Amendments to Sweden’s Employment Protection Act From 1 October

From 1 October, the majority of amendments in Sweden’s new Employment Protection Act will be effective, to provide greater employment security for employees.

One key change to be aware of is the extension of an employer’s obligation to inform employees about their employment conditions, including contract duration, details of any probation period, and place of work. Most of this information should be given to employees no later than a week after their start date.

There are changes to the rules on fixed-term employment and agency workers, too. From October, fixed-term employment will become permanent after the employee has been employed for twelve months within a five-year period (it was previously a two-year period). Certain employees whose fixed-term contracts are not being renewed might also be entitled to priority treatment when applying for alternative positions. Under the new law, employers are required to offer permanent contracts to eligible agency workers or to pay them compensation to avoid creating an employment situation.

From 1 October, in a redundancy situation, employers must document a priority list to assess seniority of employment, and the principle of ‘last in, first out’ applies. Employers can also exclude three employees from these priority rules, regardless of the size of the business, in certain circumstances.

Finally, damages for unfair termination and dismissal have increased significantly to almost double previous levels. As of 1 October, damages for unfair termination are approx. SEK 135,000 (approx. £11,000) and for unfair dismissal, approx. SEK 190,000 (approx. £15,500).

We recommend that employers review the changes under the new Act, and review and update their contracts and policies as needed for compliance. Please get in touch if you would like further advice on the changes.

Article

Resource Centre

abstract glass building
Article

Introducing AI in the workplace in France

For the first time, a French court has addressed an employer's use of Artificial Intelligence (AI). The court declared that the introduction of AI tools as a pilot phase, including the training of employees on how to use the tools, went further than mere 'experimentation' and triggered the requirement to consult with their works council beforehand.
View
Download

Data protection impact assessment checklist

This checklist is designed to guide you through the steps of conducting a DPIA, ensuring that you not only comply with the UK General Data Protection Regulation but also integrate best practices into your data processing activities. It will assist you in determining when a DPIA is necessary, how to carry it out effectively, and what measures to take following the assessment.  
View
Article, Legal Updates

Poland: New additional leave for parents of premature babies or babies ill at birth

With effect from 19 March 2025, parents of babies born prematurely or newborns who must be hospitalised after birth due to health complications are entitled to additional leave.
View
Article

MDR ONE launches international privacy offering

This service is part of Mishcon de Reya's broader innovation offering and complements MDR ONE’s existing international employment law services. It offers centralised global privacy law support to multinational companies, empowering in-house counsel to manage their global legal operations effectively. This addition will enhance the MDR ONE proposition and provide a one-stop shop for global privacy support.
View
I'm looking for advice


Subscribe to our mailings


MDR ONE
Privacy Overview

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.