{"title":"Work Environment \u0026 Construction Safety – Templates","description":"\u003ch2\u003eWork environment \u0026amp; construction safety – document templates\u003c\/h2\u003e\u003cp\u003eProfessional and editable document templates for work environment management, construction work environment coordination, and safer construction and civil engineering projects. This collection includes work environment plans, Systematic Work Environment Management (SAM) documentation, and other templates linked to the Swedish Work Environment Authority's regulations.\u003c\/p\u003e\u003cp\u003eThe templates are developed for Swedish companies, property developers, BAS-P, BAS-U, project managers, and employers, and are delivered as digital documents in editable formats.\u003c\/p\u003e","products":[{"product_id":"skriftlig-erinran-sakerhetsovertradelser","title":"Written warning – security violations Word\/PDF + English + guide","description":"\n\u003cdiv\u003e\n\n\u003cp\u003e\u003cstrong\u003eWritten notice for safety violations\u003c\/strong\u003e – a complete template package for Swedish employers who need to document a specific deviation from safety regulations, protective instructions, or safe work methods. The package includes Swedish and English Word\/PDF templates as well as detailed user guides.\u003c\/p\u003e\n\n\n\u003cdiv style=\"margin:20px 0;padding:16px 18px;border:1px solid #d9e2ec;border-radius:12px;background:#f8fafc\"\u003e\n\n\u003cp style=\"margin:0\"\u003e\u003cstrong\u003eLegally reviewed: October 4, 2026\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eThe review covers the Work Environment Act, AFS 2023:1 on systematic work environment management, relevant rules on work equipment and personal protective equipment, as well as the Employment Protection Act (LAS) and Labor Court practice.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eIncluded in the package\u003c\/h2\u003e\n\n\u003ctable style=\"width:100%;border-collapse:collapse;margin:14px 0 24px\"\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish notice – Word\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEditable template specifically adapted for safety violations.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish notice – PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003ePrint-friendly version.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eWritten notice – English\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEnglish language version in Word + PDF under Swedish law.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eStep-by-step guide in Word + PDF.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px\"\u003e\u003cstrong\u003eEnglish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px\"\u003eEnglish guidance in Word + PDF.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\n\u003cdiv style=\"margin:24px 0;padding:18px;border:1px solid #e0c96d;border-radius:12px;background:#fff9dd\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003eA notice does not replace the work environment investigation\u003c\/h2\u003e\n\n\u003cp\u003eIn the event of accidents, ill health, or serious near-misses, the employer must investigate the underlying causes and take measures to prevent the event from recurring. A safety violation must therefore not be handled solely as a personnel matter. The template contains specific checkpoints to distinguish \u003cstrong\u003eindividual behavior\u003c\/strong\u003e from deficiencies in instructions, training, equipment, staffing, or work organization.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhen is the template suitable?\u003c\/h2\u003e\n\n\u003cp\u003eThe template can be used when an employee has deviated from a known and legitimate safety rule or work instruction and the employer needs to document the incident and clarify requirements for correction.\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003efailure to use prescribed personal protective equipment,\u003c\/li\u003e\n\n\u003cli\u003ebypassing guards, interlocks, or safety functions,\u003c\/li\u003e\n\n\u003cli\u003euse of machinery, tools, or work equipment in violation of instructions,\u003c\/li\u003e\n\n\u003cli\u003eintentional deviation from an established safe work method,\u003c\/li\u003e\n\n\u003cli\u003eother documented violations that create a risk of ill health or accidents.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eThe employee's obligations\u003c\/h2\u003e\n\n\u003cp\u003eThe Work Environment Act stipulates that employees must participate in work environment management, follow provided regulations, use protective devices, and exercise the caution necessary to prevent ill health and accidents. At the same time, the employer must be able to demonstrate that relevant safety rules were clear, accessible, and possible to follow.\u003c\/p\u003e\n\n\n\u003ch2\u003eEmployer responsibility is checked separately\u003c\/h2\u003e\n\n\u003cp\u003eThe employer must ensure that employees have sufficient knowledge of the work and its risks. For serious risks, there must be written instructions for safe work. The template therefore has specific fields to document:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003ewhich safety rule or instruction is affected,\u003c\/li\u003e\n\n\u003cli\u003ewhen and how it was communicated,\u003c\/li\u003e\n\n\u003cli\u003eif the employee received an introduction or training,\u003c\/li\u003e\n\n\u003cli\u003eif understanding has been verified,\u003c\/li\u003e\n\n\u003cli\u003eif the right protective equipment and safe tools were available.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eDirect safety assessment after the incident\u003c\/h2\u003e\n\n\u003cp\u003eThe template contains a checklist for whether the work needed to be stopped or secured, if equipment needed to be locked out, if safety representatives or other work environment functions were informed, if reporting to authorities needs to be evaluated, and if a separate incident investigation and risk assessment have been initiated.\u003c\/p\u003e\n\n\n\u003ch2\u003eUnderlying causes – not just the question of blame\u003c\/h2\u003e\n\n\u003cp\u003eThe Swedish Work Environment Authority's rules on systematic work environment management require that the employer investigates the causes of work-related accidents and serious near-misses. The investigation must be used to prevent new incidents. Therefore, the template contains control questions regarding, for example:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eunclear or outdated instructions,\u003c\/li\u003e\n\n\u003cli\u003elack of training or introduction,\u003c\/li\u003e\n\n\u003cli\u003etechnical faults or insufficient safeguards,\u003c\/li\u003e\n\n\u003cli\u003etime pressure, staffing, or organizational causes,\u003c\/li\u003e\n\n\u003cli\u003eneed for changed risk assessment or work method.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003ePersonal protective equipment\u003c\/h2\u003e\n\n\u003cp\u003eIf the incident concerns personal protective equipment, the employer also needs to check that the correct equipment has been selected, provided, and maintained, and that the employee has received instruction on its use. Protective equipment must not be used as a substitute for measures that can eliminate or reduce the risk at the source.\u003c\/p\u003e\n\n\n\u003ch2\u003eThe employee's version is documented\u003c\/h2\u003e\n\n\u003cp\u003eThe employee gets a separate section for their explanation. This can, for example, reveal if instructions were unclear, if equipment was not functioning, or if time pressure, staffing, or other work environment factors affected the situation.\u003c\/p\u003e\n\n\n\u003ch2\u003eRequirement for correction and safety measures\u003c\/h2\u003e\n\n\u003cp\u003eThe template distinguishes between \u003cstrong\u003ewhat the employee must do\u003c\/strong\u003e and \u003cstrong\u003ewhat the employer needs to address\u003c\/strong\u003e. It is possible to document mandatory use of protective equipment, safe work methods, refresher training, supervision, as well as technical or organizational improvements.\u003c\/p\u003e\n\n\n\u003ch2\u003eIf the violation is repeated\u003c\/h2\u003e\n\n\u003cp\u003eRepeated or serious breaches of legitimate safety rules can in some cases have employment law consequences. In cases of misconduct, the Labor Court has attached importance to whether the employee clearly understood what was required and, when the situation has not been so serious that it was unnecessary, had the opportunity to correct themselves. A potential subsequent dismissal or termination must always be assessed separately according to the Employment Protection Act (LAS), collective agreements, and the circumstances in the individual case.\u003c\/p\u003e\n\n\n\u003ch2\u003eReceipt without acknowledgment\u003c\/h2\u003e\n\n\u003cp\u003eThe employee's signature on the document only confirms receipt. It does not mean that the employee approves the employer's description or assessment. If a signature is declined, there is specific space to document how and when the document was handed over.\u003c\/p\u003e\n\n\n\u003ch2\u003eSwedish + English in the same package\u003c\/h2\u003e\n\n\u003cp\u003eThe English version is a \u003cstrong\u003elanguage version under Swedish law\u003c\/strong\u003e and is intended for Swedish workplaces with international managers, HR functions, or English-speaking employees. It is not designed for British, American, or other foreign labor law.\u003c\/p\u003e\n\n\n\u003ch2\u003eDetailed user guide included\u003c\/h2\u003e\n\n\u003cp\u003eThe guide explains the obligations of the employee and employer, how the incident should be documented, what should be handled in a separate work environment investigation, reporting to authorities in case of serious incidents, personal protective equipment, requirements for correction, follow-up, and how potential future employment law actions should be distinguished from the notice itself.\u003c\/p\u003e\n\n\n\u003ch2\u003eFile format and delivery\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e DOCX, PDF and ZIP.\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish and English.\u003cbr\u003e\n\u003cstrong\u003eNumber of files:\u003c\/strong\u003e 8.\u003cbr\u003e\n\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download. No physical product is sent.\u003c\/p\u003e\n\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eIs it enough to give a notice after a serious near-miss?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The employer must also investigate the causes, assess the risks, and implement the work environment measures that are necessary.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan the template be used if an employee does not use protective equipment?\u003c\/h3\u003e\n\n\u003cp\u003eYes, if the employer simultaneously checks that the right equipment was available, that the requirement was clear, and that the employee received the necessary information and instruction.\u003c\/p\u003e\n\n\n\u003ch3\u003eDoes the employee have to sign?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The employer can document the handover even if the employee declines a signature.\u003c\/p\u003e\n\n\n\u003ch3\u003eIs the document a notice of termination?\u003c\/h3\u003e\n\n\u003cp\u003eNo. A potential termination or dismissal is covered by separate legal requirements and must be tried independently.\u003c\/p\u003e\n\n\n\u003cp style=\"font-size:.95em;color:#4b5563\"\u003e\u003cem\u003eThe template package is a general documentation support and does not replace the employer's systematic work environment management, a mandatory report to authorities, or individual legal advice.\u003c\/em\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48055315661142,"sku":"7350139912433","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/skriftlig-erinran-sakerhetsovertradelser-produktbild-2027.png?v=1791149242"},{"product_id":"skriftlig-erinran-mall-dalig-attityd-eller-negativt-beteende","title":"Written warning – conduct \u0026 cooperation Word\/PDF + English + guide","description":"\n\u003cdiv\u003e\n\n\u003cp\u003e\u003cstrong\u003eWritten notice – behavior and cooperation\u003c\/strong\u003e is a complete template package for Swedish employers who need to document specific behaviors, cooperation issues, or recurring conflicts that affect work. The package includes Swedish and English Word\/PDF templates as well as detailed user guides.\u003c\/p\u003e\n\n\n\u003cdiv style=\"margin:20px 0;padding:16px 18px;border:1px solid #d9e2ec;border-radius:12px;background:#f8fafc\"\u003e\n\n\u003cp style=\"margin:0\"\u003e\u003cstrong\u003eLegally reviewed: October 4, 2026\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eThe review covers the Employment Protection Act (LAS), the Discrimination Act, the Swedish Work Environment Authority's regulations on organizational and social work environment, and the whistleblower protection act’s prohibition against retaliation.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhat's included in the package\u003c\/h2\u003e\n\n\u003ctable style=\"width:100%;border-collapse:collapse;margin:14px 0 24px\"\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish notice – Word\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEditable template for concrete behavioral and cooperation problems.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish notice – PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003ePrint-friendly version of the same document.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eWritten notice – English\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEnglish language version in Word + PDF, designed for Swedish law.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eStep-by-step guide in Word + PDF.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px\"\u003e\u003cstrong\u003eEnglish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px\"\u003eEnglish guidance in Word + PDF.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\n\u003cdiv style=\"margin:24px 0;padding:18px;border:1px solid #e0c96d;border-radius:12px;background:#fff9dd\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003eAvoid the phrase “bad attitude” as the sole basis\u003c\/h2\u003e\n\n\u003cp\u003eA general label such as \u003cstrong\u003e“bad attitude”\u003c\/strong\u003e is too subjective. The new template is therefore built to document \u003cstrong\u003eobservable actions\u003c\/strong\u003e: what was actually said or done, which work-related obligation is affected, how the work was impacted, and what concrete change is expected.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhen is the template appropriate?\u003c\/h2\u003e\n\n\u003cp\u003eThe template can be used when concrete behaviors affect workflow, cooperation, customer relations, quality, or the work environment, for example:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003erecurring disrespectful or inappropriate conduct,\u003c\/li\u003e\n\n\u003cli\u003erecurring disruptive conflicts with colleagues or management,\u003c\/li\u003e\n\n\u003cli\u003erefusal to follow legitimate and clear work instructions,\u003c\/li\u003e\n\n\u003cli\u003eaggressive or confrontational behavior that impacts work,\u003c\/li\u003e\n\n\u003cli\u003esystematic unwillingness to fulfill specific collaborative tasks included in the role.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eThe template separates behavior from personality\u003c\/h2\u003e\n\n\u003cp\u003eThe employer should not judge a person's character or general personality. The document therefore contains specific fields for dates, context, words or actions, actual impact, and relevant documentation. This reduces the risk of vague or arbitrary phrasing.\u003c\/p\u003e\n\n\n\u003ch2\u003eThe employee's version must be documented\u003c\/h2\u003e\n\n\u003cp\u003eThe employee is provided with their own section for their explanation. If new information emerges – for example regarding unclear requirements, high workload, conflict, lack of management, or other work environment factors – the employer may need to investigate further before a final assessment is made.\u003c\/p\u003e\n\n\n\u003ch2\u003eWork environment and victimization\u003c\/h2\u003e\n\n\u003cp\u003eAFS 2023:2 requires the employer to prevent victimization and manage organizational and social work environment risks. If the behavior is linked to conflict, unhealthy workload, unclear roles, or other work environment conditions, the employer must also address that part. A written notice does not replace the responsibility for the work environment.\u003c\/p\u003e\n\n\n\u003ch2\u003eHarassment and discrimination require separate investigation\u003c\/h2\u003e\n\n\u003cp\u003eIf an employee reports harassment or sexual harassment, the employer has a specific duty to investigate the circumstances and take reasonable measures to prevent further harassment. This written notice does not replace such an investigation.\u003c\/p\u003e\n\n\n\u003ch2\u003eProtected criticism and whistleblowing\u003c\/h2\u003e\n\n\u003cp\u003eThe template includes a specific checkpoint to avoid retaliation. It may not be used to punish an employee for protected whistleblowing, legitimate reporting of misconduct, or other protected rights. The employer should also check collective agreements and union rights before taking action.\u003c\/p\u003e\n\n\n\u003ch2\u003eClear requirements for change\u003c\/h2\u003e\n\n\u003cp\u003eInstead of writing that the employee must “improve their attitude,” the template helps the employer specify:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003ewhich concrete behavior must cease,\u003c\/li\u003e\n\n\u003cli\u003ewhat should be done instead,\u003c\/li\u003e\n\n\u003cli\u003ewhat support the employer offers,\u003c\/li\u003e\n\n\u003cli\u003ewhen the improvement is to be followed up.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eIllness, disability, and work adaptation\u003c\/h2\u003e\n\n\u003cp\u003eIf the behavior may be related to illness, disability, or reduced work capacity, the employer needs to assess obligations regarding work adaptation and rehabilitation. A written notice must not be used as a substitute for such measures.\u003c\/p\u003e\n\n\n\u003ch2\u003eIf employment may later be in jeopardy\u003c\/h2\u003e\n\n\u003cp\u003eIf continued misconduct could eventually affect employment, the employer must make a separate labor law assessment in accordance with the Employment Protection Act (LAS) and any applicable collective agreement. The template contains a carefully phrased clarification that can be used when it is truly relevant, without implying that a future termination has already been decided.\u003c\/p\u003e\n\n\n\u003ch2\u003eAcknowledgment without admission\u003c\/h2\u003e\n\n\u003cp\u003eThe employee's signature only confirms receipt. It does not imply that the employee accepts the employer's description or assessment. If a signature is refused, there is a separate field for how and when the document was delivered.\u003c\/p\u003e\n\n\n\u003ch2\u003eSwedish + English in the same package\u003c\/h2\u003e\n\n\u003cp\u003eThe English version is a \u003cstrong\u003elanguage version under Swedish law\u003c\/strong\u003e and is suitable for Swedish companies with international managers, HR departments, or English-speaking employees. It is not intended as a British, American, or other foreign labor law document.\u003c\/p\u003e\n\n\n\u003ch2\u003eDetailed user guide included\u003c\/h2\u003e\n\n\u003cp\u003eThe guide covers fact-checking, concrete phrasing, work environment, harassment, discrimination, whistleblowing, work adaptation, corrective requirements, follow-up, and how any later termination should be kept legally separate from the written notice itself.\u003c\/p\u003e\n\n\n\u003ch2\u003eFile format and delivery\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e DOCX, PDF and ZIP.\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish and English.\u003cbr\u003e\n\u003cstrong\u003eNumber of files:\u003c\/strong\u003e 8.\u003cbr\u003e\n\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download. No physical product is sent.\u003c\/p\u003e\n\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eCan I write “bad attitude” in the notice?\u003c\/h3\u003e\n\n\u003cp\u003eIt is better to describe concrete behaviors and how they affect the work. Vague personal judgments are harder to follow up and can create unnecessary legal risk.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan the template be used for conflicts between colleagues?\u003c\/h3\u003e\n\n\u003cp\u003eYes, if there are concrete work-related behaviors to document. At the same time, the employer needs to assess whether the conflict points to work environment problems that also need to be managed.\u003c\/p\u003e\n\n\n\u003ch3\u003eWhat happens if the employee reports harassment?\u003c\/h3\u003e\n\n\u003cp\u003eIn that case, the employer may have a separate duty to investigate according to the Discrimination Act and\/or work environment regulations. The notice does not replace that process.\u003c\/p\u003e\n\n\n\u003ch3\u003eIs the document a notice of termination?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Termination or dismissal is subject to specific requirements and must be assessed separately.\u003c\/p\u003e\n\n\n\u003cp style=\"font-size:.95em;color:#4b5563\"\u003e\u003cem\u003eThe template package is a general documentation aid and does not replace individual legal advice in a specific labor law matter.\u003c\/em\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48055370514774,"sku":"7350139912440","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/skriftlig-erinran-beteende-samarbete-produktbild-2027.png?v=1791151768"},{"product_id":"skriftlig-erinran-mall-brist-pa-professionalism","title":"Written reprimand – professionalism \u0026 professional conduct Word\/PDF + English + guide","description":"\n\u003cdiv\u003e\n\n\u003cp\u003e\u003cstrong\u003eWritten warning – professionalism and professional conduct\u003c\/strong\u003e is a complete template package for Swedish employers who need to document concrete deficiencies in professional conduct, customer service, communication, quality, documentation, or compliance with legitimate work routines. The package contains Swedish and English Word\/PDF templates as well as detailed user guides.\u003c\/p\u003e\n\n\n\u003cdiv style=\"margin:20px 0;padding:16px 18px;border:1px solid #d9e2ec;border-radius:12px;background:#f8fafc\"\u003e\n\n\u003cp style=\"margin:0\"\u003e\u003cstrong\u003eLegally reviewed: October 5, 2026\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eThe review covers the Employment Protection Act (LAS), the Discrimination Act, the Swedish Work Environment Authority's regulations on organizational and social work environment, the Whistleblowing Act, and relevant case law from the Labour Court.