment in accordance with the
agreed upon opening.
Unless otherwise agreed, a probationary suspended
before the probation period.
paragraph 13 of the defence forces shall inform the employee at least two
weeks in advance if a probationary period is interrupted prematurely
or terminated without transitioning into employment under section 9. Is
unionized worker, to the armed forces
simultaneously with the notification notice the local
workers ' associations to which the employee belongs.
The worker and the local workers ' organization has
the right to consultation with the armed forces about the announcement.
section 14 of the defence forces shall provide written information to
the worker if all conditions are essential
of the contract or employment relationship, if the
the period of employment is three weeks or more. the information shall
be submitted no later than one month after the contract has
concluded. If the employee to depart abroad and stay there
longer than one month, this information should be provided prior to departure.
This information shall contain the following information
1. employer's and the employee's name and address,
employment starting date as well as work place,
2. a brief specification or description of the employee's
duties and job title or job title,
3. what form of temporary employment as employment
and if it begins with a time-limited trial period expiration,
4. the time of day,
5. notice of termination of employment,
6. the trial period for probationary,
7. the starting salary, other fringe benefits and how often the salary shall
paid,
8. the length of the employee's paid annual leave and the length of
the employee's normal working day or working week, and
9. applicable collective agreements, if any.
The information referred to in the second subparagraph, 5, 7 and 8 may, if it
appropriate, take the form of references to laws, other
regulations or collective agreements governing those matters.
section 15 of the defence forces shall, to the extent possible
keep a sometimes-office workers informed of
scheduled service.
Not later than three months before the service to armed forces
inform the worker about the time of taking office
First, the scope of service and where it should be.
The information may be provided later if there are special reasons
for it.
section 16 of the employment is terminated without prior termination for
employment period, subject to the provisions of section 10 of the other
paragraph.
Such employment referred to in section 9, 10 or 11 may be said
up by the armed forces or the worker before
employment period.
section 17, a worker may, with immediate effect, leave their
employment, if the armed forces significantly breached its
obligations towards the employee.
In the cases referred to in section 18 of the Act (1982:80) if
employment protection can the armed forces by firing cancel
the appointment with immediate effect.
section 18 of the armed forces must not shorten an at times acting
employee's period of service on grounds relating to
the employee personally, unless there are reasonable grounds for
notice of termination for personal reasons or grounds for dismissal
under the Act (1982:80) employment protection.
§ 19 Of the defence forces will shorten a at times acting
employees ' service period for reasons other than that
specified in section 18, the armed forces pay wages and other
employment benefits to the worker for a period of one month from
the interruption.
However, this does not apply for the time when the employee may cancel
leave with their civilian employers.
Notice period
section 20 For both the armed forces and a worker involves a
minimum period of notice of three months. The armed forces must
grant the employee a shorter notice period.
An employee is entitled to a period of notice of
– four months, where the total period of employment is at least
six years but less than 8 years
-five months, where the total period of employment is at least
eight years but less than ten years, and
-six months, if the aggregate employment period is at least
ten years.
section 21 where an employee who is on parental leave under section 4 or 5,
parental leave Act (1995:584) or entirely vacant, according to § 9
the same law is terminated because of lack of work, start
the notice period shall run
– When the worker resumes work, in whole or in part,
or
– When the employee would have resumed their work in accordance with
the notification on parental leave is valid when the termination
takes place.
The period of notice expires no later than at the time when the
fixed-term employment contract would have expired,
apply.
Preferential rights to re-employment
section 22 for the purposes of paragraph 25 the Act (1982:80)
employment protection to employees who are hired for
limited time according to section 5 of the Act referred to workers
hired in accordance with sections 9 to 11 of this Act.
For the purposes of the second subparagraph of section 25 of the law on
employment protection with a vengeance as referred to in section 15, first
subparagraph, the law provided for notice under section 23 of this Act.
For the purposes of paragraph 27(1), law of
employment protection with a vengeance as referred to in section 16 of the other
subparagraph, the law refers to the notice referred to in paragraph 24 of this
team.
For the purposes of the second subparagraph of paragraph 3 of the law on
employment protection with a vengeance, according to section 15 of the Act referred to
notice under section 23 of this Act.
Told that employment will not continue
section 23 of an employee who is employed pursuant to section 9 or 10 and
that will not get continued employment when the employment
expires, shall be notified by the armed forces of at least one
month before the expiry of the term of employment. However, this applies only
If the employee has been employed by the armed forces more than
twelve months in the past three years when the employment
ceases. Is the employment period so short that a message cannot be
be submitted one month in advance, to be told instead to be provided when
the employment begins.
section 24 A notice under section 23 must be in writing.
