Employment contract – what must the agreement contain according to the Employment Protection Act (LAS)?

By Mallbutiken · Fact-checked September 30, 2026 · Approximately 9 minutes reading time

An employment contract should clearly describe the form of employment, the scope of work, salary, working hours, workplace, vacation, termination, and other central terms. The Employment Protection Act (LAS) also requires the employer to provide written information regarding all terms that are of significant importance to the employment relationship.

Must an employment contract be in writing?

In many cases, an employment relationship can arise even without a signed contract. However, under Section 6 c of the Employment Protection Act (LAS), the employer has an extensive obligation to provide written information about terms of significant importance. A well-prepared written employment contract is therefore the simplest way to consolidate core terms and reduce the risk of future disputes regarding what has been agreed upon.

A large portion of this information must be provided as soon as possible and no later than the seventh calendar day after the employee begins working. Certain other information may be provided up to one month after the start date. For "special fixed-term employment" (särskild visstidsanställning), information about the fact that the employment is specifically of this type must be provided as soon as the employment is entered into.

What must the written information at least include?

Section 6 c of LAS contains a detailed list. In practice, the contract or supplementary written information should cover at least the following:

The form of employment must be correct

The main rule in Section 4 of LAS is indefinite employment. According to Section 5, fixed-term employment may be used for, among other things, special fixed-term employment, substitution, and seasonal work. Probationary employment is regulated separately in Section 6 and may, as a general rule, have a probationary period of no more than six months.

The wording in the contract should not simply say "fixed term." Specify which legal form is being used and when or under what conditions the employment ceases. For probationary employment, the length of the probationary period should be clearly stated.

If you want to compare the forms in more detail, read the guide on indefinite employment, probationary employment, and fixed-term employment.

Salary, working hours, and employment level

Specify the base salary and separate other salary benefits. If, for example, bonuses, commissions, inconvenient working hours (OB), overtime pay, or a company car are applicable, it should be stated whether the right to these follows from the contract, policy, or collective agreement, and what terms apply.

LAS states that employment contracts refer to full-time work unless otherwise agreed. For part-time work, the employment level or other clear measure of working hours should therefore be explicitly stated in the contract. The scheduling of working hours can simultaneously be affected by the Working Hours Act and collective agreements.

Variable working hours require extra clarity

If working hours vary, the contract or written information needs to describe how notice is given, what time frames apply, and how shift changes or other adjustments are handled. Do not just write "according to schedule" if there are important terms that the employee needs to be aware of.

Termination, probationary employment, and fixed-term employment

For indefinite employment, the applicable notice period should be stated, or a clear reference should be made to the correct law or collective agreement. As a general rule, a fixed-term employment ends at the expiration of the agreed time or when the work is completed, unless otherwise agreed or required by law.

A probationary employment converts to an indefinite employment if neither party provides notice that it will not continue by the end of the probationary period at the latest. Furthermore, there are specific notification rules for the employer that should not be confused with the contract clause itself.

Confidentiality, intellectual property, and policies

The employment contract does not need to contain every internal rule. It may be better to use attachments or separate policies for, for example, IT security, personal data, remote work, vehicle policy, and AI usage. However, be clear about which documents are contractual terms and which are the employer's ongoing policies.

For roles with access to particularly sensitive information, a separate confidentiality agreement for employees may be relevant. It must be drafted with consideration for, among other things, the Trade Secrets Act and may not be used to improperly hinder reporting or whistleblowing.

Checklist before signing the contract

• Are the employer and employee correctly identified?
• Are the start date and workplace clear?
• Is the form of employment correctly named?
• Is the employment level or measure of working hours explicit?
• Are salary, benefits, and payment clear?
• Are rules regarding overtime/additional hours clear when relevant?
• Are vacation and collective agreement correctly specified?
• Are termination or end date/end conditions clear?
• Are specific attachments needed for confidentiality, IP, remote work, or other policies?
• Have you checked whether a collective agreement changes or supplements the terms?

Do you need ready-made contracts for multiple forms of employment?

Mallbutiken's Employment Contract Template Package 2026 is developed for Swedish law and delivered in Word and PDF. Price in shop: 199 SEK.

See the employment contract template package

Common questions

Is indefinite employment the main rule?

Yes. LAS states that employment contracts apply indefinitely, unless a permitted fixed-term employment or probationary employment has been agreed upon.

Is full-time the main rule?

Yes. LAS states that employment contracts refer to full-time work unless otherwise agreed.

Can collective agreements affect the contract?

Yes. Collective agreements can both supplement the terms of employment and, in certain parts, contain permitted deviations from LAS. Therefore, always check which collective agreement applies.