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003ctable style=\"width:100%;border-collapse:collapse;margin:14px 0 24px\"\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish warning – Word\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEditable template for concrete deficiencies in professional conduct.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish warning – PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003ePrint-friendly version of the same document.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eWritten notice – English\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEnglish language version in Word + PDF, designed for Swedish law.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eStep-by-step guide in Word + PDF.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px\"\u003e\u003cstrong\u003eEnglish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px\"\u003eEnglish guidance in Word + PDF.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\n\u003cdiv style=\"margin:24px 0;padding:18px;border:1px solid #e0c96d;border-radius:12px;background:#fff9dd\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e\"Lack of professionalism\" must be specified\u003c\/h2\u003e\n\n\u003cp\u003eProfessionalism is not an independent legal category. The new template therefore helps the employer to describe \u003cstrong\u003ewhat actually happened\u003c\/strong\u003e, which legitimate role requirement or work instruction is involved, how the work was affected, and what concrete change is required.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhen is the template suitable?\u003c\/h2\u003e\n\n\u003cp\u003eThe template can be used when concrete actions conflict with clear work-related expectations, for example:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003erecurring inappropriate treatment of customers or suppliers,\u003c\/li\u003e\n\n\u003cli\u003elack of documentation despite clear requirements,\u003c\/li\u003e\n\n\u003cli\u003erecurring unprofessional or inappropriate communication in the professional role,\u003c\/li\u003e\n\n\u003cli\u003efailure to follow clear quality, confidentiality, or work routines,\u003c\/li\u003e\n\n\u003cli\u003eother concrete deviations from legitimate requirements that are part of the work.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eWhat the template helps you document\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003edate, time, location, and concrete incident,\u003c\/li\u003e\n\n\u003cli\u003ewhich policy, instruction, role standard, or task is involved,\u003c\/li\u003e\n\n\u003cli\u003eactual impact on customer, quality, workflow, safety, or team,\u003c\/li\u003e\n\n\u003cli\u003eprevious feedback, training, and guidance,\u003c\/li\u003e\n\n\u003cli\u003ethe employee's own explanation,\u003c\/li\u003e\n\n\u003cli\u003ethe employer's objective assessment,\u003c\/li\u003e\n\n\u003cli\u003econcrete requirements for correction and what is expected instead,\u003c\/li\u003e\n\n\u003cli\u003ethe employer's support and follow-up date.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eClear requirements instead of subjective judgments\u003c\/h2\u003e\n\n\u003cp\u003ePhrasings such as \"be more professional,\" \"bad attitude,\" or \"disloyal\" are too vague if they stand alone. The template is therefore designed to link the criticism to observable behaviors, clear role requirements, and actual impact on the business.\u003c\/p\u003e\n\n\n\u003ch2\u003eCompetence, introduction, and support\u003c\/h2\u003e\n\n\u003cp\u003eBefore a warning is used, the employer should verify that the requirements have been clear, legitimate, and possible to follow. If the problem is due to a lack of introduction, training, unclear roles, or insufficient resources, the employer may need to take support or competence measures instead of, or in parallel with, a warning.\u003c\/p\u003e\n\n\n\u003ch2\u003eWork environment and victimization\u003c\/h2\u003e\n\n\u003cp\u003eThe Swedish Work Environment Authority's regulations require the employer to prevent victimization and manage organizational and social work environment risks. Conflicts, workload, unclear roles, or lack of management may therefore need to be investigated separately. A warning does not replace the responsibility for the work environment.\u003c\/p\u003e\n\n\n\u003ch2\u003eHarassment and discrimination\u003c\/h2\u003e\n\n\u003cp\u003eIf the employee reports harassment or sexual harassment, the employer may have a special obligation to investigate what happened, take measures, and follow up. The template therefore contains a specific checkpoint to avoid confusing a personnel matter with a discrimination investigation.\u003c\/p\u003e\n\n\n\u003ch2\u003eWhistleblowing and protected rights\u003c\/h2\u003e\n\n\u003cp\u003eA warning may not be used as retaliation against anyone covered by the Whistleblowing Act's protection or who is otherwise exercising a protected right. The employer should therefore check the background of the alleged deficiency before the action is documented.\u003c\/p\u003e\n\n\n\u003ch2\u003eIf continued misconduct could affect employment\u003c\/h2\u003e\n\n\u003cp\u003eIn cases of misconduct, the Labour Court has emphasized the importance of the employee normally understanding that the employer views the deficiency seriously and is given a real opportunity to correct themselves. If a future termination is later considered, it must be assessed separately according to the Employment Protection Act (LAS), including the rules on objective grounds and reassignment.\u003c\/p\u003e\n\n\n\u003ch2\u003eReceipt without acknowledgment\u003c\/h2\u003e\n\n\u003cp\u003eThe employee's signature only confirms that the document has been received. It does not imply that the employee accepts the employer's description or legal assessment. If a signature is declined, there is a special field to document how the document was delivered.\u003c\/p\u003e\n\n\n\u003ch2\u003eSwedish + English in the same package\u003c\/h2\u003e\n\n\u003cp\u003eThe English version is a \u003cstrong\u003elanguage version under Swedish law\u003c\/strong\u003e. It is suitable for Swedish businesses with international managers, HR functions, or English-speaking employees, and is not intended as a foreign employment law document.\u003c\/p\u003e\n\n\n\u003ch2\u003eDetailed user guide included\u003c\/h2\u003e\n\n\u003cp\u003eThe guide goes through step-by-step when the template is suitable, how facts should be documented, how clear requirements are formulated, what importance training and support can have, and how work environment, discrimination, whistleblowing, and any subsequent termination should be kept legally separate from the warning itself.\u003c\/p\u003e\n\n\n\u003ch2\u003eFile formats and delivery\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e DOCX, PDF, and ZIP.\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish and English.\u003cbr\u003e\n\u003cstrong\u003eNumber of files:\u003c\/strong\u003e 8.\u003cbr\u003e\n\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download. No physical product is sent.\u003c\/p\u003e\n\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eCan I write \"lack of professionalism\" as the only justification?\u003c\/h3\u003e\n\n\u003cp\u003eIt is better to describe concrete actions, which work-related standard applied, and what actual impact occurred.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan the template be used for customer service?\u003c\/h3\u003e\n\n\u003cp\u003eYes, if the employer can describe concrete events and clear legitimate requirements for how the role should be performed.\u003c\/p\u003e\n\n\n\u003ch3\u003eWhat happens if the problem is actually a lack of competence?\u003c\/h3\u003e\n\n\u003cp\u003eThen the employer should assess the need for training, guidance, clearer instructions, or other support measures before the situation is treated solely as misconduct.\u003c\/p\u003e\n\n\n\u003ch3\u003eIs the document a notice of termination?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Termination and dismissal are covered by separate formal and assessment rules.\u003c\/p\u003e\n\n\n\u003cp style=\"font-size:.95em;color:#4b5563\"\u003e\u003cem\u003eThe template package is a general documentation aid and does not replace individual legal advice in a concrete labor law case.\u003c\/em\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48059529134422,"sku":"7350139912464","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/skriftlig-erinran-professionalism-produktbild-2027.png?v=1791152918"},{"product_id":"skriftlig-erinran-brott-mot-foretagets-policy","title":"Written warning – policy violation Word\/PDF + English + guide","description":"\n\u003cdiv\u003e\n\n\u003cp\u003e\u003cstrong\u003eWritten notice – policy violation\u003c\/strong\u003e is a complete template package for Swedish employers who need to document a specific breach of an internal policy, guideline, or workplace rule. The package includes Swedish and English Word\/PDF templates as well as detailed user guides.\u003c\/p\u003e\n\n\n\u003cdiv style=\"margin:20px 0;padding:16px 18px;border:1px solid #d9e2ec;border-radius:12px;background:#f8fafc\"\u003e\n\n\u003cp style=\"margin:0\"\u003e\u003cstrong\u003eLegally reviewed: October 5, 2026\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eThe review covers the Employment Protection Act (LAS), the Co-determination Act (MBL), the Discrimination Act, the Whistleblowing Act, as well as relevant work environment regulations and collective agreements where applicable.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003ctable style=\"width:100%;border-collapse:collapse;margin:14px 0 24px\"\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish notice – Word\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEditable template for documenting policy violations.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish notice – PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003ePrint-friendly version.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eWritten notice – English\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEnglish language version in Word + PDF, designed for Swedish law.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eStep-by-step guide in Word + PDF.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px\"\u003e\u003cstrong\u003eEnglish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px\"\u003eEnglish guidance in Word + PDF.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\n\u003cdiv style=\"margin:24px 0;padding:18px;border:1px solid #e0c96d;border-radius:12px;background:#fff9dd\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003eAn internal policy is not automatically sufficient grounds\u003c\/h2\u003e\n\n\u003cp\u003eThe new template is designed to verify \u003cstrong\u003eexactly which rule applied, which version of the policy was current, how the rule was communicated, and whether it is legitimate and work-related\u003c\/strong\u003e. An internal policy cannot override law, employment contracts, or collective agreements.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhen is the template appropriate?\u003c\/h2\u003e\n\n\u003cp\u003eThe template can be used for concrete deviations from clear workplace rules, for example:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003ebreach of IT, information security, or access routines,\u003c\/li\u003e\n\n\u003cli\u003eviolation of confidentiality or information handling policies,\u003c\/li\u003e\n\n\u003cli\u003edeviation from a code of conduct or other clear work-related guidelines,\u003c\/li\u003e\n\n\u003cli\u003efailure to comply with quality or documentation routines,\u003c\/li\u003e\n\n\u003cli\u003eother concrete violations of legitimate and clearly communicated rules.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eExact policy rule and current version\u003c\/h2\u003e\n\n\u003cp\u003eThe product contains specific fields for policy title, version date, and the exact rule or section. This reduces the risk of the employer referring to a general policy without being able to demonstrate which specific obligation the employee is alleged to have breached.\u003c\/p\u003e\n\n\n\u003ch2\u003eHow did the employee become aware of the policy?\u003c\/h2\u003e\n\n\u003cp\u003eThe template helps the employer document whether the rule was communicated via onboarding, training, intranet, employee handbook, meeting, receipt, or previous reminder. The employee's actual opportunity to follow the policy should also be verified.\u003c\/p\u003e\n\n\n\u003ch2\u003eMBL and the introduction of policies\u003c\/h2\u003e\n\n\u003cp\u003eIf the employer is bound by a collective agreement, a significant change in operations or working and employment conditions may trigger a primary duty to negotiate under the Co-determination Act (MBL). Therefore, the template contains a specific checkpoint for how the policy in question was introduced or amended.\u003c\/p\u003e\n\n\n\u003ch2\u003eProtected rights – special check\u003c\/h2\u003e\n\n\u003cp\u003eAn internal policy may not be used as grounds for retaliation or other prohibited treatment. The template therefore includes checkpoints for:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eprotected whistleblowing and reporting of malpractice,\u003c\/li\u003e\n\n\u003cli\u003ereported discrimination or participation in a discrimination investigation,\u003c\/li\u003e\n\n\u003cli\u003eunion activity and collective bargaining rights,\u003c\/li\u003e\n\n\u003cli\u003eother statutory rights that cannot be set aside by internal policy.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eWork environment and safety must be handled separately\u003c\/h2\u003e\n\n\u003cp\u003eIf the policy violation concerns safety, work environment, or incidents, the employer must also conduct the investigations and risk measures required by work environment regulations. A written notice does not replace that responsibility.\u003c\/p\u003e\n\n\u003cp\u003e\u003ca href=\"\/en\/products\/skriftlig-erinran-sakerhetsovertradelser\"\u003e\u003cstrong\u003eFor purely safety-related violations, our special safety template is also available →\u003c\/strong\u003e\u003c\/a\u003e\u003c\/p\u003e\n\n\n\u003ch2\u003eDocumenting the employee's version\u003c\/h2\u003e\n\n\u003cp\u003eThe employee is provided with their own section for their explanation. It may turn out, for example, that the policy was unclear, an older version was used, training was missing, or there were practical obstacles to following the rule.\u003c\/p\u003e\n\n\n\u003ch2\u003eConcrete requirements for correction and follow-up\u003c\/h2\u003e\n\n\u003cp\u003eInstead of just writing that the employee must “follow company policy,” the template helps the employer formulate exactly what must stop, what must be done instead, what support or training will be provided, and when the situation is to be followed up.\u003c\/p\u003e\n\n\n\u003ch2\u003eIf the violation is repeated\u003c\/h2\u003e\n\n\u003cp\u003eA policy violation may in some cases have employment law consequences, but the assessment depends on factors such as the clarity of the rule, how it was communicated, the seriousness of the violation, the employee's explanation, and previous actions. If termination is later considered, it must be assessed separately in accordance with the Employment Protection Act (LAS) and any applicable collective agreement.\u003c\/p\u003e\n\n\n\u003ch2\u003eAcknowledgment without admission\u003c\/h2\u003e\n\n\u003cp\u003eThe employee's signature only confirms that the document has been received. It does not mean that the employee accepts the employer's description or legal assessment. If the signature is declined, there is specific space to document the delivery.\u003c\/p\u003e\n\n\n\u003ch2\u003eSwedish + English in the same package\u003c\/h2\u003e\n\n\u003cp\u003eThe English version is a \u003cstrong\u003elanguage version based on Swedish law\u003c\/strong\u003e. It is suitable for Swedish organizations with international managers, HR departments, or English-speaking employees and is not intended as a foreign employment law document.\u003c\/p\u003e\n\n\n\u003ch2\u003eDetailed user guide included\u003c\/h2\u003e\n\n\u003cp\u003eThe guide walks you through the policy check, the MBL question, communication of rules, documentation of facts, protected rights, work environment, the employee's version, correction requirements, follow-up, and how any subsequent termination should be kept legally separate from the notice itself.\u003c\/p\u003e\n\n\n\u003ch2\u003eFile format and delivery\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e DOCX, PDF, and ZIP.\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish and English.\u003cbr\u003e\n\u003cstrong\u003eNumber of files:\u003c\/strong\u003e 8.\u003cbr\u003e\n\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download. No physical product is sent.\u003c\/p\u003e\n\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eIs it enough for a policy to be on the intranet?\u003c\/h3\u003e\n\n\u003cp\u003eNot always. It is relevant whether the rule was clear, current, legitimate, and reasonably known to the employee. How the policy was communicated should therefore be documented.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan a policy conflict with a collective agreement?\u003c\/h3\u003e\n\n\u003cp\u003eAn internal policy cannot be used to override a collective agreement or mandatory legal provisions.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan the template be used for whistleblowing?\u003c\/h3\u003e\n\n\u003cp\u003eIt must not be used as retaliation for protected reporting. Always check whether the alleged policy violation is related to whistleblowing or other protected activity.\u003c\/p\u003e\n\n\n\u003ch3\u003eIs the document a notice of termination?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Termination and dismissal are covered by separate rules and must be assessed independently.\u003c\/p\u003e\n\n\n\u003cp style=\"font-size:.95em;color:#4b5563\"\u003e\u003cem\u003eThe template package is a general documentation aid and does not replace individual legal advice in a specific labor law matter.\u003c\/em\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48059557839190,"sku":"7350139912488","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/skriftlig-erinran-policyovertradelse-produktbild-2027.png?v=1791155156"},{"product_id":"sam-arbetsmiljopaket-2026-systematiskt-arbetsmiljoarbete","title":"SAM Occupational Health and Safety Package 2026 – Systematic Work Environment Management Word\/PDF\/Excel","description":"\n\u003ch2\u003eSAM Work Environment Package 2026 – complete template package for systematic work environment management\u003c\/h2\u003e\n\u003cp\u003e\u003cstrong\u003eA complete and practical work environment package in Word, PDF, and Excel\u003c\/strong\u003e for employers who want to structure their systematic work environment management (SAM) in accordance with Swedish work environment law. The package is updated for the Swedish Work Environment Authority's new regulatory structure and is primarily based on \u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e and relevant parts of \u003cstrong\u003eAFS 2023:2\u003c\/strong\u003e, which have been in effect since January 1, 2025.\u003c\/p\u003e\n\n\u003cp\u003eThe template package was legally reviewed on \u003cstrong\u003eOctober 2, 2026\u003c\/strong\u003e, and contains ready-made documents for work environment policy, SAM procedures, division of tasks, risk assessment, action plan, incidents and accidents, introduction, organizational and social work environment, work adaptation, annual cycle, and annual follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eWhat is included\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSAM Work Environment Package 2026 – Word (DOCX)\u003c\/strong\u003e, 17 pages with ready-made templates and forms\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSAM Work Environment Package 2026 – PDF\u003c\/strong\u003e, professionally designed reference version\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSAM Excel Tool 2026 – XLSX\u003c\/strong\u003e with risk register, action plan, incident register, annual cycle, division of tasks, annual follow-up, and document register\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe Word\/PDF package includes\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003ework environment policy\u003c\/li\u003e\n\n\u003cli\u003egoals for organizational and social work environment\u003c\/li\u003e\n\n\u003cli\u003eprocedure for systematic work environment management\u003c\/li\u003e\n\n\u003cli\u003eemployee participation\u003c\/li\u003e\n\n\u003cli\u003edivision of tasks in work environment management\u003c\/li\u003e\n\n\u003cli\u003eauthority, resources, and competence\u003c\/li\u003e\n\n\u003cli\u003erisk matrix with probability and consequence\u003c\/li\u003e\n\n\u003cli\u003ewritten risk assessment form\u003c\/li\u003e\n\n\u003cli\u003erisk assessment prior to changes in operations\u003c\/li\u003e\n\n\u003cli\u003eaction plan for work environment measures\u003c\/li\u003e\n\n\u003cli\u003ereporting of incidents, accidents, and work-related ill health\u003c\/li\u003e\n\n\u003cli\u003eroot cause analysis focusing on underlying causes\u003c\/li\u003e\n\n\u003cli\u003eaction plan following an incident or accident\u003c\/li\u003e\n\n\u003cli\u003eintroduction checklist for new employees and new work tasks\u003c\/li\u003e\n\n\u003cli\u003etemplate for written safety instructions regarding serious risks\u003c\/li\u003e\n\n\u003cli\u003eOSA checklist for workload, clarity, support, and working hours\u003c\/li\u003e\n\n\u003cli\u003eprocedure for victimization\/harassment\u003c\/li\u003e\n\n\u003cli\u003eprocedure for work adaptation\u003c\/li\u003e\n\n\u003cli\u003etemplate for annual follow-up of SAM\u003c\/li\u003e\n\n\u003cli\u003eannual cycle with suggested activities month by month\u003c\/li\u003e\n\n\u003cli\u003efinal implementation checklist\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eExcel tool with automated risk assessment\u003c\/h3\u003e\n\u003cp\u003eThe included Excel tool makes the package useful for ongoing work environment management. It contains separate sheets for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRisk assessment:\u003c\/strong\u003e probability and consequence 1–5 with automatic risk value and risk level\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAction plan:\u003c\/strong\u003e measure, person responsible, budget\/resources, deadline, and effect control\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eIncidents \u0026amp; accidents:\u003c\/strong\u003e collective registration and follow-up of events\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAnnual cycle:\u003c\/strong\u003e pre-planned SAM activities throughout the year\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDivision of tasks:\u003c\/strong\u003e work environment task, authority, resources, and competence\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAnnual follow-up:\u003c\/strong\u003e control points to assess whether SAM is functioning\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDocument register:\u003c\/strong\u003e overview of policies, procedures, instructions, and next review date\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat does AFS 2023:1 require?