In the statement shall indicate whether the worker has preferential rights
to the re-employment or not. If the employee has
preferential rights and requires notification to pre-emption
to be able to be claimed, shall also be specified.
The decision should be left to the worker personally. Is it
not fair to require this, is told instead sent in
a registered letter to the employee's last known
address.
section 25 of an employee who has received a notice under section 23 has
right to reasonable time off from employment while maintaining
employment benefits for visiting the employment office or
otherwise look for work.
section 26 Gives the armed forces a worker a notice under section 23 of the
If that employment is repealed, while the local
workers ' associations to which the employee belongs to alerts.
The worker and the local workers ' organization has
the right to consultation with the armed forces about the announcement.
Information obligation for at times acting
section 27 a worker shall inform their civilian employers if
employment in the armed forces. The information to be provided when
the contract of employment concluded with a civilian employer or in
When the employee takes a position in the armed forces.
The worker is obliged to keep their civilian employers
informed of scheduled service in the armed forces, to the extent
It affects the employee's entitlement to leave from their civilian
employment.
The right to leave from civilian employment
section 28 A worker has the right to leave from their
civilian employment for not more than six months for examining an
employment who continuously or occasionally acting in
The Swedish armed forces.
The right to the leave referred to in the first subparagraph shall apply only to a
period for the same employer.
A worker has the right to full time off from their civilian
employment for service in accordance with section 11.
section 29 to qualify for leave under section 28 of the
the first paragraph is to the worker at the beginning of the leave is
been employed by their civilian employers in the past six
months, or a total of at least twelve months during the last two
the years.
In the calculation of the period referred to in the first subparagraph
apply paragraph 3(1) Act (1982:80) if
employment protection.
section 30 A worker has the right to leave from their
civilian employment for service in the armed forces at times
According to this law.
Leave as referred to in the first subparagraph may comprise not more than 12 months
in a result. He is preceded by the probationary period in accordance with
section 28 of the first subparagraph may leave a maximum of eighteen months
in a result.
A worker has the right to leave beyond that which follows
the second paragraph about the armed forces believe that there is
serious reasons.
section 31, A prerequisite for the right to leave for more than six
months under section 30 is that the worker has not served
in the armed forces, in other employment than probation, the
last 12 months.
Notice of leave
32 § workers who want to exercise their right to leave
to serve in the defence forces shall notify their
civilian employer no later than two months prior to the leave
beginning. If this is not possible, an application shall be made as soon as
possible. The notification shall specify the worker when leave shall
started and how long the leave is scheduled to run.
If the leave period needs to be extended to the employee
report this to their civilian employers as soon as
possible. If the employee because of his service in
The armed forces are unable to contact the civilian
the employer, should armed forces do such a notification of
the worker's behalf.
33 § a civilian employer may defer the review of leave
a maximum of three months from the time the worker notified
holidays, when the leave applies
1. probationary period under this Act, or
2. the first period of service at times of
This does not begin with a probationary period.
A civilian employer who decides to postpone the leave
shall immediately notify the worker.
Return to work
34 section an employee may cancel his leave began, and
resume their work at their civilian employers in the same
extent as before the leave.
A worker who wants to exercise his right to resume his
work, should as soon as possible inform their civilian employers
about this.
If the leave had been scheduled to last a month or more,
the civilian employer delaying the return of not more than one month
After the employer received the notification.
The worker always has the right to resume his work at
the time at which the leave would have ceased.
Protection of the civilian employment
35 section where an employee requests or takes in claims their right
to leave under this law and because of this is terminated
or are dismissed from their civilian employment, termination
or the dismissal null and void, if the employee requests
it.
36 § workers who request or take in claim their right
to leave under this Act is not because of this
request or leave obliged to with his civilian employer
accept
1. any other reduced employment benefits or deteriorating
working conditions than those which are a necessary consequence of the
leave, or
2. any other relocation than such as can be done in the context
the contract of employment and which are a necessary consequence of the
leave.
37 § When the person is employed as at times the service in
The armed forces makes an inquiry about or seeking employment with a
civilian employers, the employer may not treat the person
worse than what would have been the case without the employment of
The Swedish armed forces.
Recovery time
§ 38 A worker has the right to recovery time between
international military action. During this period,
the employee does not serve in any international military
bet.
39 § recovery time should, for a worker who is
employed as a continuous-duty, must be
to what is needed in each case.
Before the employee is sent on a new international military
effort, the military judge about recovery time
been sufficient. An employee who has not received sufficient
recovery time should not serve in an international
military action.
40 of the recovery time, for a worker who is
employee who occasionally acting, cover a period of at least twelve months.
Place of service in the armed forces during such a time, the
not exceed six consecutive months.