\u003c\/h3\u003e\n\u003cp\u003eThe employer must work systematically by organizing, implementing, and following up on work environment management. The work environment must be surveyed, risks assessed, and necessary measures implemented. Risk assessments must always be documented in writing, and a risk assessment must be performed before planned changes in operations.\u003c\/p\u003e\n\n\u003cp\u003eMeasures that cannot be implemented immediately must be documented in an action plan with a responsible person and a deadline for completion. Implemented measures must be verified.\u003c\/p\u003e\n\n\u003ch3\u003eSpecific requirements for written documentation for 10 or more employees\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:1 stipulates that the work environment policy, SAM procedures, and division of tasks must be in writing when the operation has \u003cstrong\u003eten or more employees\u003c\/strong\u003e. The results of the annual follow-up must also be documented in writing when there are ten or more employees. Risk assessments, however, must always be documented in writing, regardless of the number of employees.\u003c\/p\u003e\n\n\u003cp\u003eIf there are \u003cstrong\u003eserious risks\u003c\/strong\u003e, there must be written instructions on how to perform the work safely. The package therefore also includes a specific template for safety instructions.\u003c\/p\u003e\n\n\u003ch3\u003eRisk assessment before changes\u003c\/h3\u003e\n\u003cp\u003eThe package includes a separate change-related risk assessment. It is intended for use before, for example, personnel changes, changed work methods or working hours, renovations or new constructions, or the introduction of new work equipment.\u003c\/p\u003e\n\n\u003ch3\u003eOrganizational and Social Work Environment (OSA)\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires, among other things, that managers and supervisors have knowledge of how to prevent and manage unhealthy workloads and victimization. The employer must also have goals for the organizational and social work environment. The goals must be in writing if there are ten or more employees.\u003c\/p\u003e\n\n\u003cp\u003eThe template package therefore includes specific documentation for OSA goals, workload, priorities, support, working hours, and a procedure for victimization\/harassment.\u003c\/p\u003e\n\n\u003ch3\u003eIncidents, accidents, and work-related ill health\u003c\/h3\u003e\n\u003cp\u003eThe employer must investigate ill health, accidents, and serious incidents to understand underlying causes and prevent the event from recurring. The package includes both a reporting form and a systematic root cause analysis.\u003c\/p\u003e\n\n\u003cp\u003eIn the event of a death, serious personal injury, injuries affecting multiple employees simultaneously, or incidents that have posed a serious danger to life or health, the employer must notify the Swedish Work Environment Authority without delay in accordance with the Work Environment Act.\u003c\/p\u003e\n\n\u003ch3\u003eAnnual follow-up of SAM\u003c\/h3\u003e\n\u003cp\u003eThe employer must annually follow up on whether the systematic work environment management is being conducted according to the rules and whether it is functioning. The template package includes a comprehensive checklist for, among other things, policy, procedures, risk assessments, action plans, incidents, introduction, OSA, work adaptation, and the need for external professional assistance.\u003c\/p\u003e\n\n\u003ch3\u003eFor which operations is the package suitable?\u003c\/h3\u003e\n\u003cp\u003eThe package is designed as a general SAM baseline package and can be adapted for small and medium-sized enterprises, associations, and other employers. Operations with specific risks may need to supplement the package with additional industry- and risk-specific regulations, for example regarding chemical work environment risks, machinery, noise, construction work, or minors.\u003c\/p\u003e\n\n\u003ch3\u003eLegal basis\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003eWork Environment Act (1977:1160), especially Chapter 3\u003c\/li\u003e\n\n\u003cli\u003eSwedish Work Environment Authority's regulations AFS 2023:1 – Systematic work environment management\u003c\/li\u003e\n\n\u003cli\u003eSwedish Work Environment Authority's regulations AFS 2023:2 – Planning and organizing work environment management\u003c\/li\u003e\n\n\u003cli\u003eWork Environment Ordinance (1977:1166), where applicable\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eDoes a company have to have a work environment policy?\u003c\/strong\u003e\u003cbr\u003eThe employer must ensure that there is a work environment policy. It must be in writing if there are ten or more employees.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eMust the risk assessment be in writing?\u003c\/strong\u003e\u003cbr\u003eYes. The risk assessment must always be documented in writing.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDo you have to perform a risk assessment for a reorganization?\u003c\/strong\u003e\u003cbr\u003eYes. A risk assessment must be done before changes in operations, such as personnel changes, changed work methods, working hours, premises, or new work equipment.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eAre both risk assessment and action plan included?\u003c\/strong\u003e\u003cbr\u003eYes. Both Word\/PDF forms and separate Excel sheets are included.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eCan the Excel sheet calculate the risk level automatically?\u003c\/strong\u003e\u003cbr\u003eYes. When probability and consequence are entered, the risk value is calculated automatically and classified as low, moderate, high, or very high.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eIs this everything an employer needs?\u003c\/strong\u003e\u003cbr\u003eIt is a comprehensive baseline package for SAM. Operation-specific risks and regulations must always be identified and added based on the actual business.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e Word (DOCX) + PDF + Excel (XLSX)\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish\u003cbr\u003e\n\u003cstrong\u003eJurisdiction:\u003c\/strong\u003e Sweden\u003cbr\u003e\n\u003cstrong\u003eVersion:\u003c\/strong\u003e 1.0 – 2026-10-02\u003c\/p\u003e\n\n\u003cp\u003e\u003cem\u003eThe templates are general documentation and do not replace an operation-specific work environment survey, risk assessment, or individual legal\/expert advice where such is needed.\u003c\/em\u003e\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55576542413142,"sku":"SAM-ARBETSMILJO-2026","price":249.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/sam-arbetsmiljopaket-2026-word-pdf-excel.png?v=1790943360"},{"product_id":"personalhandbok-hr-policy-mallpaket-2026","title":"Employee Handbook \u0026 HR Policy Template Package 2026 – Word\/PDF","description":"\n\u003ch2\u003eEmployee Handbook \u0026amp; HR Policy Template Package 2026 – complete HR documentation for Swedish employers\u003c\/h2\u003e\n\u003cp\u003e\u003cstrong\u003eA complete and editable HR package in Word and PDF\u003c\/strong\u003e for companies looking to consolidate internal rules, guidelines, and personnel information into a professional employee handbook. The package includes a comprehensive \u003cstrong\u003eEmployee Handbook 2026\u003c\/strong\u003e, a separate \u003cstrong\u003eHR policy library\u003c\/strong\u003e, and an \u003cstrong\u003eacknowledgment form\u003c\/strong\u003e that can be used to document that the employee has received access to current governing documents.\u003c\/p\u003e\n\n\u003cp\u003eThe templates are designed for Swedish employers and legally reviewed as of \u003cstrong\u003eOctober 2, 2026\u003c\/strong\u003e. The content is structured so that the company can adapt the documents according to its organization, collective agreements, employment contracts, working methods, and industry.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded – 6 files\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003eEmployee Handbook 2026 – Word (DOCX)\u003c\/li\u003e\n\n\u003cli\u003eEmployee Handbook 2026 – PDF\u003c\/li\u003e\n\n\u003cli\u003eHR Policy Library 2026 – Word (DOCX)\u003c\/li\u003e\n\n\u003cli\u003eHR Policy Library 2026 – PDF\u003c\/li\u003e\n\n\u003cli\u003eAcknowledgment of Employee Handbook \u0026amp; Policies – Word (DOCX)\u003c\/li\u003e\n\n\u003cli\u003eAcknowledgment of Employee Handbook \u0026amp; Policies – PDF\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe employee handbook includes, among other things\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003ecompany values and code of conduct\u003c\/li\u003e\n\n\u003cli\u003eemployment and onboarding\u003c\/li\u003e\n\n\u003cli\u003eworking hours, attendance, and leave\u003c\/li\u003e\n\n\u003cli\u003esalary, benefits, and expenses\u003c\/li\u003e\n\n\u003cli\u003ework environment and organizational\/social work environment\u003c\/li\u003e\n\n\u003cli\u003eequal treatment, harassment, and reprisals\u003c\/li\u003e\n\n\u003cli\u003ework adaptation, sick leave, and rehabilitation\u003c\/li\u003e\n\n\u003cli\u003eIT, information security, and personal data\u003c\/li\u003e\n\n\u003cli\u003eAI policy and AI competence\u003c\/li\u003e\n\n\u003cli\u003esocial media and external communication\u003c\/li\u003e\n\n\u003cli\u003eremote work and private equipment\u003c\/li\u003e\n\n\u003cli\u003etravel, representation, and costs\u003c\/li\u003e\n\n\u003cli\u003ewhistleblowing and reporting of misconduct\u003c\/li\u003e\n\n\u003cli\u003econfidentiality, trade secrets, and intellectual property\u003c\/li\u003e\n\n\u003cli\u003etermination of employment and return of company property\u003c\/li\u003e\n\n\u003cli\u003edocument management, version control, and acknowledgment\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSeparate HR policy library\u003c\/h3\u003e\n\u003cp\u003eThe policy library contains ready-to-use policy texts that can be used independently or integrated into the employee handbook:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eequal treatment and anti-harassment\u003c\/li\u003e\n\n\u003cli\u003ework environment and OSA (organizational and social work environment)\u003c\/li\u003e\n\n\u003cli\u003eIT and information security\u003c\/li\u003e\n\n\u003cli\u003epersonal data and employee privacy\u003c\/li\u003e\n\n\u003cli\u003eAI policy for employees\u003c\/li\u003e\n\n\u003cli\u003esocial media\u003c\/li\u003e\n\n\u003cli\u003eremote and hybrid work\u003c\/li\u003e\n\n\u003cli\u003eBYOD – use of private equipment\u003c\/li\u003e\n\n\u003cli\u003etravel and expense policy\u003c\/li\u003e\n\n\u003cli\u003ealcohol, drugs, and safety\u003c\/li\u003e\n\n\u003cli\u003ewhistleblowing – overview and reference to separate procedure\u003c\/li\u003e\n\n\u003cli\u003epolicy management and review\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWork environment and OSA – updated according to the new AFS regulations\u003c\/h3\u003e\n\u003cp\u003eThe package takes into account the Swedish Work Environment Authority's new structure of provisions applicable since \u003cstrong\u003eJanuary 1, 2025\u003c\/strong\u003e. AFS 2023:1 requires, among other things, a work environment policy and procedures for systematic work environment management; these must be in writing if there are ten or more employees. AFS 2023:2 includes requirements regarding the organizational and social work environment, workload, victimization, and written OSA goals for ten or more employees.\u003c\/p\u003e\n\n\u003ch3\u003eEqual treatment and active measures\u003c\/h3\u003e\n\u003cp\u003eAll employers must work continuously with active measures against discrimination. The package therefore contains clear guidelines regarding working conditions, recruitment, competence development, parenthood, harassment, sexual harassment, and reprisals. For employers with at least 25 employees, all parts of the work with active measures must be documented in writing. Pay surveys must be documented in writing if there are at least 10 employees.\u003c\/p\u003e\n\n\u003ch3\u003eGDPR and employee privacy\u003c\/h3\u003e\n\u003cp\u003eEmployers who process personal data about employees are covered by the GDPR. The package therefore contains guidelines on information to employees, access, logging, control and monitoring, deletion, and personal data breaches. The employer must be clear about why data is collected and how it is used, and control measures must be proportionate and legally justified.\u003c\/p\u003e\n\n\u003ch3\u003eAI policy 2026\u003c\/h3\u003e\n\u003cp\u003eThe AI sections take into account the EU AI Act. Article 4 requires providers and organizations using AI systems to take steps to support sufficient AI literacy for staff and other persons dealing with the operation and use of AI systems on their behalf. The policy therefore includes rules on approved AI tools, trade secrets, personal data, human oversight, and quality assurance.\u003c\/p\u003e\n\n\u003ch3\u003eRemote work, BYOD, and IT security\u003c\/h3\u003e\n\u003cp\u003eThe package contains basic policy texts for hybrid work, remote work, and the use of private equipment. For more detailed and permanent arrangements, a separate remote work or BYOD agreement should be used. This makes it possible to keep the employee handbook general while regulating individual work forms separately.\u003c\/p\u003e\n\n\u003ch3\u003eWhistleblowing\u003c\/h3\u003e\n\u003cp\u003eAs a general rule, business operators that had \u003cstrong\u003e50 or more employees\u003c\/strong\u003e at the beginning of the calendar year are required to have internal reporting channels under the Whistleblowing Act. The employee handbook therefore includes a place for a reference to the company's separate whistleblower policy and reporting channel.\u003c\/p\u003e\n\n\u003ch3\u003eImportant regarding pay transparency 2026\u003c\/h3\u003e\n\u003cp\u003eThe package does not treat proposed Swedish pay transparency rules as if they were already current law. In March 2026, the government announced that no bill on the implementation of the EU Pay Transparency Directive is currently intended to be submitted and that Sweden is working for a postponed implementation date and renegotiation. However, existing requirements under the Discrimination Act, including pay surveys and active measures, remain.\u003c\/p\u003e\n\n\u003ch3\u003eAcknowledgment form included\u003c\/h3\u003e\n\u003cp\u003eA separate acknowledgment makes it possible to document that the employee has received access to the employee handbook and relevant policies. The acknowledgment is deliberately formulated as a receipt and proof of information – it does not claim that the employer can automatically change individual contract terms by updating the handbook.\u003c\/p\u003e\n\n\u003ch3\u003eLegal basis\u003c\/h3\u003e\n\u003cp\u003eThe template package has been developed taking into account, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eEmployment Protection Act (1982:80)\u003c\/li\u003e\n\n\u003cli\u003eAnnual Leave Act (1977:480)\u003c\/li\u003e\n\n\u003cli\u003eWorking Hours Act (1982:673)\u003c\/li\u003e\n\n\u003cli\u003eParental Leave Act (1995:584)\u003c\/li\u003e\n\n\u003cli\u003eDiscrimination Act (2008:567)\u003c\/li\u003e\n\n\u003cli\u003eWork Environment Act (1977:1160)\u003c\/li\u003e\n\n\u003cli\u003eAFS 2023:1 and AFS 2023:2\u003c\/li\u003e\n\n\u003cli\u003eGeneral Data Protection Regulation (GDPR)\u003c\/li\u003e\n\n\u003cli\u003eTrade Secrets Act (2018:558)\u003c\/li\u003e\n\n\u003cli\u003eWhistleblower Act (2021:890)\u003c\/li\u003e\n\n\u003cli\u003eRegulation (EU) 2024\/1689 on artificial intelligence, in applicable parts\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWho is the package for?\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003esmall and medium-sized Swedish companies\u003c\/li\u003e\n\n\u003cli\u003egrowing companies that want to standardize HR procedures\u003c\/li\u003e\n\n\u003cli\u003ecompanies that lack a consolidated employee handbook\u003c\/li\u003e\n\n\u003cli\u003eemployers who want to document IT, AI, GDPR, and remote work rules\u003c\/li\u003e\n\n\u003cli\u003eHR managers, CEOs, and corporate leadership who need an editable base package\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eNote\u003c\/h3\u003e\n\u003cp\u003eThe employee handbook is a general documentation base and must be adapted to the company's actual operations. Collective agreements, individual employment contracts, and mandatory law take precedence over conflicting formulations in the handbook. Terms that are to be individually binding should be regulated in employment contracts or specific agreements.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e Word (DOCX) + PDF\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish\u003cbr\u003e\n\u003cstrong\u003eJurisdiction:\u003c\/strong\u003e Sweden\u003cbr\u003e\n\u003cstrong\u003eNumber of files:\u003c\/strong\u003e 6\u003cbr\u003e\n\u003cstrong\u003eVersion:\u003c\/strong\u003e 1.0 – 2026-10-02\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55580531982678,"sku":"PERSONALHANDBOK-HR-2026","price":249.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/personalhandbok-hr-policy-mallpaket-2026.png?v=1790967251"},{"product_id":"distansarbete-hybridarbete-byod-mallpaket-2026","title":"Remote Work, Hybrid Work \u0026 BYOD Template Package 2026 – Word\/PDF","description":"\n\u003ch2\u003eRemote Work, Hybrid Work \u0026amp; BYOD Template Package 2026\u003c\/h2\u003e\n\u003cp\u003e\u003cstrong\u003eA complete template package for Swedish employers who want to regulate remote work, hybrid work, and the use of private equipment in a clear and professional manner.\u003c\/strong\u003e The package includes a separate remote work agreement, BYOD agreement, remote and hybrid policy, as well as a checklist\/risk assessment. All documents are provided in both Word (DOCX) and PDF format.\u003c\/p\u003e\n\n\u003cp\u003eThe template package was legally reviewed as of \u003cstrong\u003eOctober 2, 2026\u003c\/strong\u003e, and takes into account work environment liability, working hours, the Employment Protection Act's (LAS) information rules, the Co-determination Act (MBL), GDPR, information security, and the Swedish Tax Agency's rules regarding work tools and expense reimbursements.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded – 8 files\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003eRemote work agreement \/ hybrid work 2026 – Word + PDF\u003c\/li\u003e\n\n\u003cli\u003eBYOD agreement 2026 – Word + PDF\u003c\/li\u003e\n\n\u003cli\u003eRemote \u0026amp; hybrid policy 2026 – Word + PDF\u003c\/li\u003e\n\n\u003cli\u003eChecklist \u0026amp; risk assessment for remote work and BYOD – Word + PDF\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eRemote work agreement 2026\u003c\/h3\u003e\n\u003cp\u003eThe separate supplementary agreement regulates, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eremote workplace and scope\u003c\/li\u003e\n\n\u003cli\u003estandard remote days and planning\u003c\/li\u003e\n\n\u003cli\u003eworking hours, availability, breaks, and overtime\u003c\/li\u003e\n\n\u003cli\u003ework environment, ergonomics, and employee participation\u003c\/li\u003e\n\n\u003cli\u003eequipment, costs, and liability\u003c\/li\u003e\n\n\u003cli\u003einformation security and confidentiality\u003c\/li\u003e\n\n\u003cli\u003epersonal data, logging, and proportionate control\u003c\/li\u003e\n\n\u003cli\u003eillness, incidents, and work-related ill health\u003c\/li\u003e\n\n\u003cli\u003evalidity, review, and amendments\u003c\/li\u003e\n\n\u003cli\u003eappendix for work environment and equipment\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWork environment liability also applies at home\u003c\/h3\u003e\n\u003cp\u003eThe Swedish Work Environment Authority's rules on systematic work environment management also apply when work is performed remotely, for example in the employee's home. The employer retains responsibility for the work environment and needs to manage, among other things, ergonomics, screen work, variation, recovery, workload, and organizational\/social risks.\u003c\/p\u003e\n\n\u003cp\u003eHowever, the template does not give the employer any general right to enter the employee's home. If a home visit is necessary for work environment purposes, it must be handled through a specific agreement.\u003c\/p\u003e\n\n\u003ch3\u003eBYOD agreement – private computer, phone, or tablet\u003c\/h3\u003e\n\u003cp\u003eThe BYOD section regulates the use of private equipment at work and includes, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eapproved devices and permitted work applications\u003c\/li\u003e\n\n\u003cli\u003eminimum requirements for operating systems, updates, screen locks, and encryption\u003c\/li\u003e\n\n\u003cli\u003eMFA, antivirus\/EDR, and backup\u003c\/li\u003e\n\n\u003cli\u003eseparation between work data and private data\u003c\/li\u003e\n\n\u003cli\u003eMDM, work profile, and technical administration\u003c\/li\u003e\n\n\u003cli\u003ewhat information the employer is and is not allowed to see\u003c\/li\u003e\n\n\u003cli\u003elogging and control in accordance with GDPR\u003c\/li\u003e\n\n\u003cli\u003eloss, theft, and information security incidents\u003c\/li\u003e\n\n\u003cli\u003eselective wiping of work data\u003c\/li\u003e\n\n\u003cli\u003esupport, costs, wear and tear, and termination of BYOD\u003c\/li\u003e\n\n\u003cli\u003eappendix for approved apps, data categories, and cloud services\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eGDPR and control of employees\u003c\/h3\u003e\n\u003cp\u003eThe employer is responsible for ensuring that personal data is processed legally even when work takes place at home or on private equipment. The package therefore contains clear limitations on control and monitoring. Security logging and follow-up must be factually justified, transparent, and proportionate. The agreements do not grant the employer general access to private files, private messages, or other private communication.\u003c\/p\u003e\n\n\u003ch3\u003eRemote and hybrid policy\u003c\/h3\u003e\n\u003cp\u003eThe separate policy helps the employer create a uniform internal structure for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewho is allowed to work remotely\u003c\/li\u003e\n\n\u003cli\u003estandard scope and approval\u003c\/li\u003e\n\n\u003cli\u003ework from another location or abroad\u003c\/li\u003e\n\n\u003cli\u003eplanning, meetings, and availability\u003c\/li\u003e\n\n\u003cli\u003ework environment and risk assessment\u003c\/li\u003e\n\n\u003cli\u003eIT security and personal data\u003c\/li\u003e\n\n\u003cli\u003eBYOD\u003c\/li\u003e\n\n\u003cli\u003eequipment and costs\u003c\/li\u003e\n\n\u003cli\u003efollow-up without unnecessary individual monitoring\u003c\/li\u003e\n\n\u003cli\u003eMBL, collective agreements, and division of responsibilities\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eChecklist \u0026amp; risk assessment\u003c\/h3\u003e\n\u003cp\u003eThe package also contains a practical risk assessment for employers and managers. It covers, among other things, ergonomics, display screens, lighting, noise, OSH (organizational and social health), social work environment, working hours, confidentiality, network, device security, BYOD, personal data, and incident management.\u003c\/p\u003e\n\n\u003ch3\u003eWorkplace and the Employment Protection Act (LAS)\u003c\/h3\u003e\n\u003cp\u003eLAS requires written information regarding terms that are of essential importance to the employment, including the workplace or how the workplace is determined. If such details change, the employer must normally provide written information about the change by the time it takes effect. The remote work agreement can be used as part of that documentation.\u003c\/p\u003e\n\n\u003ch3\u003eMBL and collective agreements\u003c\/h3\u003e\n\u003cp\u003eIf the employer is bound by a collective agreement, major changes to the business or work and employment conditions may entail a negotiation obligation under the Co-determination Act (MBL). The package therefore contains clear reminders to check collective agreements and MBL before a major remote work setup is introduced or changed.\u003c\/p\u003e\n\n\u003ch3\u003eEquipment and tax rules\u003c\/h3\u003e\n\u003cp\u003eThe Swedish Tax Agency distinguishes between work tools provided by the employer and cash reimbursement for items that the employee purchases themselves. The package therefore describes costs and reimbursements cautiously and leaves open fields for the company's actual model, instead of claiming that reimbursement is always tax-exempt.\u003c\/p\u003e\n\n\u003ch3\u003eWho is this package for?\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003ecompanies with recurring hybrid work\u003c\/li\u003e\n\n\u003cli\u003eemployers who allow work from home\u003c\/li\u003e\n\n\u003cli\u003ecompanies that allow private computers, phones, or tablets\u003c\/li\u003e\n\n\u003cli\u003eHR, CEOs, and managers who want to standardize remote work rules\u003c\/li\u003e\n\n\u003cli\u003ecompanies that need to combine work environment, GDPR, and information security\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eLegal basis\u003c\/h3\u003e\n\u003cp\u003eThe template package has been developed taking into account, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eWork Environment Act (1977:1160)\u003c\/li\u003e\n\n\u003cli\u003eAFS 2023:1 on systematic work environment management\u003c\/li\u003e\n\n\u003cli\u003eEmployment Protection Act (1982:80), especially sections 6 c and 6 e\u003c\/li\u003e\n\n\u003cli\u003eWorking Hours Act (1982:673)\u003c\/li\u003e\n\n\u003cli\u003eCo-determination at Work Act (1976:580), especially section 11\u003c\/li\u003e\n\n\u003cli\u003eGeneral Data Protection Regulation (EU) 2016\/679\u003c\/li\u003e\n\n\u003cli\u003eTrade Secrets Act (2018:558)\u003c\/li\u003e\n\n\u003cli\u003ecurrent tax rules regarding work tools and expense reimbursements\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eNote\u003c\/h3\u003e\n\u003cp\u003eThe templates are general document drafts and must be adapted to the company's actual operations, collective agreements, employment contracts, IT environment, insurance, and work environment risks. Work from abroad can lead to specific questions regarding tax, social security, labor law, and information security and should not be permitted routinely without a separate assessment.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e Word (DOCX) + PDF\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish\u003cbr\u003e\n\u003cstrong\u003eJurisdiction:\u003c\/strong\u003e Sweden \/ EU\u003cbr\u003e\n\u003cstrong\u003eNumber of files:\u003c\/strong\u003e 8\u003cbr\u003e\n\u003cstrong\u003eVersion:\u003c\/strong\u003e 1.0 – 2026-10-02\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55580843966806,"sku":"DISTANS-BYOD-2026","price":249.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/distansarbete-hybridarbete-byod-mallpaket-2026.png?v=1790969983"},{"product_id":"underentreprenorsavtal-subcontractor-agreement-2026-2027-word-pdf-english-svensk-ratt","title":"Subcontractor Agreement Template Package 2026\/2027 – Word\/PDF + English | Swedish Law","description":"\n\u003ch2\u003eSubcontractor Agreement Template Package 2026\/2027 – Word\/PDF + English | Swedish Law\u003c\/h2\u003e\n\u003cp\u003eThis is a complete and professional \u003cstrong\u003esubcontractor agreement for construction, civil engineering, installation, and other contracting work between companies\u003c\/strong\u003e. The package is designed for prime, general, or design-build contractors who are hiring a subcontractor and need a clear written agreement regarding scope, schedule, price, extra work (ÄTA), work environment, quality, insurance, liability, documentation, and termination.\u003c\/p\u003e\n\u003cp\u003eThe template package is \u003cstrong\u003elegally reviewed against current Swedish law and relevant authority information as of October 4, 2026\u003c\/strong\u003e, and prepared for practical use during \u003cstrong\u003e2026\/2027\u003c\/strong\u003e. It contains a Swedish Subcontractor Agreement, a complete English-language \u003cstrong\u003eSubcontractor Agreement\u003c\/strong\u003e under Swedish law, and a separate detailed user guide.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 3 documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e6 files, 37 A4 pages, and 12 appendices\/schedules\u003c\/strong\u003e. Digital download. No physical product will be sent.\u003c\/p\u003e\n\n\u003ch3\u003eWhat is included\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSubcontractor Agreement 2026\/2027 – Swedish version\u003c\/strong\u003e, 17 pages with 25 contract sections and 12 appendices.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSubcontractor Agreement 2026\/2027 – English \/ Swedish law\u003c\/strong\u003e, 16 pages with corresponding structure and 12 schedules.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed user guide\u003c\/strong\u003e, 4 pages with step-by-step instructions, control points, and a final checklist.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhen is a subcontractor agreement appropriate?\u003c\/h3\u003e\n\u003cp\u003eThe template is intended for B2B subcontracts where one contractor hires another company to perform a specific part of a construction, civil engineering, installation, or contracting assignment. Examples:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eelectrical, HVAC, and ventilation contracts,\u003c\/li\u003e\n\n\u003cli\u003egroundwork and civil engineering,\u003c\/li\u003e\n\n\u003cli\u003econcrete, structural work, assembly, and building services,\u003c\/li\u003e\n\n\u003cli\u003epainting, flooring, roofing, facade, and other specialist work,\u003c\/li\u003e\n\n\u003cli\u003einstallation and commissioning of technical equipment,\u003c\/li\u003e\n\n\u003cli\u003esubcontracting with or without design responsibility,\u003c\/li\u003e\n\n\u003cli\u003eprojects with multiple contractor tiers.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eStandalone agreement – not a copy of AB-U 07 or ABT-U 07\u003c\/h3\u003e\n\u003cp\u003eThe subcontractor agreement is an \u003cstrong\u003eindependent, standalone contractual document\u003c\/strong\u003e. It does not reproduce AB-U 07, ABT-U 07, AB 04, or ABT 06.\u003c\/p\u003e\n\u003cp\u003eAB-U 07 and ABT-U 07 remain established standard provisions for subcontracts in the construction sector in 2026. If the parties wish to use any of these, the standard document must be incorporated separately as a contract document and explicitly stated in Appendix 2.\u003c\/p\u003e\n\u003cp\u003eThe template therefore includes a clear contract hierarchy where the parties can choose to:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003euse the agreement as a completely standalone document, or\u003c\/li\u003e\n\n\u003cli\u003esupplement the agreement with separately incorporated AB-U 07, ABT-U 07, or other standard provisions.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThis reduces the risk of vague wording that simply states that \"AB applies\" without specifying which document, which version, or how conflicting terms should be handled.\u003c\/p\u003e\n\n\u003ch3\u003eExecution subcontract or design\/functional responsibility\u003c\/h3\u003e\n\u003cp\u003eAppendix 2 is used to clearly select the type of responsibility the Subcontractor actually has. The parties can mark if the assignment is:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ea pure execution subcontract where the Client is responsible for the design, or\u003c\/li\u003e\n\n\u003cli\u003ea subcontract where the Subcontractor also has explicit design or functional responsibility.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThis is a central risk issue. The template therefore states that design responsibility shall not be considered to transfer to the Subcontractor unless it is explicitly stated in the contract documents.\u003c\/p\u003e\n\n\u003ch3\u003e25 contract sections\u003c\/h3\u003e\n\u003cp\u003eThe main Swedish agreement covers, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eparties and purpose,\u003c\/li\u003e\n\n\u003cli\u003edefinitions and contract documents,\u003c\/li\u003e\n\n\u003cli\u003eform of contract and design responsibility,\u003c\/li\u003e\n\n\u003cli\u003eorganization and sub-subcontractors,\u003c\/li\u003e\n\n\u003cli\u003eschedule, coordination, and access,\u003c\/li\u003e\n\n\u003cli\u003ework environment and construction site,\u003c\/li\u003e\n\n\u003cli\u003epersonnel, labor law, and contractor liability for wages,\u003c\/li\u003e\n\n\u003cli\u003eF-tax, VAT registration, and reverse charge VAT,\u003c\/li\u003e\n\n\u003cli\u003ematerial, products, environment, and waste,\u003c\/li\u003e\n\n\u003cli\u003equality, self-inspection, and documentation,\u003c\/li\u003e\n\n\u003cli\u003ecompensation and payment,\u003c\/li\u003e\n\n\u003cli\u003eextra work (ÄTA) and change orders,\u003c\/li\u003e\n\n\u003cli\u003edelay and obstacles,\u003c\/li\u003e\n\n\u003cli\u003einspection, acceptance, defects, and remediation,\u003c\/li\u003e\n\n\u003cli\u003eliability and insurance,\u003c\/li\u003e\n\n\u003cli\u003esecurity,\u003c\/li\u003e\n\n\u003cli\u003econfidentiality and trade secrets,\u003c\/li\u003e\n\n\u003cli\u003eGDPR and information security,\u003c\/li\u003e\n\n\u003cli\u003eintellectual property and documentation,\u003c\/li\u003e\n\n\u003cli\u003eagreement term, cancellation, and termination,\u003c\/li\u003e\n\n\u003cli\u003eforce majeure,\u003c\/li\u003e\n\n\u003cli\u003ecompliance, sanctions, and improper benefits,\u003c\/li\u003e\n\n\u003cli\u003enotices, assignment, and amendments,\u003c\/li\u003e\n\n\u003cli\u003eSwedish law and dispute resolution,\u003c\/li\u003e\n\n\u003cli\u003esigning.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003e12 practical appendices\u003c\/h3\u003e\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eParties, organization, and authorization\u003c\/strong\u003e – contact persons and who is authorized to order extra work (ÄTA).\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eScope, form of contract, and contract documents\u003c\/strong\u003e – scope, design responsibility, drawings, and standard terms.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSchedule, milestones, and liquidated damages\u003c\/strong\u003e – start, interim milestones, completion, and any liquidated damages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePrice, payment, and ÄTA pricing\u003c\/strong\u003e – fixed price, cost-plus, hourly rates, markups, and payment plan.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChange orders\u003c\/strong\u003e – separate log for changes, price, schedule impact, and approval.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInspection, acceptance, and warranty\u003c\/strong\u003e – control points, inspection, warranty period, and defect reporting.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDocumentation, design, and IP\u003c\/strong\u003e – as-built documents, self-inspection, testing, BIM\/drawings, and licenses.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eLiability, insurance, and security\u003c\/strong\u003e – liability caps, carve-outs, insurance, and securities.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWork environment, environment, and compliance\u003c\/strong\u003e – work environment plan, Bas-U, work preparations, waste, ID06, F-tax, and subcontractor control.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eGDPR and information security\u003c\/strong\u003e – roles, data processing agreement (PUB), systems, incidents, and deletion.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCancellation, termination, and handover\u003c\/strong\u003e – notice period for remediation, termination, and winding down.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eNotices, assignment, and dispute\u003c\/strong\u003e – notice, assignment, and forum.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eWork environment – adapted to regulations effective in 2026\u003c\/h3\u003e\n\u003cp\u003eThe Swedish Work Environment Authority's new regulatory structure has been in effect since January 1, 2025. \u003cstrong\u003eAFS 2023:3 on design and construction work environment coordination\u003c\/strong\u003e explicitly covers contractors and subcontractors across multiple tiers.\u003c\/p\u003e\n\u003cp\u003eThe template therefore does not treat the work environment as a general standard sentence, but includes specific rules regarding:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe Subcontractor's responsibility as an employer,\u003c\/li\u003e\n\n\u003cli\u003ework preparations and risk information,\u003c\/li\u003e\n\n\u003cli\u003ework environment plan,\u003c\/li\u003e\n\n\u003cli\u003ecoordination with Bas-U,\u003c\/li\u003e\n\n\u003cli\u003ethe project's shared work environment efforts,\u003c\/li\u003e\n\n\u003cli\u003ecompliance by sub-subcontractors.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe agreement does not attempt to contract away responsibilities that follow directly from work environment legislation.\u003c\/p\u003e\n\n\u003ch3\u003eContractor liability for wage claims\u003c\/h3\u003e\n\u003cp\u003eFor construction and civil engineering activities in Sweden, the \u003cstrong\u003eAct (2018:1472) on contractor liability for wage claims\u003c\/strong\u003e applies. This may mean that a contractor who has hired a subcontractor can, in certain situations, become liable for unpaid wage claims of the subcontractor's employees.\u003c\/p\u003e\n\u003cp\u003eThe agreement therefore contains requirements that the Subcontractor:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003efulfills its employer and wage payment obligations,\u003c\/li\u003e\n\n\u003cli\u003eprovides relevant information when reasonably necessary,\u003c\/li\u003e\n\n\u003cli\u003eimmediately notifies of wage claims or disputes that may affect the contracting chain,\u003c\/li\u003e\n\n\u003cli\u003eforwards relevant requirements to approved sub-subcontractors.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eReverse charge VAT for construction services\u003c\/h3\u003e\n\u003cp\u003eThe Swedish Tax Agency's rules regarding \u003cstrong\u003ereverse charge VAT for construction services\u003c\/strong\u003e may be applicable between subcontractors and between a subcontractor and a general\/prime contractor.\u003c\/p\u003e\n\u003cp\u003eThe template therefore does not hard-code standard Swedish VAT on all invoices. Instead, before invoicing, the parties must assess:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhether the current performance is a construction service covered by the rules,\u003c\/li\u003e\n\n\u003cli\u003ewhether the buyer is a trader covered by the rules,\u003c\/li\u003e\n\n\u003cli\u003ehow the invoice should therefore be structured.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eF-tax and registration control\u003c\/h3\u003e\n \u003cp\u003eThe Subcontractor shall maintain the tax and business registrations required for its operations and notify the Client if a significant registration is changed or revoked. Appendix 9 can be used for the project's control of F-tax and VAT.\u003c\/p\u003e\n\n\u003ch3\u003eÄTA – clear ordering and documentation process\u003c\/h3\u003e\n\u003cp\u003eChanges and additional work are a common source of construction disputes. The template therefore includes a structured process:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eAppendix 1 specifies exactly who is authorized to order changes.\u003c\/li\u003e\n\n\u003cli\u003eBefore starting, the Subcontractor must describe the change and its impact on price, time, work environment, and quality whenever possible.\u003c\/li\u003e\n\n\u003cli\u003eAppendix 5 serves as a separate change order log.\u003c\/li\u003e\n\n\u003cli\u003eEmergency work required to avert immediate injury or property damage can be handled specifically but must be documented immediately.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003ePrice – fixed price, cost-plus, or combination\u003c\/h3\u003e\n\u003cp\u003eAppendix 4 can be used for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003efixed contract sum,\u003c\/li\u003e\n\n\u003cli\u003ecost-plus (löpande räkning),\u003c\/li\u003e\n\n\u003cli\u003ecombined compensation,\u003c\/li\u003e\n\n\u003cli\u003ehourly rates for skilled workers,\u003c\/li\u003e\n\n\u003cli\u003emanagement costs,\u003c\/li\u003e\n\n\u003cli\u003ematerial markups,\u003c\/li\u003e\n\n\u003cli\u003epayment plan and payment terms.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eÄTA pricing can therefore be determined in advance instead of being discussed only after extra work has already been performed.\u003c\/p\u003e\n\n\u003ch3\u003eSchedule, obstacles, and liquidated damages\u003c\/h3\u003e\n\u003cp\u003eAppendix 3 contains start date, interim milestones, and completion. Liquidated damages apply only when the parties actually fill in a liquidated damages clause. In addition, the Subcontractor must notify of any obstacles or risk of delay in writing without delay.\u003c\/p\u003e\n\n\u003ch3\u003eInspection, acceptance, and warranty\u003c\/h3\u003e\n\u003cp\u003eAppendix 6 makes it possible to adapt the inspection and acceptance procedure to the project. It specifies, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003econtrol points,\u003c\/li\u003e\n\n\u003cli\u003eself-inspection,\u003c\/li\u003e\n\n\u003cli\u003einspection format,\u003c\/li\u003e\n\n\u003cli\u003ewarranty period,\u003c\/li\u003e\n\n\u003cli\u003erecipient of defect reports,\u003c\/li\u003e\n\n\u003cli\u003eresponse time for critical defects.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eIf the project uses AB-U 07\/ABT-U 07 or another standard procedure, the inspection and warranty clauses must be coordinated with the separately incorporated standard.\u003c\/p\u003e\n\n\u003ch3\u003eDocumentation is part of the contract work\u003c\/h3\u003e\n\u003cp\u003eThe template treats as-built documents, self-inspections, and test reports as actual deliverables – not as voluntary administrative additions. Appendix 7 can be used to specify:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eas-built documents,\u003c\/li\u003e\n\n\u003cli\u003eBIM and drawings,\u003c\/li\u003e\n\n\u003cli\u003etest reports,\u003c\/li\u003e\n\n\u003cli\u003emanuals, certificates, and product documentation,\u003c\/li\u003e\n\n\u003cli\u003eformat and delivery date,\u003c\/li\u003e\n\n\u003cli\u003erights\/licenses to the material.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eLiability, insurance, and security\u003c\/h3\u003e\n\u003cp\u003eAppendix 8 contains selectable fields for liability caps, carve-outs from liability caps, liability insurance, other insurance, and any performance and warranty bonds.\u003c\/p\u003e\n\u003cp\u003eThe template avoids automatically inserting a high standard amount. A reasonable liability cap and reasonable security must be assessed in relation to the contract sum, type of work, risk, and insurance coverage.\u003c\/p\u003e\n\n\u003ch3\u003eSub-subcontractors\u003c\/h3\u003e\n\u003cp\u003eThe Subcontractor may not outsource a significant part of the work to the next tier without the Client's written approval. Approval does not release the Subcontractor from liability.\u003c\/p\u003e\n\u003cp\u003eRelevant requirements regarding work environment, confidentiality, insurance, taxes, documentation, and compliance must also be passed on to approved sub-subcontractors.\u003c\/p\u003e\n\n\u003ch3\u003eGDPR and information security\u003c\/h3\u003e\n\u003cp\u003eIf personal data is processed in the project, each party is responsible for its processing according to GDPR. If the Subcontractor processes personal data solely on behalf of the Client, a separate Data Processing Agreement usually needs to be entered into in accordance with Article 28 GDPR.\u003c\/p\u003e\n\u003cp\u003eAppendix 10 contains control fields for role distribution, system access, incident notification periods, as well as storage and deletion.\u003c\/p\u003e\n\n\u003ch3\u003eCancellation, termination, and rescission\u003c\/h3\u003e\n\u003cp\u003eAppendix 11 makes it possible to document what applies in the event of:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ecancellation without breach of contract,\u003c\/li\u003e\n\n\u003cli\u003ematerial breach of contract,\u003c\/li\u003e\n\n\u003cli\u003enotice period for remediation,\u003c\/li\u003e\n\n\u003cli\u003eserious work environment or safety deficiency,\u003c\/li\u003e\n\n\u003cli\u003einsolvency or other defined termination situations,\u003c\/li\u003e\n\n\u003cli\u003ehandover of material and documentation after termination.