Vacation at times-office worker
Holiday with the civilian employer
41 § Vacation as a sometimes-office workers has
served in the armed forces shall be placed under the civil
employment, to the extent that the armed forces do not
has already put out a holiday for workers. A civil
employers shall outsource such remaining holiday at the same
as if it had been earned in the civilian employment. By
the vacation days that are posted under a particular leave year shall
the days of vacation pay that has accrued in the armed forces
be posted first.
42 § civilian employer shall notify the armed forces
When vacations that have been earned in the armed forces is laid out.
43 § when calculating vacation days pursuant to section 18 of the
the annual holidays Act (1977:480), the civilian employer take
attention also to the vacation days that have been earned in
The Swedish armed forces.
Vacation in the armed forces
44 § The holiday as a sometimes-office workers has
earned in their civilian employment should be laid out in
The armed forces, to the extent that the civil
the employer does not already have spent the holidays
the worker. However, this does not apply when the work
performed in the armed forces, taking into account the conditions are so
especially for operations that obligation to outsource
holidays subject to European Parliament and Council directive
2003/88/EC of 4 november 2003 on the organisation of working time
in some respects.
The remaining holidays referred to in the first subparagraph shall be published on the
as if it had been earned in the armed forces. By
the vacation days that are posted under a particular leave year shall
the days of vacation pay that has accrued in the armed forces
be posted first.
section 45 the defence forces shall notify the employer of the civil
When the holiday that has been earned in the civil
the employer is put out.
Other provisions on vacation
46 section defence forces shall notify the employer of the civil
How many vacation days of vacation pay that has been earned
During his service in the armed forces and how many of these
days that were set out during the holiday year. The armed forces must
also inform the employer of the civil how many
vacation days with no vacation pay that has been laid out.
The notification shall be provided when the period of
Armed forces ends.
47 § civilian employer shall inform the military about
How many vacation days of holiday pay to which the employee is
served with the civilian employer and how many of these
days put out during the holiday year. The civilian
the employer shall also inform the military about how many
vacation days with no vacation pay that has been laid out.
The notification shall be provided when the duty of
The armed forces begins.
Other leave
48 § other leave than the vacation to which the employee is entitled
for by law and which have been granted in the employment of the
civilian employers may be completed in employment as at times
service in the armed forces. Similarly, a
such leave is granted in the employment, which at times
service in defence forces completed in the employment of
the civilian employer.
The worker is obliged to inform it as soon as possible
employers who have not been granted the leave if the leave.
Disputes about the validity of dismissals or redundancies
49 section in case of dispute the validity of a notice to the employment
expire at the latest at the time of the temporary
the contract would have expired.
In case of dispute the validity of a avskedandes, a court may decide
that employment despite the dismissal shall consist, as far
the date on which the temporary employment contract would
have expired.
Damages
50 § an employer who violates this law shall pay salary
and other employment benefits to which the employee may be entitled
to, as well as compensation for the damage incurred. A worker
which do not comply with the notice period set out in section 20 of the first
the paragraph is liable for damages.
Damages referred to in the first subparagraph may relate to both compensation for
the loss incurred and compensation for the violation that
in the crime. Compensation for the loss relating to the period of time after
termination must not in any event
determined to not more than the amount specified in paragraph 39 the law
(1982:80) employment protection.
If reasonable compensation may be reduced in whole or
partially.
Statute of limitations
51 § whoever wants to claim damages or any other
creditors claim based on 7, 13, 14, 16 to 21, 23 to 26
or section 35 shall inform the other party thereof within four months
from the time when the harmful event took place
or the claim was due. Referring to the worker's
claim violation of 9-11 or 12 § deadline counted from
employment period.
It has been called the secret negotiation of the time within
bone of contention under the Act (1976:580) if participation in
employment or pursuant to a collective agreement, shall be brought
within four months after the hearing ended. In
other cases should be brought within four months after the
the time for notification went out.
52 § a worker's claim for damages for violation of
on vacation policies in this law shall be brought within two years from
the end of the leave year in which the employee under the Act
would have received the benefit which the request applies.
53 section At another labour dispute under this law than the dispute referred to
in 51 or 52 § apply paragraph 64, 65 and 66 of the
Act (1976:580) on the co-determination in the workplace when it
the time within which a hearing must be requested or action
be instituted.
54 section in a case referred to in section 51, 52 or 53, the right to
negotiation or action lost, if a hearing is not claimed
or an action is not brought within the prescribed period.
Appeal a ban
55 § military decisions on employment under this Act
may not be appealed.
Trial
section 56 Goals for the application of this law to the extent
as indicated in Chapter 1. the Act (1974:371) about the trial in
labour disputes dealt with under the law.