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eEnglish Subcontractor Agreement under Swedish law\u003c\/h3\u003e\n\u003cp\u003eThe English version contains the same basic structure and 12 schedules and is intended for projects where the client, subcontractor, corporate function, or advisor works in English but where Swedish substantive law is to be applied.\u003c\/p\u003e\n\u003cp\u003eThe English version is therefore an \u003cstrong\u003eEnglish-language agreement under Swedish law\u003c\/strong\u003e and not a British or American standard agreement.\u003c\/p\u003e\n\n\u003ch3\u003eDetailed user guide included\u003c\/h3\u003e\n\u003cp\u003eThe guide shows step-by-step how the agreement is filled out and specifically reviews:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eselection of contract form,\u003c\/li\u003e\n\n\u003cli\u003eorder of precedence for contract documents,\u003c\/li\u003e\n\n\u003cli\u003eAB-U 07\/ABT-U 07 as separate standard documents,\u003c\/li\u003e\n\n\u003cli\u003etime, price, and ÄTA,\u003c\/li\u003e\n\n\u003cli\u003ework environment 2026 and Bas-U,\u003c\/li\u003e\n\n\u003cli\u003econtractor liability for wage claims,\u003c\/li\u003e\n\n\u003cli\u003ereverse charge VAT for construction,\u003c\/li\u003e\n\n\u003cli\u003einspection, warranty, and documentation,\u003c\/li\u003e\n\n\u003cli\u003eliability and insurance,\u003c\/li\u003e\n\n\u003cli\u003etermination and cancellation,\u003c\/li\u003e\n\n\u003cli\u003efinal checklist before signing.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eReviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe legal review is dated \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e. The package has been checked against, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe Contracts Act (1915:218),\u003c\/li\u003e\n\n\u003cli\u003ethe Work Environment Act (1977:1160),\u003c\/li\u003e\n\n\u003cli\u003ethe Work Environment Authority's AFS 2023:3 on design and construction work environment coordination, consolidated version current for 2026,\u003c\/li\u003e\n\n\u003cli\u003ethe Act (2018:1472) on contractor liability for wage claims,\u003c\/li\u003e\n\n\u003cli\u003ethe Swedish Tax Agency's rules on reverse charge VAT for construction services,\u003c\/li\u003e\n\n\u003cli\u003ethe General Data Protection Regulation (EU) 2016\/679 (GDPR),\u003c\/li\u003e\n\n\u003cli\u003ethe Trade Secrets Act (2018:558).\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eAB-U 07 and ABT-U 07 are industry standards that can be incorporated separately but are \u003cstrong\u003enot included and not reproduced\u003c\/strong\u003e in the package.\u003c\/p\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003e3 documents • 6 files • 37 pages • 12 appendices\/schedules\u003c\/strong\u003e\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWord (DOCX)\u003c\/strong\u003e – fully editable.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePDF\u003c\/strong\u003e – for reference, printing, and layout control.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSwedish + English main agreements\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDigital delivery\u003c\/strong\u003e – no physical product is sent.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe template package is a professional general contractual basis and does not replace individual legal advice. Large or technically complex construction projects, design-build subcontracts, extensive design responsibility, publicly procured projects, posted workers, collective bargaining issues, advanced security, insolvency risks, or ongoing construction disputes should be assessed separately by a qualified advisor.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55594916282710,"sku":"UNDERENTREPRENAD-2026-2027","price":249.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/underentreprenorsavtal-2026-2027-hero.png?v=1791086213"},{"product_id":"arbetsmiljoplan-bygg-anlaggning-afs-2023-3-2026-2027","title":"Work Environment Plan 2026\/2027 – Construction \u0026 Civil Engineering AFS 2023:3 Word\/PDF","description":"\n\u003ch2\u003eWork Environment Plan 2026\/2027 – Construction \u0026amp; Civil Engineering according to AFS 2023:3\u003c\/h2\u003e\n\u003cp\u003eThis is a complete and professional \u003cstrong\u003etemplate package for a work environment plan for building and civil engineering work\u003c\/strong\u003e. The package is designed for developers, Bas-P (Work Environment Coordinator Planning), Bas-U (Work Environment Coordinator Execution), project management, and others who need to structure a construction project's work environment management according to \u003cstrong\u003eAFS 2023:3 – Design and construction work environment coordination – basic obligations\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe template package is \u003cstrong\u003elegally reviewed against current Swedish regulations as of October 4, 2026\u003c\/strong\u003e, and developed for practical use during \u003cstrong\u003e2026\/2027\u003c\/strong\u003e. The master template is project-specific and includes organization, work environment routines, order and safety rules, simultaneous operations, the 13 works with particular risks, contractor risk assignments, clearance before start, emergency procedures, revision log, advance notification, and handover from Bas-P to Bas-U.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 2 documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e4 files and 23 A4 pages\u003c\/strong\u003e. The product is delivered digitally. No physical goods are sent.\u003c\/p\u003e\n\n\u003ch3\u003eThis includes\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWork Environment Plan Construction \u0026amp; Civil Engineering 2026\/2027\u003c\/strong\u003e – 18 pages with project-specific forms, risk sheets, and control points.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 5 pages explaining when the plan is required, who is responsible for what, and how to fill in the template step-by-step.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e13 separate risk sections\u003c\/strong\u003e for work with particular risks according to Chapter 11, Section 12 of AFS 2023:3.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eHandover checklist Bas-P → Bas-U\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eContractor register and clearance before start\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRevision log and final check before construction start\u003c\/strong\u003e.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhen is a work environment plan required?\u003c\/h3\u003e\n\u003cp\u003eA written work environment plan must be drawn up according to AFS 2023:3 if any of the works with particular risks in Chapter 11, Section 12 need to be performed in the construction project, or if the scope of the project requires advance notification.\u003c\/p\u003e\n\u003cp\u003eAdvance notification is required when:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe work is expected to last \u003cstrong\u003elonger than 30 working days\u003c\/strong\u003e and \u003cstrong\u003emore than 20 people\u003c\/strong\u003e are employed simultaneously at any time, or\u003c\/li\u003e\n\n\u003cli\u003ethe total number of person-days is expected to be \u003cstrong\u003emore than 500\u003c\/strong\u003e.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThis means that even a small construction project may require a work environment plan if a single work with a particular risk is present.\u003c\/p\u003e\n\n\u003ch3\u003e13 works with particular risks\u003c\/h3\u003e\n\u003cp\u003eThe template contains a structured review of all works with particular risks according to AFS 2023:3:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ework with a risk of falling to a lower level when the height difference is two meters or more,\u003c\/li\u003e\n\n\u003cli\u003ework with a risk of being buried under earth masses or sinking into loose ground,\u003c\/li\u003e\n\n\u003cli\u003elaunching, assembly, or disassembly of heavy building elements or formwork elements,\u003c\/li\u003e\n\n\u003cli\u003ework with chemical or biological substances involving particular danger or requirements for medical control,\u003c\/li\u003e\n\n\u003cli\u003edemolition of load-bearing structures or hazardous materials and substances,\u003c\/li\u003e\n\n\u003cli\u003ework near high-voltage lines,\u003c\/li\u003e\n\n\u003cli\u003ework at a site or area where vehicle traffic passes,\u003c\/li\u003e\n\n\u003cli\u003ework where explosives are used,\u003c\/li\u003e\n\n\u003cli\u003ework in wells and tunnels and civil engineering work underground,\u003c\/li\u003e\n\n\u003cli\u003ework with a risk of drowning,\u003c\/li\u003e\n\n\u003cli\u003ework underwater with diving equipment,\u003c\/li\u003e\n\n\u003cli\u003ework in a caisson under elevated air pressure,\u003c\/li\u003e\n\n\u003cli\u003ework near ionizing radiation where a controlled or protected area must be established.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eSeparate action sheets for every particular risk\u003c\/h3\u003e\n\u003cp\u003eIt is not enough to simply tick a box that a risk exists. The work environment plan must describe the measures needed to manage the risk. Therefore, each particular risk has its own section with fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ecurrent work task and location,\u003c\/li\u003e\n\n\u003cli\u003ewhen the task occurs in the schedule,\u003c\/li\u003e\n\n\u003cli\u003eproject-specific risk description,\u003c\/li\u003e\n\n\u003cli\u003etechnical or organizational protective measure,\u003c\/li\u003e\n\n\u003cli\u003esafety device, equipment, or work method,\u003c\/li\u003e\n\n\u003cli\u003ecompetence and authorization requirements,\u003c\/li\u003e\n\n\u003cli\u003ecordoning off and coordination with other actors,\u003c\/li\u003e\n\n\u003cli\u003ework preparation and instructions,\u003c\/li\u003e\n\n\u003cli\u003econtrol before start,\u003c\/li\u003e\n\n\u003cli\u003eperson responsible for the measure,\u003c\/li\u003e\n\n\u003cli\u003efollow-up and control method.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFall risk, excavation, heavy building elements, and traffic\u003c\/h3\u003e\n\u003cp\u003eThe most common construction work environment risks require concrete solutions. The template helps the user go from a general statement like \"fall protection is used\" to a project-specific decision on which safety device to use, how it is installed, who is responsible, and how the control should be carried out.\u003c\/p\u003e\n\u003cp\u003eSimilarly, there are fields for, for example, geotechnically justified slopes or support structures during excavation, stabilization and assembly sequence for heavy elements, as well as traffic arrangements, cordons, and separated flows where vehicle traffic passes the work area.\u003c\/p\u003e\n\n\u003ch3\u003eOrganization for developer, Bas-P, and Bas-U\u003c\/h3\u003e\n\u003cp\u003eThe work environment plan must describe how the work environment management is organized and conducted. The package therefore contains a clear organization section for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edeveloper and the developer's representative,\u003c\/li\u003e\n\n\u003cli\u003eany deputy developer,\u003c\/li\u003e\n\n\u003cli\u003eBas-P and Bas-P administrator,\u003c\/li\u003e\n\n\u003cli\u003eBas-U and Bas-U administrator,\u003c\/li\u003e\n\n\u003cli\u003esite management and work environment managers,\u003c\/li\u003e\n\n\u003cli\u003esafety representatives,\u003c\/li\u003e\n\n\u003cli\u003epersons with first aid\/CPR competence,\u003c\/li\u003e\n\n\u003cli\u003efire safety and evacuation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eRoutines for work environment management\u003c\/h3\u003e\n\u003cp\u003eThe template includes a specific routine matrix where the project can specify when, how often, and by whom various work environment tasks should be performed. Examples:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ework environment issues at design and construction meetings,\u003c\/li\u003e\n\n\u003cli\u003efollow-up and control of the work environment plan,\u003c\/li\u003e\n\n\u003cli\u003esafety induction before the first task,\u003c\/li\u003e\n\n\u003cli\u003esafety rounds,\u003c\/li\u003e\n\n\u003cli\u003edaily start-up meetings when necessary,\u003c\/li\u003e\n\n\u003cli\u003ework preparations,\u003c\/li\u003e\n\n\u003cli\u003ecoordination between contractors,\u003c\/li\u003e\n\n\u003cli\u003econtrol of common safety devices,\u003c\/li\u003e\n\n\u003cli\u003ereporting of risk observations and incidents,\u003c\/li\u003e\n\n\u003cli\u003efirst aid, crisis support, fire, and evacuation,\u003c\/li\u003e\n\n\u003cli\u003echange management when design or production planning changes.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCommon order and safety rules\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:3 requires the work environment plan to contain the common order and safety rules that must apply at the construction site. The master template therefore has a special section for the project's actual rules regarding, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003epersonal protective equipment,\u003c\/li\u003e\n\n\u003cli\u003eauthorization and induction,\u003c\/li\u003e\n\n\u003cli\u003efall protection, scaffolding, and lifts,\u003c\/li\u003e\n\n\u003cli\u003elifting and crane work,\u003c\/li\u003e\n\n\u003cli\u003eexcavation and ground work,\u003c\/li\u003e\n\n\u003cli\u003eelectrical safety,\u003c\/li\u003e\n\n\u003cli\u003eorder, cleaning, and waste,\u003c\/li\u003e\n\n\u003cli\u003ematerial reception and storage,\u003c\/li\u003e\n\n\u003cli\u003epedestrian and vehicle paths,\u003c\/li\u003e\n\n\u003cli\u003erisk zones and cordoning off,\u003c\/li\u003e\n\n\u003cli\u003eflammable hot work,\u003c\/li\u003e\n\n\u003cli\u003ealcohol, drugs, smoking, and distraction.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCoordination with other operations\u003c\/h3\u003e\n\u003cp\u003eIf construction work is performed at a place where other operations are ongoing simultaneously, the work environment plan must describe how the operations should be coordinated. This could, for example, be work in a factory in operation, a school, a care environment, residential buildings, shops, or at a site where another construction project is ongoing.\u003c\/p\u003e\n\u003cp\u003eThe template has fields for interfaces, information channels, cordoning off, separated personnel and vehicle flows, working hours, alarms, evacuation, and emergency routes.\u003c\/p\u003e\n\n\u003ch3\u003eContractor risk tasks and Bas-U's clearance\u003c\/h3\u003e\n\u003cp\u003eBas-U must provide clearance to contractors before they start working in the project for the first time. Before clearance, relevant risk tasks must be available and work environment risks must be managed or have planned measures.\u003c\/p\u003e\n\u003cp\u003eThe package therefore includes a contractor register with separate control fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003erisk tasks received,\u003c\/li\u003e\n\n\u003cli\u003esafety induction completed,\u003c\/li\u003e\n\n\u003cli\u003eclearance from Bas-U and date.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFirst aid, fire, evacuation, and crisis\u003c\/h3\u003e\n\u003cp\u003eThe work environment plan contains a ready-made section for the emergency organization with fields for the construction site's address or coordinates, emergency services meeting point, assembly point, first aid equipment, defibrillator, fire equipment, CPR competence, crisis support, and emergency routes.\u003c\/p\u003e\n\n\u003ch3\u003eIncidents, accidents, and risk observations\u003c\/h3\u003e\n\u003cp\u003eThere are both checklists and a register for risk observations, incidents, and accidents. The user can document the event, immediate action, responsible party, and follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eThe work environment plan must be updated\u003c\/h3\u003e\n\u003cp\u003eThe work environment plan is a living document. When design, production planning, work method, organization, or other work-environment-relevant conditions change, the plan must be updated. Therefore, the template includes a revision log with version, date, reason, responsible party, and information on whom the change has been communicated to.\u003c\/p\u003e\n\n\u003ch3\u003eStructured handover from Bas-P to Bas-U\u003c\/h3\u003e\n\u003cp\u003eThe handover must take place before the first construction or civil engineering work starts and must be structured. The package includes a special checklist to ensure that:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe work environment plan has been reviewed,\u003c\/li\u003e\n\n\u003cli\u003eremaining serious risks are explained,\u003c\/li\u003e\n\n\u003cli\u003eselected and rejected solutions with work environment significance are discussed,\u003c\/li\u003e\n\n\u003cli\u003eschedule and simultaneous risky activities are aligned,\u003c\/li\u003e\n\n\u003cli\u003econtinued design after construction start is handled,\u003c\/li\u003e\n\n\u003cli\u003ecoordination with other operations is addressed,\u003c\/li\u003e\n\n\u003cli\u003ework environment documentation for future work is planned.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eAdvance notification – control and documentation\u003c\/h3\u003e\n\u003cp\u003eThe master template contains a specific check for whether advance notification is required, as well as fields for date, responsible party, reference\/diary number, and latest update. This complements the Swedish Work Environment Authority's own notification process and helps the project document that the check has been carried out.\u003c\/p\u003e\n\n\u003ch3\u003eSanction fees for shortcomings\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:3 contains sanction fees linked to the work environment plan. If the plan is required but not established before construction starts, the developer and\/or Bas-P may be subject to a sanction fee. Bas-U may receive a corresponding fee if the plan is not available at the construction site when required.\u003c\/p\u003e\n\u003cp\u003eThe sanction fee is \u003cstrong\u003e50,000 SEK\u003c\/strong\u003e if the size of the project requires advance notification and \u003cstrong\u003e10,000 SEK\u003c\/strong\u003e if no such notification is required. The regulations contain an exemption from the sanction fee when the entire construction or civil engineering work lasts for no more than two consecutive days.\u003c\/p\u003e\n\n\u003ch3\u003eThe work environment plan must be available and understood\u003c\/h3\u003e\n\u003cp\u003eFrom the start of construction, the work environment plan must be available at the construction site in paper format or digitally. Everyone working there should easily be able to access and understand the parts that affect them. At multilingual workplaces, relevant parts may therefore need to be available in Swedish, English, and additional languages.\u003c\/p\u003e\n\n\u003ch3\u003eDetailed User Guide included\u003c\/h3\u003e\n\u003cp\u003eThe separate guide explains, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhen a work environment plan is required,\u003c\/li\u003e\n\n\u003cli\u003ethe difference between developer, Bas-P, Bas-U, designer, and contractor,\u003c\/li\u003e\n\n\u003cli\u003ehow the template is filled out in 12 practical steps,\u003c\/li\u003e\n\n\u003cli\u003ehow the 13 particular risks should be handled,\u003c\/li\u003e\n\n\u003cli\u003ethe difference between a work environment plan, risk assessment, and work preparation,\u003c\/li\u003e\n\n\u003cli\u003ewhen a general work environment plan can be used,\u003c\/li\u003e\n\n\u003cli\u003erequirements for accessibility and language,\u003c\/li\u003e\n\n\u003cli\u003ecommon mistakes that make the work environment plan too general or insufficient,\u003c\/li\u003e\n\n\u003cli\u003efinal checklist before use.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eReviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe legal review is dated \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e. The documents have been developed based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ethe Work Environment Act (1977:1160)\u003c\/strong\u003e,\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:3\u003c\/strong\u003e – Design and construction work environment coordination – basic obligations,\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:13\u003c\/strong\u003e – Risks in certain types of work, in relevant parts for building and civil engineering work.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eAFS 2023:3 entered into force on January 1, 2025. The designation 2026\/2027 means that the documents have been reviewed against the legal situation and authority information at the date of the review. In case of later rule changes, a new check must be performed.\u003c\/p\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWord (DOCX)\u003c\/strong\u003e – fully editable.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePDF\u003c\/strong\u003e – print-ready reference format.\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e2 documents, 4 files, and 23 A4 pages.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDigital delivery\u003c\/strong\u003e – no physical product is sent.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eIs this the same thing as SAM (Systematic Work Environment Management)?\u003c\/strong\u003e\u003cbr\u003eNo. A company's systematic work environment management and the project-specific work environment plan serve different functions. The work environment plan focuses on the construction project's coordination and project-specific risks.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust a work environment plan exist for a small project?\u003c\/strong\u003e\u003cbr\u003eYes, if any work with a particular risk according to AFS 2023:3 occurs. The size of the project is therefore not the only determining factor.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWho draws up the plan?\u003c\/strong\u003e\u003cbr\u003eThe developer must ensure that the plan is drawn up when required. Bas-P must draw it up or have it drawn up during planning and design, and Bas-U takes over and keeps it updated during the construction phase.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the plan be digital?\u003c\/strong\u003e\u003cbr\u003eYes. From the start of construction, it must be available at the construction site in paper format or digitally.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eAre all 13 particular risks included?\u003c\/strong\u003e\u003cbr\u003eYes. All 13 are present both in an overview and as separate project-specific action sections.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe template is a professional general work foundation. It does not replace project-specific risk assessment, design, work preparation, the right competence, or construction work environment coordination. The document must always be adapted to the current construction project's size, complexity, work methods, and risk level.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55596913688918,"sku":"ARBETSMILJOPLAN-AFS2023-3-2026-2027","price":199.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/arbetsmiljoplan-bygg-anlaggning-afs-2023-3-2026-2027.png?v=1791131162"},{"product_id":"tillbudsrapport-arbetsolycka-utredning-atgardsplan-2026-2027","title":"Near Miss Report \/ Workplace Accident 2026\/2027 – Investigation, Action Plan \u0026 Guide Word\/PDF","description":"\n\u003ch2\u003eNear Miss Report \/ Workplace Accident 2026\/2027 – Investigation, Action Plan \u0026amp; Guide\u003c\/h2\u003e\n\u003cp\u003eThis is a complete document package for employers who need to \u003cstrong\u003ereport, investigate, and follow up on near misses, workplace accidents, and work-related ill health\u003c\/strong\u003e within the framework of systematic work environment management.\u003c\/p\u003e\n\u003cp\u003eThe package is designed as a standalone complement to the Mallbutiken’s larger SAM Work Environment package. Instead of duplicating risk assessments and safety inspections, this product focuses on what happens \u003cstrong\u003eafter a concrete work environment incident\u003c\/strong\u003e: initial report, fact-gathering, root cause analysis, risk assessment, action plan, follow-up, and an assessment of whether the incident is subject to mandatory reporting.\u003c\/p\u003e\n\u003cp\u003eThe template package is \u003cstrong\u003elegally reviewed as of October 4, 2026\u003c\/strong\u003e, against the Work Environment Act, the Work Environment Ordinance, and \u003cstrong\u003eAFS 2023:1 on systematic work environment management\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 13 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eNear Miss \u0026amp; Accident Report 2026\/2027\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eRoot Cause Analysis of Work Environment Incident 2026\/2027\u003c\/strong\u003e – 3 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eObservation\/Witness Report\u003c\/strong\u003e – 1 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAction \u0026amp; Follow-up Plan\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eChecklist – Serious Incident \/ Swedish Work Environment Authority\u003c\/strong\u003e – 1 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eDetailed user guide\u003c\/strong\u003e – 4 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eReport near misses before someone gets hurt\u003c\/h3\u003e\n\u003cp\u003eA near miss is an undesirable event that could have led to ill health or an accident, even if no one was actually harmed. A well-functioning work environment organization should therefore not only register accidents but also capture near misses and other signals of risk.\u003c\/p\u003e\n\u003cp\u003eThe report template contains clear fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edate, time, and location,\u003c\/li\u003e\n\n\u003cli\u003etype of incident,\u003c\/li\u003e\n\n\u003cli\u003ewhat actually happened,\u003c\/li\u003e\n\n\u003cli\u003epersonal injury or symptoms,\u003c\/li\u003e\n\n\u003cli\u003efirst aid and medical care,\u003c\/li\u003e\n\n\u003cli\u003ematerial consequences and operational downtime,\u003c\/li\u003e\n\n\u003cli\u003eimmediate actions,\u003c\/li\u003e\n\n\u003cli\u003eseverity assessment,\u003c\/li\u003e\n\n\u003cli\u003ewitnesses and other documentation,\u003c\/li\u003e\n\n\u003cli\u003eperson responsible for further investigation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe employer's duty to investigate\u003c\/h3\u003e\n\u003cp\u003eAccording to Section 12 of AFS 2023:1, the employer must investigate the causes when an employee suffers from work-related ill health or an accident, or when a \u003cstrong\u003eserious near miss\u003c\/strong\u003e occurs.\u003c\/p\u003e\n\u003cp\u003eThe purpose is to prevent future incidents. The Swedish Work Environment Authority therefore emphasizes that the investigation should clarify \u003cstrong\u003eunderlying causes in the work environment\u003c\/strong\u003e rather than focusing on assigning blame.\u003c\/p\u003e\n\n\u003ch3\u003eRoot cause analysis – from incident to underlying risk\u003c\/h3\u003e\n\u003cp\u003eThe separate root cause analysis helps the employer analyze:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003econfirmed sequence of events,\u003c\/li\u003e\n\n\u003cli\u003edirect causes,\u003c\/li\u003e\n\n\u003cli\u003eorganization and staffing,\u003c\/li\u003e\n\n\u003cli\u003ework methods and instructions,\u003c\/li\u003e\n\n\u003cli\u003ecommunication and coordination,\u003c\/li\u003e\n\n\u003cli\u003ecompetence and induction,\u003c\/li\u003e\n\n\u003cli\u003emaintenance and technical safeguards,\u003c\/li\u003e\n\n\u003cli\u003eorganizational or social strain,\u003c\/li\u003e\n\n\u003cli\u003ewhy existing safeguards were insufficient.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe template also includes a practical \u003cstrong\u003eFive Whys\u003c\/strong\u003e section for in-depth analysis when the method fits the incident.\u003c\/p\u003e\n\n\u003ch3\u003eNew written risk assessment after the incident\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:1 requires that risk assessments are always documented in writing and that it is clear what the risks are and whether they are serious. The root cause analysis therefore includes its own risk assessment section with:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eidentified risk,\u003c\/li\u003e\n\n\u003cli\u003eprobability 1–5,\u003c\/li\u003e\n\n\u003cli\u003econsequence 1–5,\u003c\/li\u003e\n\n\u003cli\u003erisk value,\u003c\/li\u003e\n\n\u003cli\u003eindication if the risk is deemed serious.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSeparate observation\/witness report\u003c\/h3\u003e\n\u003cp\u003ePeople who witnessed an incident should be able to provide their own account without it being conflated with the manager’s conclusion. Therefore, a separate report is included where the individual documents:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhat was observed before the incident,\u003c\/li\u003e\n\n\u003cli\u003ewhat happened,\u003c\/li\u003e\n\n\u003cli\u003ewhat happened immediately afterwards,\u003c\/li\u003e\n\n\u003cli\u003eother relevant circumstances.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe form explicitly reminds the user to distinguish their own observations from assumptions.\u003c\/p\u003e\n\n\u003ch3\u003eAction plan according to AFS 2023:1\u003c\/h3\u003e\n\u003cp\u003eAccording to Section 13 of AFS 2023:1, necessary work environment measures must be implemented immediately or as soon as practically possible. Actions that are not implemented immediately must be documented in an \u003cstrong\u003eaction plan\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe action plan in the package therefore contains fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003erisk or underlying cause,\u003c\/li\u003e\n\n\u003cli\u003edecided measure,\u003c\/li\u003e\n\n\u003cli\u003eresponsible person,\u003c\/li\u003e\n\n\u003cli\u003edeadline,\u003c\/li\u003e\n\n\u003cli\u003estatus,\u003c\/li\u003e\n\n\u003cli\u003epriority level.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eIt is not enough to mark an action as \"complete\"\u003c\/h3\u003e\n\u003cp\u003eImplemented measures must be checked. The package therefore includes a separate follow-up table where the employer documents:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhen the measure was checked,\u003c\/li\u003e\n\n\u003cli\u003ewhat effect it had,\u003c\/li\u003e\n\n\u003cli\u003ewhether new risks were created,\u003c\/li\u003e\n\n\u003cli\u003ewho approved the result.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSerious near miss – when the Swedish Work Environment Authority may need to be notified\u003c\/h3\u003e\n\u003cp\u003eAccording to Chapter 3, Section 3 a of the Work Environment Act and Section 2 of the Work Environment Ordinance, the employer must notify the Swedish Work Environment Authority \u003cstrong\u003ewithout delay\u003c\/strong\u003e in the event of:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edeath in connection with the performance of work,\u003c\/li\u003e\n\n\u003cli\u003eserious personal injury,\u003c\/li\u003e\n\n\u003cli\u003einjuries affecting several employees simultaneously,\u003c\/li\u003e\n\n\u003cli\u003enear misses that posed a serious danger to life or health.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe package’s special checklist helps the employer make an initial assessment and document when the report was made.\u003c\/p\u003e\n\n\u003ch3\u003eMental health incidents can also be serious\u003c\/h3\u003e\n\u003cp\u003eA serious near miss does not have to be a machine accident. Threats of violence, serious harassment, severe bullying, or other events with serious psychological impact may also need to be assessed based on the rules regarding serious incidents.\u003c\/p\u003e\n\n\u003ch3\u003eUnsure if the incident is subject to mandatory reporting?\u003c\/h3\u003e\n\u003cp\u003eThe Swedish Work Environment Authority states that the employer must assess the severity on a case-by-case basis and that, in cases of uncertainty, it is better to report than not to.\u003c\/p\u003e\n\u003cp\u003eThis internal form therefore \u003cstrong\u003edoes not\u003c\/strong\u003e replace the official notification to the Swedish Work Environment Authority.\u003c\/p\u003e\n\n\u003ch3\u003eOfficial notification does not replace the internal investigation\u003c\/h3\u003e\n\u003cp\u003eEven when a serious incident has been reported to the Swedish Work Environment Authority, the employer must still investigate the causes themselves and take the necessary measures to ensure the incident is not repeated.\u003c\/p\u003e\n\n\u003ch3\u003eSecure facts early\u003c\/h3\u003e\n\u003cp\u003eThe accompanying guide recommends that the employer secure relevant evidence early, such as:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ephotographs or video,\u003c\/li\u003e\n\n\u003cli\u003emachine and process logs,\u003c\/li\u003e\n\n\u003cli\u003ework orders and instructions,\u003c\/li\u003e\n\n\u003cli\u003eexisting risk assessments,\u003c\/li\u003e\n\n\u003cli\u003eseparate observations from people who witnessed the incident,\u003c\/li\u003e\n\n\u003cli\u003edetails regarding immediate protective measures.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eAddress the risk at the source\u003c\/h3\u003e\n\u003cp\u003eThe guide follows the Swedish Work Environment Authority's preventive principle: primarily try to eliminate or reduce the risk at the source. This may mean that the employer:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eeliminates a dangerous work step,\u003c\/li\u003e\n\n\u003cli\u003echanges method, material, or equipment,\u003c\/li\u003e\n\n\u003cli\u003eintroduces technical safeguards,\u003c\/li\u003e\n\n\u003cli\u003eimproves planning, staffing, or work organization,\u003c\/li\u003e\n\n\u003cli\u003eupdates instructions and training,\u003c\/li\u003e\n\n\u003cli\u003euses personal protective equipment when the risk cannot be eliminated otherwise.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eParticipation from employees and safety representatives\u003c\/h3\u003e\n\u003cp\u003eThe employer must give employees and safety representatives the opportunity to participate in systematic work environment management. The package’s forms therefore include fields for safety representatives and other participants in the investigation and follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eWhen occupational health services or expert help is needed\u003c\/h3\u003e\n\u003cp\u003eIf the business lacks sufficient internal competence, the employer must, according to AFS 2023:1, engage occupational health services or equivalent expert help to the extent necessary.\u003c\/p\u003e\n\n\u003ch3\u003eRecommended workflow\u003c\/h3\u003e\n\u003col\u003e\n\n\u003cli\u003eSecure people and stop acute danger.\u003c\/li\u003e\n\n\u003cli\u003eFill out the Near Miss \u0026amp; Accident Report.\u003c\/li\u003e\n\n\u003cli\u003eAssess whether the Swedish Work Environment Authority should be notified without delay.\u003c\/li\u003e\n\n\u003cli\u003eSecure facts and collect separate observations.\u003c\/li\u003e\n\n\u003cli\u003eConduct the root cause analysis.\u003c\/li\u003e\n\n\u003cli\u003eUpdate the risk assessment.\u003c\/li\u003e\n\n\u003cli\u003eDecide on immediate and planned actions.\u003c\/li\u003e\n\n\u003cli\u003eCheck the effect of implemented actions.\u003c\/li\u003e\n\n\u003cli\u003eFeedback lessons learned and update SAM documentation.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e, especially Chapter 3, Sections 2 a and 3 a.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eThe Work Environment Ordinance (1977:1166)\u003c\/strong\u003e, especially Section 2.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e on systematic work environment management, especially Sections 11–15.\u003c\/li\u003e\n\n\u003cli\u003eother applicable AFS depending on risk and business.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and digital delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 separate documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e13 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical goods are shipped.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eIs this the same as a regular risk assessment?\u003c\/strong\u003e\u003cbr\u003eNo. The product focuses on reporting and investigation after an actual incident. Mallbutiken’s SAM Work Environment package already contains broader risk assessment and safety inspection templates.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust all near misses be reported to the Swedish Work Environment Authority?\u003c\/strong\u003e\u003cbr\u003eNo. The obligation under Chapter 3, Section 3 a applies to, among other things, near misses that have posed a serious danger to life or health. Ordinary near misses should still be reported and managed internally.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust the employer investigate a serious near miss even after reporting to the authority?\u003c\/strong\u003e\u003cbr\u003eYes. The internal root cause analysis and preventive measures are separate obligations.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the package be used for mental ill health or threats?\u003c\/strong\u003e\u003cbr\u003eYes. Work environment incidents can be physical, organizational, or social.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs an action plan included?\u003c\/strong\u003e\u003cbr\u003eYes. A separate action and follow-up plan according to the principles in Section 13 of AFS 2023:1 is included.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe documents are general work environment templates. They do not replace an official notification to authorities, industry-specific regulations, collective agreements, or expert investigation when the nature of the business or the incident requires it.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598012334422,"sku":"TILLBUD-ARBETSOLYCKA-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/tillbudsrapport-arbetsolycka-2026-2027-afs-2023-1.png?v=1791143869"},{"product_id":"arbetsberedning-bygg-anlaggning-2026-2027-afs-2023-3-13","title":"Work Preparation Construction \u0026 Civil Engineering 2026\/2027 – AFS 2023:3\/13 Word\/PDF","description":"\n\u003ch2\u003eWork Preparation Construction \u0026amp; Civil Engineering 2026\/2027 – AFS 2023:3 \/ AFS 2023:13\u003c\/h2\u003e\n\u003cp\u003eThis is a complete template package for \u003cstrong\u003ework preparation in construction and civil engineering work\u003c\/strong\u003e. The package helps contractors, site management, and the Construction Work Environment Coordinator (Bas-U) to plan a specific work task step by step, identify occupational health and safety risks, determine protective measures, coordinate work with other parties, and document briefings and clearance to start.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, and is based on the current structure of the Swedish Work Environment Authority's regulations, primarily \u003cstrong\u003eAFS 2023:3\u003c\/strong\u003e on design and construction work environment coordination, \u003cstrong\u003eAFS 2023:13\u003c\/strong\u003e on risks in certain types of work, and \u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e on systematic work environment management.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 5 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e10 files and 10 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWork Preparation Construction \u0026amp; Civil Engineering 2026\/2027\u003c\/strong\u003e – 4 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTask Risk Register\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eClearance to Start \u0026amp; Briefing\u003c\/strong\u003e – 1 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDeviation \u0026amp; Follow-up\u003c\/strong\u003e – 1 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003eAll five documents in both Word and PDF.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat is work preparation?\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:3 defines work preparation as \u003cstrong\u003ethe detailed planning of how an individual work task is to be carried out, including the management of occupational health and safety risks\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eWork preparation is thus more concrete than an overall work environment plan. It focuses on a specific task: how the work should be performed, in what order, with what equipment, what risks exist, which protective measures must be in place, and how the work should be coordinated with others.\u003c\/p\u003e\n\n\u003ch3\u003eWhen is work preparation particularly relevant?\u003c\/h3\u003e\n\u003cp\u003eThe package is particularly useful:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ebefore high-risk work tasks,\u003c\/li\u003e\n\n\u003cli\u003ewhen several contractors are working simultaneously or consecutively,\u003c\/li\u003e\n\n\u003cli\u003ewhen the work method is unusual or technically complex,\u003c\/li\u003e\n\n\u003cli\u003ewhen Bas-U requires planned measures before clearance to start,\u003c\/li\u003e\n\n\u003cli\u003efor work with special risks according to the work environment plan,\u003c\/li\u003e\n\n\u003cli\u003ewhen working conditions change during the construction phase,\u003c\/li\u003e\n\n\u003cli\u003eas a clear instruction before an individual work task.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWork preparation and Bas-U\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:3 states that Bas-U (Construction Work Environment Coordinator) must participate in the planning of the construction phase and steer it so that common work environment considerations are taken into account. Ongoing planning also includes detailed planning in the form of work preparations.\u003c\/p\u003e\n\u003cp\u003eBefore a contractor begins their work for the first time, Bas-U must, among other things, have received information regarding:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ework with special risks,\u003c\/li\u003e\n\n\u003cli\u003erisks that the contractor's work may cause others on the construction site,\u003c\/li\u003e\n\n\u003cli\u003eown risks that can be managed through coordination.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eBas-U must ensure that risks are managed or that planned measures are in place before work starts. A planned work preparation can be one such measure.\u003c\/p\u003e\n\n\u003ch3\u003eWork preparation as a safe instruction\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:13 requires the employer to provide employees with sufficient instructions on how construction and civil engineering work is to be carried out safely. The general guidance mentions work preparation as a possible way to provide instructions before an individual work task where occupational health and safety risks are managed.\u003c\/p\u003e\n\u003cp\u003eThe template is therefore built to serve both as a planning document and as support during the practical briefing before start.\u003c\/p\u003e\n\n\u003ch3\u003eProject and task information\u003c\/h3\u003e\n\u003cp\u003eThe main template includes fields for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eproject and workplace,\u003c\/li\u003e\n\n\u003cli\u003eclient\/principal,\u003c\/li\u003e\n\n\u003cli\u003econtractor and employer,\u003c\/li\u003e\n\n\u003cli\u003eBas-U and contact person,\u003c\/li\u003e\n\n\u003cli\u003ework task and work area,\u003c\/li\u003e\n\n\u003cli\u003eplanned start and end time,\u003c\/li\u003e\n\n\u003cli\u003eresponsible site manager,\u003c\/li\u003e\n\n\u003cli\u003eparticipating professional groups and subcontractors.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003ePrerequisites before start\u003c\/h3\u003e\n\u003cp\u003eBefore the actual method is planned, the template helps site management to check that the necessary prerequisites are in place, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edrawings and documents,\u003c\/li\u003e\n\n\u003cli\u003ework environment plan,\u003c\/li\u003e\n\n\u003cli\u003eAPD plan and logistics,\u003c\/li\u003e\n\n\u003cli\u003epermits and inspections,\u003c\/li\u003e\n\n\u003cli\u003ematerials and equipment,\u003c\/li\u003e\n\n\u003cli\u003ecompetence and qualifications,\u003c\/li\u003e\n\n\u003cli\u003ecoordination with other contractors,\u003c\/li\u003e\n\n\u003cli\u003eweather and external conditions,\u003c\/li\u003e\n\n\u003cli\u003eemergency and rescue routes.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDescribe the work method step by step\u003c\/h3\u003e\n\u003cp\u003eThe workflow is documented in a dedicated table where each step is linked to equipment\/tools and the responsible person. This makes it easier to risk assess the actual method instead of using a generic risk list.\u003c\/p\u003e\n\n\u003ch3\u003eRisk assessment of the work task\u003c\/h3\u003e\n\u003cp\u003eThe main template has a built-in risk register with fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003erisk or dangerous situation,\u003c\/li\u003e\n\n\u003cli\u003ewho may be affected,\u003c\/li\u003e\n\n\u003cli\u003eprobability,\u003c\/li\u003e\n\n\u003cli\u003econsequence,\u003c\/li\u003e\n\n\u003cli\u003erisk value,\u003c\/li\u003e\n\n\u003cli\u003epreventive measure,\u003c\/li\u003e\n\n\u003cli\u003eresidual risk.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eFor more extensive tasks, a separate \u003cstrong\u003eTask Risk Register\u003c\/strong\u003e is included with ten risk rows and separate assessment of residual risk after measures.\u003c\/p\u003e\n\n\u003ch3\u003eWritten risk assessment according to AFS 2023:1\u003c\/h3\u003e\n\u003cp\u003eAccording to AFS 2023:1, the employer must regularly examine work environment conditions and assess the risks of ill health and accidents. The risk assessment must always be documented in writing, stating the identified risks and whether they are serious.\u003c\/p\u003e\n\u003cp\u003eWork preparation can therefore be used as a project-specific part of the employer's systematic work environment management, but it does not replace the company's other SAM (Systematic Work Environment Management).\u003c\/p\u003e\n\n\u003ch3\u003eCheck of common construction and civil engineering risks\u003c\/h3\u003e\n\u003cp\u003eThe template provides a quick check of risk areas that often need to be assessed, including:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003efalls to a lower level,\u003c\/li\u003e\n\n\u003cli\u003eexcavation and collapse,\u003c\/li\u003e\n\n\u003cli\u003eheavy construction elements,\u003c\/li\u003e\n\n\u003cli\u003edemolition,\u003c\/li\u003e\n\n\u003cli\u003epassing traffic,\u003c\/li\u003e\n\n\u003cli\u003eelectricity and cables,\u003c\/li\u003e\n\n\u003cli\u003elifting and cranes,\u003c\/li\u003e\n\n\u003cli\u003emachinery and work equipment,\u003c\/li\u003e\n\n\u003cli\u003equartz and dust,\u003c\/li\u003e\n\n\u003cli\u003echemical risk sources,\u003c\/li\u003e\n\n\u003cli\u003easbestos and other dangerous materials,\u003c\/li\u003e\n\n\u003cli\u003efire and hot work,\u003c\/li\u003e\n\n\u003cli\u003enoise and vibration,\u003c\/li\u003e\n\n\u003cli\u003eergonomics,\u003c\/li\u003e\n\n\u003cli\u003elone working,\u003c\/li\u003e\n\n\u003cli\u003esimultaneous work,\u003c\/li\u003e\n\n\u003cli\u003etemporary structures,\u003c\/li\u003e\n\n\u003cli\u003eweather and temperature,\u003c\/li\u003e\n\n\u003cli\u003econfined spaces.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWork with special risks and the work environment plan\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:3 specifies particular work environment risks that require measures to be described in the work environment plan. When the same risk occurs during several work tasks and different measures are required, it must be clear which measure applies to each task.\u003c\/p\u003e\n\u003cp\u003eWhen work preparations are planned for such tasks, the work environment plan should state how those affected can access the work preparations. The package therefore contains specific fields for WEP references and where the work preparation is stored.\u003c\/p\u003e\n\n\u003ch3\u003eEquipment, inspection, and competence\u003c\/h3\u003e\n\u003cp\u003eA separate part of the main template documents, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emachinery and work equipment,\u003c\/li\u003e\n\n\u003cli\u003einspection, control, and testing,\u003c\/li\u003e\n\n\u003cli\u003elifting gear and lifting plans,\u003c\/li\u003e\n\n\u003cli\u003epersonal protective equipment,\u003c\/li\u003e\n\n\u003cli\u003efall protection and anchor points,\u003c\/li\u003e\n\n\u003cli\u003ebarriers and protective devices,\u003c\/li\u003e\n\n\u003cli\u003ecompetence, training, and certificates,\u003c\/li\u003e\n\n\u003cli\u003eperson with special competence when required by regulations.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCoordination of simultaneous work\u003c\/h3\u003e\n\u003cp\u003eThe package has a specific coordination section where the contractor documents:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhat other work is ongoing simultaneously,\u003c\/li\u003e\n\n\u003cli\u003erisks that their own work causes to others,\u003c\/li\u003e\n\n\u003cli\u003erisks that other work causes to their own staff,\u003c\/li\u003e\n\n\u003cli\u003eneed for time or area separation,\u003c\/li\u003e\n\n\u003cli\u003ejoint protection and barriers,\u003c\/li\u003e\n\n\u003cli\u003ecommunication channel to Bas-U and other parties.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eEmergency preparedness\u003c\/h3\u003e\n\u003cp\u003eThe work preparation includes fields for alarm numbers, first aid, defibrillators, rescue\/evacuation routes, assembly points, and specific rescue plans when the work task requires it.\u003c\/p\u003e\n\n\u003ch3\u003eClearance to Start \u0026amp; Briefing\u003c\/h3\u003e\n\u003cp\u003eThe separate one-page protocol can be used as a practical final step before work begins. It verifies, among other things, that:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ework preparation has been carried out,\u003c\/li\u003e\n\n\u003cli\u003erisk assessment is complete,\u003c\/li\u003e\n\n\u003cli\u003ework environment plan has been checked,\u003c\/li\u003e\n\n\u003cli\u003especial risks have been reported to Bas-U,\u003c\/li\u003e\n\n\u003cli\u003ecoordination risks are managed,\u003c\/li\u003e\n\n\u003cli\u003eequipment and protection are checked,\u003c\/li\u003e\n\n\u003cli\u003equalifications are verified,\u003c\/li\u003e\n\n\u003cli\u003eemergency preparedness has been reviewed.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDocument that the information is understood\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:13 requires that information and instructions must be available and understandable to the employees they are directed at. The employer must also ensure that employees have understood the information.\u003c\/p\u003e\n\u003cp\u003eThe start protocol therefore includes signature fields where those affected can document the briefing.\u003c\/p\u003e\n\n\u003ch3\u003eStop work when conditions change\u003c\/h3\u003e\n\u003cp\u003eWork preparation should not be treated as a static document. If the work method, equipment, staffing, materials, simultaneous work, weather, or other conditions change, the risk assessment needs to be reconsidered.\u003c\/p\u003e\n\u003cp\u003eThe package therefore contains a separate \u003cstrong\u003eDeviation \u0026amp; Follow-up\u003c\/strong\u003e form where the change, new risk assessment, immediate measure, and decision on continued work are documented.\u003c\/p\u003e\n\n\u003ch3\u003eImmediate and serious danger\u003c\/h3\u003e\n\u003cp\u003eIf the work task involves immediate and serious danger to life or health, the work must not start, or must be stopped\/changed until the work environment risk is addressed. The main template therefore contains a clear stop box at the decision-to-start stage.\u003c\/p\u003e\n\n\u003ch3\u003eLessons learned\u003c\/h3\u003e\n\u003cp\u003eThe deviation\/follow-up form also contains fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhat worked well,\u003c\/li\u003e\n\n\u003cli\u003ewhat should be done differently next time,\u003c\/li\u003e\n\n\u003cli\u003ewho followed up,\u003c\/li\u003e\n\n\u003cli\u003ewhether the lessons should be incorporated into routines, the work environment plan, or future work preparations.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDetailed user guide included\u003c\/h3\u003e\n\u003cp\u003eThe guide explains step by step:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ewhen work preparation should be used,\u003c\/li\u003e\n\n\u003cli\u003ehow the actual conditions are mapped,\u003c\/li\u003e\n\n\u003cli\u003ehow the work method is described,\u003c\/li\u003e\n\n\u003cli\u003ehow each step is risk-assessed,\u003c\/li\u003e\n\n\u003cli\u003ehow special risks are linked to the work environment plan,\u003c\/li\u003e\n\n\u003cli\u003ehow coordination with Bas-U is carried out,\u003c\/li\u003e\n\n\u003cli\u003ehow understandable information and briefings are documented,\u003c\/li\u003e\n\n\u003cli\u003ewhen work should be stopped,\u003c\/li\u003e\n\n\u003cli\u003ehow work preparation is updated during changes,\u003c\/li\u003e\n\n\u003cli\u003ea complete recommended workflow from planning to lessons learned.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe package was reviewed on \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e, based on:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:3\u003c\/strong\u003e Design and construction work environment coordination – fundamental obligations.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:13\u003c\/strong\u003e Risks in certain types of work, especially chapter 5 on construction and civil engineering work.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e Systematic work environment management.\u003c\/li\u003e\n\n\u003cli\u003eThe Work Environment Act (1977:1160) and other risk regulations where applicable.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e5 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e10 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e10 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical goods sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eIs work preparation the same as a work environment plan?\u003c\/strong\u003e\u003cbr\u003eNo. The work environment plan is the project's overall document when required. Work preparation is the detailed planning of an individual work task.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust work preparation always be done?\u003c\/strong\u003e\u003cbr\u003eThe regulations use work preparation as a concrete planning and instruction tool. The need is determined by the task's risks, complexity, and project organization, as well as any requirements from the client\/Bas-U.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the template be used by a subcontractor?\u003c\/strong\u003e\u003cbr\u003eYes. It is specifically designed for contractors' and subcontractors' work tasks at the construction site.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs risk assessment included?\u003c\/strong\u003e\u003cbr\u003eYes. Both a risk section in the main template and a separate task risk register are included.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs clearance to start included?\u003c\/strong\u003e\u003cbr\u003eYes. A separate clearance to start and briefing protocol are included.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the template replace SAM?\u003c\/strong\u003e\u003cbr\u003eNo. The employer still has responsibility for their systematic work environment management according to AFS 2023:1.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe template is a professional general work environment document. It must be adapted to the actual work task, the project's work environment plan, Bas-U's coordination, client requirements, collective agreements, and the risk regulations applicable to the work.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598324646230,"sku":"ARBETSBREDNING-BYGG-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/arbetsberedning-bygg-anlaggning-2026-2027-afs-2023-3.png?v=1791144650"},{"product_id":"ensamarbete-riskbedomning-larmplan-sakerhetsrutiner-2026-2027","title":"Lone Working 2026\/2027 – Risk Assessment, Alarm Plan \u0026 Safety Procedures Word\/PDF","description":"\n\u003ch2\u003eLone Working 2026\/2027 – Risk Assessment, Alarm Plan \u0026amp; Safety Procedures\u003c\/h2\u003e\n\u003cp\u003eThis is a comprehensive document package for employers who need to \u003cstrong\u003eplan, assess risks, and organize lone work\u003c\/strong\u003e in accordance with Swedish work environment law. The package is designed for both physically isolated work and situations where other people are nearby, but where the employee cannot be certain of receiving help in a critical situation.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, against \u003cstrong\u003eAFS 2023:2\u003c\/strong\u003e, \u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e, and the Work Environment Act. It contains both the fundamental written risk assessment and the practical procedures required for alarms, check-ins, rapid assistance, cessation criteria, and follow-up.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 5 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e10 files and 11 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRisk Assessment – Lone Working 2026\/2027\u003c\/strong\u003e – 4 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAlarm \u0026amp; Contact Plan – Lone Working\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eProcedure \u0026amp; Safety Instruction – Lone Working\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eStart Checklist – Lone Working\u003c\/strong\u003e – 1 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat counts as lone working?\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 Ch. 6 covers lone working when an employee:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eis \u003cstrong\u003ephysically isolated\u003c\/strong\u003e and requires a phone, radio, or other technical communication to contact other people, or\u003c\/li\u003e\n\n\u003cli\u003ehas people nearby but \u003cstrong\u003ecannot be certain of receiving help in a critical situation\u003c\/strong\u003e.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThis means that lone working is not just about being alone in a building. It can also include work at a customer site, in vehicles, on night shifts, at a remote location, or in a part of the business where immediate help cannot be guaranteed.\u003c\/p\u003e\n\n\u003ch3\u003eWritten risk assessment\u003c\/h3\u003e\n\u003cp\u003eThe Work Environment Act requires employers to consider the specific risk of ill health and accidents that may arise from work performed alone. According to AFS 2023:1, risk assessments must always be documented in writing and indicate the nature of the risks and whether they are serious.\u003c\/p\u003e\n\u003cp\u003eThe risk assessment template therefore includes, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ework task, location, and time period,\u003c\/li\u003e\n\n\u003cli\u003etype of physical or social isolation,\u003c\/li\u003e\n\n\u003cli\u003erisk of accidents and physical injury,\u003c\/li\u003e\n\n\u003cli\u003eviolence and threats,\u003c\/li\u003e\n\n\u003cli\u003emental strain and prolonged isolation,\u003c\/li\u003e\n\n\u003cli\u003eworking hours, night work, and recovery,\u003c\/li\u003e\n\n\u003cli\u003ecommunication and mobile coverage,\u003c\/li\u003e\n\n\u003cli\u003erescue and response time,\u003c\/li\u003e\n\n\u003cli\u003ecompetence and introduction,\u003c\/li\u003e\n\n\u003cli\u003eindividual physical and mental capabilities.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eRisk of violence or threats – lone working may be prohibited\u003c\/h3\u003e\n\u003cp\u003eIf a work task involves a \u003cstrong\u003esignificant risk of violence or threats of violence\u003c\/strong\u003e, the employer may not allow the employee to perform the task as lone work under AFS 2023:2.\u003c\/p\u003e\n\u003cp\u003eThe risk assessment must be based on the actual situation. Examples of factors include previous threats or incidents, working hours, the environment at the site, previous contacts with the person or group, and the employee's knowledge and competence.\u003c\/p\u003e\n\u003cp\u003eThe template therefore includes a clear \u003cstrong\u003estop rule\u003c\/strong\u003e so that this risk is not confused with situations where an alarm alone would be considered sufficient.\u003c\/p\u003e\n\n\u003ch3\u003eSignificant risk of physical injury\u003c\/h3\u003e\n\u003cp\u003eIf lone working involves a significant risk of physical injury due to accidents, the employer must ensure that the employee can receive \u003cstrong\u003erapid assistance in an emergency\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eDepending on the risk profile, this may require, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ecommunication equipment,\u003c\/li\u003e\n\n\u003cli\u003epersonal alarm or fall alarm,\u003c\/li\u003e\n\n\u003cli\u003erecurring contact or check-in,\u003c\/li\u003e\n\n\u003cli\u003eperiodic visits by another person,\u003c\/li\u003e\n\n\u003cli\u003enearby standby support,\u003c\/li\u003e\n\n\u003cli\u003especific rescue plan.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eIf acceptable safety cannot be arranged, the work may \u003cstrong\u003enot be performed as lone work\u003c\/strong\u003e according to the regulations.\u003c\/p\u003e\n\n\u003ch3\u003eAlarm \u0026amp; Contact Plan\u003c\/h3\u003e\n\u003cp\u003eA separate alarm plan is included to translate the risk assessment into a concrete method of working. It contains fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eprimary contact person and backup contact,\u003c\/li\u003e\n\n\u003cli\u003ephone, radio, or other channel,\u003c\/li\u003e\n\n\u003cli\u003einitial and recurring check-ins,\u003c\/li\u003e\n\n\u003cli\u003efinal check-in \/ checkout,\u003c\/li\u003e\n\n\u003cli\u003epersonal alarm, duress alarm, or fall alarm,\u003c\/li\u003e\n\n\u003cli\u003eescalation steps in case of missed contact,\u003c\/li\u003e\n\n\u003cli\u003ewhen to contact 112,\u003c\/li\u003e\n\n\u003cli\u003eexact address, position, or GPS data,\u003c\/li\u003e\n\n\u003cli\u003eaccess for ambulance\/emergency services,\u003c\/li\u003e\n\n\u003cli\u003etesting and drilling the alarm procedure.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eAn alarm must have a functioning chain\u003c\/h3\u003e\n\u003cp\u003eThe technology itself is not enough. The alarm chain must function in practice. The employer needs to know who receives the alarm, what the recipient must do, how quickly someone can reach the employee, and what happens if the primary communication route fails.\u003c\/p\u003e\n\u003cp\u003eFor work with a risk of violence or threats, AFS 2023:2 also sets specific requirements for items such as alarms, reception procedures, training, and equipment checks.\u003c\/p\u003e\n\n\u003ch3\u003eSevere mental strain\u003c\/h3\u003e\n\u003cp\u003eIf lone working involves severe mental strain, the employer must strive to ensure that the employee can have direct contact with workmates or other people.\u003c\/p\u003e\n\u003cp\u003eIn the case of long-term lone work, it may be appropriate to break the isolation through:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ejob rotation,\u003c\/li\u003e\n\n\u003cli\u003escheduled breaks or pauses,\u003c\/li\u003e\n\n\u003cli\u003econtact with a colleague or management,\u003c\/li\u003e\n\n\u003cli\u003eother organizational arrangements that reduce social isolation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eProcedure \u0026amp; Safety Instruction\u003c\/h3\u003e\n\u003cp\u003eThe separate safety procedure provides the employer with a ready-made structure for what should apply \u003cstrong\u003ebefore, during, and after\u003c\/strong\u003e lone working.\u003c\/p\u003e\n\u003cp\u003eIt includes, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhich work tasks are covered,\u003c\/li\u003e\n\n\u003cli\u003ewhich work tasks may never be performed alone,\u003c\/li\u003e\n\n\u003cli\u003ecompetence and introduction requirements,\u003c\/li\u003e\n\n\u003cli\u003erequirements for alarms and check-ins,\u003c\/li\u003e\n\n\u003cli\u003einspection of equipment and the workplace,\u003c\/li\u003e\n\n\u003cli\u003ecessation criteria,\u003c\/li\u003e\n\n\u003cli\u003eescalation in case of failed contact,\u003c\/li\u003e\n\n\u003cli\u003ereporting of deviations and incidents.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eStart checklist before every shift or assignment\u003c\/h3\u003e\n\u003cp\u003eThe risk profile can change from day to day. Therefore, a compact one-page checklist is included that can be used before every lone shift or assignment.\u003c\/p\u003e\n\u003cp\u003eIt verifies, for example, that:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe baseline risk assessment is still valid,\u003c\/li\u003e\n\n\u003cli\u003eno new threats or other risks have emerged,\u003c\/li\u003e\n\n\u003cli\u003ethe alarm, radio, or phone is functioning,\u003c\/li\u003e\n\n\u003cli\u003econtact persons are actually available,\u003c\/li\u003e\n\n\u003cli\u003erapid assistance can be arranged,\u003c\/li\u003e\n\n\u003cli\u003efirst aid and rescue routes are known,\u003c\/li\u003e\n\n\u003cli\u003ethe employee knows the cessation criteria.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFirst aid and crisis support\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires the employer to have the preparedness and procedures for first aid and crisis support necessary based on the nature, scope, and specific risks of the business.\u003c\/p\u003e\n\u003cp\u003eFor lone work, the employer needs to specifically consider:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ehow an injured or ill person will be discovered,\u003c\/li\u003e\n\n\u003cli\u003edistance and response time to medical care,\u003c\/li\u003e\n\n\u003cli\u003ewhether rescue personnel can find and reach the location,\u003c\/li\u003e\n\n\u003cli\u003ewhether sufficient people with first aid training are actually available during working hours.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSafety representatives\u003c\/h3\u003e\n\u003cp\u003eWhen the employer organizes lone work that involves \u003cstrong\u003esevere mental strain\u003c\/strong\u003e or a \u003cstrong\u003esignificant risk of physical injury\u003c\/strong\u003e according to AFS 2023:2 Ch. 6 §§ 5–6, safety representatives must be notified.\u003c\/p\u003e\n\u003cp\u003eThe template therefore includes specific fields for documenting this notification.\u003c\/p\u003e\n\n\u003ch3\u003eMinors\u003c\/h3\u003e\n\u003cp\u003eMinors may not be assigned to lone work covered by Ch. 6 §§ 5–6. AFS 2023:2 also contains additional specific provisions regarding the working environment for minors and prohibited work tasks.\u003c\/p\u003e\n\n\u003ch3\u003eIndividual requirements\u003c\/h3\u003e\n\u003cp\u003eThose who plan and organize lone work must take special account of the employee's physical and mental capabilities. This must be done objectively and with a focus on the work environment.\u003c\/p\u003e\n\u003cp\u003eThe package recommends that the employer documents necessary work environment measures but avoids recording more sensitive personal data than is necessary.\u003c\/p\u003e\n\n\u003ch3\u003eWhen should work be stopped?\u003c\/h3\u003e\n\u003cp\u003eThe safety procedure includes clear cessation criteria. Lone work should not continue when, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ea significant risk of violence or threats arises,\u003c\/li\u003e\n\n\u003cli\u003erapid assistance can no longer be guaranteed in the event of a risk of physical injury,\u003c\/li\u003e\n\n\u003cli\u003ethe alarm or necessary communication fails,\u003c\/li\u003e\n\n\u003cli\u003eworking conditions change so that the risk assessment is no longer valid,\u003c\/li\u003e\n\n\u003cli\u003eother changes make safety insufficient.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhich businesses is the package suitable for?\u003c\/h3\u003e\n\u003cp\u003eThe templates can be adapted for many sectors, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eindustry, maintenance, and technical service,\u003c\/li\u003e\n\n\u003cli\u003ewarehousing and logistics,\u003c\/li\u003e\n\n\u003cli\u003eproperty management and on-call work,\u003c\/li\u003e\n\n\u003cli\u003ehealthcare, social care, and home visits,\u003c\/li\u003e\n\n\u003cli\u003eretail, reception, and customer-facing operations,\u003c\/li\u003e\n\n\u003cli\u003etransport and field work,\u003c\/li\u003e\n\n\u003cli\u003eforestry and contracting,\u003c\/li\u003e\n\n\u003cli\u003ework at remote sites.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e, specifically Ch. 3 §§ 2 and 2a.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e on systematic work environment management, specifically § 11 on written risk assessment.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:2 Ch. 6\u003c\/strong\u003e on lone working.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:2 Ch. 5\u003c\/strong\u003e on violence and threats of violence.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:2 Ch. 4\u003c\/strong\u003e on first aid and crisis support.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e5 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e10 files total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e11 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical item will be shipped.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eIs lone working always prohibited?\u003c\/strong\u003e\u003cbr\u003eNo. But the risks must be assessed and the work organized so that safety is acceptable.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhen is lone working prohibited due to violence?\u003c\/strong\u003e\u003cbr\u003eWhen the work task involves a significant risk of violence or threats of violence, it may not be performed as lone work.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhat applies in case of accident risk?\u003c\/strong\u003e\u003cbr\u003eIn case of a significant risk of physical injury, the employee must be able to receive rapid assistance. If acceptable safety cannot be arranged, the work may not be performed alone.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust the risk assessment be written?\u003c\/strong\u003e\u003cbr\u003eYes. AFS 2023:1 states that risk assessments must always be documented in writing.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes a safety representative need to be informed?\u003c\/strong\u003e\u003cbr\u003eYes, in the case of lone work as referred to in AFS 2023:2 Ch. 6 §§ 5–6.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs an alarm plan included?\u003c\/strong\u003e\u003cbr\u003eYes. A separate alarm and contact plan with check-in and escalation steps is included.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are general work environment documents. Industry-specific risk regulations may contain additional or stricter rules for certain work tasks. The documents must therefore always be adapted to the actual business and the current risk profile.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598450966870,"sku":"ENSAMARBETE-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/riskbedomning-ensamarbete-2026-2027-afs-2023-2.png?v=1791145819"},{"product_id":"kemiska-risker-riskbedomning-kemikalieforteckning-2026-2027","title":"Chemical Risks 2026\/2027 – Risk Assessment, Chemical Inventory \u0026 Safety Instructions Word\/PDF","description":"\n\u003ch2\u003eChemical Risks 2026\/2027 – Risk Assessment, Chemical Inventory \u0026amp; Safety Instructions\u003c\/h2\u003e\n\u003cp\u003eThis is a complete work environment package for organizations that handle or generate \u003cstrong\u003echemical risk sources\u003c\/strong\u003e. The package helps the employer move from inventory and listing to actual risk assessment, decided measures, handling instructions, exposure control, and preparedness in the event of spills or accidents.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, against the current regulations of the Swedish Work Environment Authority, primarily \u003cstrong\u003eAFS 2023:10 on risks in the work environment\u003c\/strong\u003e, \u003cstrong\u003eAFS 2023:14 on limit values for exposure to substances in the air\u003c\/strong\u003e, and \u003cstrong\u003eAFS 2023:1 on systematic work environment management\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eThis is included\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChemical Inventory – Chemical risk sources\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChemical Risk Assessment\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAction \u0026amp; Exposure Plan\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eHandling \u0026amp; Safety Instruction\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePreparedness Plan – Spills, exposure \u0026amp; chemical accidents\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eNot just purchased chemicals\u003c\/h3\u003e\n\u003cp\u003eA chemical risk source can be much more than a labeled chemical product. AFS 2023:10 also covers risk sources that are \u003cstrong\u003egenerated during work\u003c\/strong\u003e or acquire hazardous properties through the process.\u003c\/p\u003e\n\u003cp\u003eExamples include:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewelding fumes,\u003c\/li\u003e\n\n\u003cli\u003eexhaust gases,\u003c\/li\u003e\n\n\u003cli\u003equartz dust and other dust,\u003c\/li\u003e\n\n\u003cli\u003evapors and aerosols,\u003c\/li\u003e\n\n\u003cli\u003ehot liquids,\u003c\/li\u003e\n\n\u003cli\u003eoxygen-deficient atmosphere,\u003c\/li\u003e\n\n\u003cli\u003esubstances arising from heating, decomposition, or chemical reactions.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eChemical inventory according to AFS 2023:10\u003c\/h3\u003e\n\u003cp\u003eEmployers must list the chemical risk sources that are handled or generated in the business. The inventory in the package is structured to document the information required by the regulations, including:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ename of the risk source,\u003c\/li\u003e\n\n\u003cli\u003ehazardous properties and relevant hazard statements,\u003c\/li\u003e\n\n\u003cli\u003ewhere the risk source is stored, used, or generated,\u003c\/li\u003e\n\n\u003cli\u003eif an occupational exposure limit value exists,\u003c\/li\u003e\n\n\u003cli\u003ewhich specific work environment regulations apply,\u003c\/li\u003e\n\n\u003cli\u003esafety data sheet and source of information,\u003c\/li\u003e\n\n\u003cli\u003edate of the last update.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe template also serves as a reminder that the name of the risk source must match the labeling used in the business.\u003c\/p\u003e\n\n\u003ch3\u003eSpecial substance groups covered\u003c\/h3\u003e\n\u003cp\u003eThe inventory contains control points for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eallergenic substances,\u003c\/li\u003e\n\n\u003cli\u003ecarcinogenic substances,\u003c\/li\u003e\n\n\u003cli\u003emutagenic substances,\u003c\/li\u003e\n\n\u003cli\u003ereprotoxic substances,\u003c\/li\u003e\n\n\u003cli\u003esubstances requiring medical check-ups,\u003c\/li\u003e\n\n\u003cli\u003esubstances requiring authorization or forbidden substances,\u003c\/li\u003e\n\n\u003cli\u003esubstances and processes covered by special REACH or work environment regulations.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eChemical risk assessment – from product to actual exposure\u003c\/h3\u003e\n\u003cp\u003eThe risk assessment is designed to assess how the work is actually performed, not just what is written on the product label. The template helps the employer document:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003equantity and concentration,\u003c\/li\u003e\n\n\u003cli\u003eroute of exposure – inhalation, skin, mouth, or other contact,\u003c\/li\u003e\n\n\u003cli\u003efrequency and duration of exposure,\u003c\/li\u003e\n\n\u003cli\u003esimultaneous exposure to multiple substances,\u003c\/li\u003e\n\n\u003cli\u003espills, leaks, and splashes,\u003c\/li\u003e\n\n\u003cli\u003eheating, grinding, spraying, welding, and other processes that generate air pollutants,\u003c\/li\u003e\n\n\u003cli\u003efire and explosion risk,\u003c\/li\u003e\n\n\u003cli\u003eoxygen deficiency and confined spaces,\u003c\/li\u003e\n\n\u003cli\u003emaintenance, cleaning, sampling, and filter replacement,\u003c\/li\u003e\n\n\u003cli\u003ewaste and contaminated material.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eOccupational exposure limit values according to AFS 2023:14\u003c\/h3\u003e\n\u003cp\u003eThe package contains specific fields to check whether the risk source has an occupational exposure limit value and whether occupational hygiene measurements need to be carried out.\u003c\/p\u003e\n\u003cp\u003eAFS 2023:14 is a consolidated regulation on limit values that has also been amended during 2026. Therefore, the documents are intentionally designed so that the user fills in \u003cstrong\u003ethe current limit value at the time of assessment\u003c\/strong\u003e rather than hardcoding values that may later become outdated.\u003c\/p\u003e\n\n\u003ch3\u003eOccupational hygiene measurement\u003c\/h3\u003e\n\u003cp\u003eIf exposure cannot be assessed with sufficient certainty by other means, measurement may be necessary. The separate Action \u0026amp; Exposure Plan contains fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003esubstance or risk source,\u003c\/li\u003e\n\n\u003cli\u003emeasurement method,\u003c\/li\u003e\n\n\u003cli\u003eexpert or measurement company,\u003c\/li\u003e\n\n\u003cli\u003emeasurement date,\u003c\/li\u003e\n\n\u003cli\u003eresults,\u003c\/li\u003e\n\n\u003cli\u003ecomparison with current AFS 2023:14,\u003c\/li\u003e\n\n\u003cli\u003edecided measures.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eRisk matrix and serious risks\u003c\/h3\u003e\n\u003cp\u003eThe chemical risk assessment contains a practical risk matrix with probability, consequence, risk value, and a separate marking if the risk is assessed as serious.\u003c\/p\u003e\n\u003cp\u003eThe risk matrix can be adapted to the business's existing methodology. The purpose is to document the assessment clearly – not to replace expert assessment when required.\u003c\/p\u003e\n\n\u003ch3\u003eMeasures in the right order\u003c\/h3\u003e\n\u003cp\u003eThe package follows the fundamental hierarchy of control. The employer should primarily:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003eeliminate the risk source or work step,\u003c\/li\u003e\n\n\u003cli\u003eswitch to a less hazardous product or method,\u003c\/li\u003e\n\n\u003cli\u003euse technical or collective protection such as a closed system or local exhaust ventilation,\u003c\/li\u003e\n\n\u003cli\u003eorganize work to reduce exposure time and the number of people exposed,\u003c\/li\u003e\n\n\u003cli\u003euse personal protective equipment for the remaining risk.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eAction \u0026amp; Exposure Plan\u003c\/h3\u003e\n\u003cp\u003eDecisions arising from the risk assessment are documented in a separate plan including:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003erisk or deficiency,\u003c\/li\u003e\n\n\u003cli\u003edecided measure,\u003c\/li\u003e\n\n\u003cli\u003eperson responsible,\u003c\/li\u003e\n\n\u003cli\u003estatus,\u003c\/li\u003e\n\n\u003cli\u003edeadline,\u003c\/li\u003e\n\n\u003cli\u003efollow-up date,\u003c\/li\u003e\n\n\u003cli\u003eeffect of the measure,\u003c\/li\u003e\n\n\u003cli\u003echeck for new risks created.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eHandling \u0026amp; Safety Instruction\u003c\/h3\u003e\n\u003cp\u003eFor work steps where clear instructions are needed, a separate instruction is included that can be filled out for a specific product, risk source, or process.\u003c\/p\u003e\n\u003cp\u003eIt covers, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003elabeling and identification,\u003c\/li\u003e\n\n\u003cli\u003esafety data sheet,\u003c\/li\u003e\n\n\u003cli\u003eventilation and local exhaust,\u003c\/li\u003e\n\n\u003cli\u003epersonal protective equipment,\u003c\/li\u003e\n\n\u003cli\u003eskin protection and hygiene,\u003c\/li\u003e\n\n\u003cli\u003estorage,\u003c\/li\u003e\n\n\u003cli\u003ewaste and residues,\u003c\/li\u003e\n\n\u003cli\u003emeasures in case of spills, splashes, inhalation, and fire,\u003c\/li\u003e\n\n\u003cli\u003edocumented review with relevant employees.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eLabeling and storage\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:10 requires that containers can be identified and that risks are apparent. For hazardous chemical products, CLP-based labeling or at least the specific requirements set by the Swedish Work Environment Authority's rules apply.\u003c\/p\u003e\n\u003cp\u003eThe package therefore helps the business ensure that secondary containers are not used unlabeled and that storage is organized to prevent spills, leaks, unauthorized access, and dangerous reactions.\u003c\/p\u003e\n\n\u003ch3\u003ePreparedness plan for spills and chemical accidents\u003c\/h3\u003e\n\u003cp\u003eA separate preparedness plan is included for realistic emergencies such as:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003espills and leaks,\u003c\/li\u003e\n\n\u003cli\u003efire or explosion,\u003c\/li\u003e\n\n\u003cli\u003eacute inhalation,\u003c\/li\u003e\n\n\u003cli\u003eskin or eye exposure,\u003c\/li\u003e\n\n\u003cli\u003eoxygen deficiency or work in confined spaces,\u003c\/li\u003e\n\n\u003cli\u003edangerous chemical reaction or gas formation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe plan contains contact channels, alarms, evacuation, placement of spill equipment, eye wash\/emergency shower, first aid, respiratory protection, and planned training and audits.\u003c\/p\u003e\n\n\u003ch3\u003eDocumentation and information for employees\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:10 sets requirements that relevant documentation must be available to the relevant employees and that the employer must ensure that handling and safety instructions have been understood.\u003c\/p\u003e\n\u003cp\u003eThe separate instruction template therefore includes signature fields for documented reviews.\u003c\/p\u003e\n\n\u003ch3\u003eWhen should the risk assessment be updated?\u003c\/h3\u003e\n\u003cp\u003eThe guide specifies clear triggering events, such as:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003enew chemical risk source or new work step,\u003c\/li\u003e\n\n\u003cli\u003echanged product, process, quantity, or ventilation,\u003c\/li\u003e\n\n\u003cli\u003enew safety data sheet,\u003c\/li\u003e\n\n\u003cli\u003enew risk information,\u003c\/li\u003e\n\n\u003cli\u003echanged occupational exposure limit value,\u003c\/li\u003e\n\n\u003cli\u003eincidents, accidents, or ill health,\u003c\/li\u003e\n\n\u003cli\u003emeasurement results showing that previous assessment is insufficient,\u003c\/li\u003e\n\n\u003cli\u003eregular review.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSpecially regulated risk sources\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:10 contains additional requirements for several types of substances and work. The package therefore draws the user's attention to the fact that special rules may apply to, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eallergenic substances,\u003c\/li\u003e\n\n\u003cli\u003eCMR substances,\u003c\/li\u003e\n\n\u003cli\u003esubstances requiring authorization,\u003c\/li\u003e\n\n\u003cli\u003ework in confined spaces,\u003c\/li\u003e\n\n\u003cli\u003efire and explosion hazardous environments,\u003c\/li\u003e\n\n\u003cli\u003equartz, lead batteries, pesticides, and cytostatics.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eRecommended workflow\u003c\/h3\u003e\n\u003col\u003e\n\n\u003cli\u003eList all chemical risk sources.\u003c\/li\u003e\n\n\u003cli\u003eCollect safety data sheets and other relevant documentation.\u003c\/li\u003e\n\n\u003cli\u003eConduct chemical risk assessment for each relevant process.\u003c\/li\u003e\n\n\u003cli\u003eDetermine protective measures according to the hierarchy of control.\u003c\/li\u003e\n\n\u003cli\u003eTransfer measures to the Action \u0026amp; Exposure Plan.\u003c\/li\u003e\n\n\u003cli\u003eCreate Handling \u0026amp; Safety Instructions where needed.\u003c\/li\u003e\n\n\u003cli\u003eAdapt the Preparedness Plan to realistic emergencies.\u003c\/li\u003e\n\n\u003cli\u003eInform and train relevant employees.\u003c\/li\u003e\n\n\u003cli\u003eFollow up and revise when conditions change.\u003c\/li\u003e\n\n\u003cli\u003eReview on a regular basis.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:10\u003c\/strong\u003e on risks in the work environment, especially Section V and Chapters 7–10 on chemical risk sources.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:14\u003c\/strong\u003e on limit values for exposure to substances in the air, current consolidated version.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e on systematic work environment management.\u003c\/li\u003e\n\n\u003cli\u003eThe Work Environment Act (1977:1160).\u003c\/li\u003e\n\n\u003cli\u003eCLP and REACH regulations where applicable.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical goods are sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eMust the employer have a chemical inventory?\u003c\/strong\u003e\u003cbr\u003eThe employer must list the chemical risk sources that are handled or generated in the business and document the information required by AFS 2023:10.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs the safety data sheet sufficient as a risk assessment?\u003c\/strong\u003e\u003cbr\u003eNo. The safety data sheet is an important document, but the risk assessment must take into account the actual handling, quantity, process, and exposure at the workplace.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eAre occupational exposure limit values included in the template?\u003c\/strong\u003e\u003cbr\u003eThe template contains fields for the current limit value and control against AFS 2023:14. The actual figure must be retrieved from the current consolidated version at the time of assessment.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the template be used for welding fumes or quartz dust?\u003c\/strong\u003e\u003cbr\u003eYes, as a basic structure. Such risk sources may simultaneously be subject to additional special regulations that must be checked.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs a spill plan included?\u003c\/strong\u003e\u003cbr\u003eYes. A separate preparedness plan for spills, exposure, and chemical accidents is included.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the package replace the company's SAM (Systematic Work Environment Management)?\u003c\/strong\u003e\u003cbr\u003eNo. The package is a chemistry-specific part of the work environment management and complements the systematic work environment management.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are general work environment documentation. In the case of CMR substances, allergenic substances, uncertain exposure, confined spaces, fire\/explosion risks, or complex processes, occupational health services, occupational hygienists, or other special expertise may need to be consulted.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598656520534,"sku":"KEMISKA-RISKER-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/kemisk-riskbedomning-2026-2027-afs-2023-10.png?v=1791148354"},{"product_id":"vald-hot-arbetsmiljo-riskbedomning-larmplan-2026-2027","title":"Violence \u0026 Threats in the Work Environment 2026\/2027 – Risk Assessment, Alarm Plan \u0026 Safety Procedures Word\/PDF","description":"\n\u003ch2\u003eViolence \u0026amp; Threats in the Work Environment 2026\/2027 – Risk Assessment, Alarm Plan \u0026amp; Safety Procedures\u003c\/h2\u003e\n\u003cp\u003eThis is a complete work environment package for employers who need to \u003cstrong\u003eprevent, assess, and manage violence or threats of violence at work\u003c\/strong\u003e. The package is designed for operations where employees encounter customers, patients, users, students, clients, the public, or other individuals in situations where conflict, threats, harassment, or violence may arise.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, primarily against \u003cstrong\u003eAFS 2023:2 Chapter 5 on violence and threats of violence\u003c\/strong\u003e, AFS 2023:12 on the design of workplaces, AFS 2023:1 on systematic work environment management, and the Work Environment Act.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 11 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRisk Assessment – Violence \u0026amp; Threats 2026\/2027\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSafety Procedure – Violence \u0026amp; Threats\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAlarm \u0026amp; Escalation Plan\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eStart Checklist – Risk Visits \/ Customer Contact\u003c\/strong\u003e – 1 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCrisis Support \u0026amp; Post-Incident Plan\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eAFS 2023:2 applies to all operations where risks may exist\u003c\/h3\u003e\n\u003cp\u003eThe regulations regarding violence and threats of violence apply to operations where there may be a risk of violence or threats, regardless of how the threat is communicated. This means that the employer must assess more than just physical encounters. Threats via telephone, email, the internet, and social media may also be covered.\u003c\/p\u003e\n\n\u003ch3\u003eThe employer must prevent the risk\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires the employer to organize work in a way that prevents the risk of violence and threats as far as possible. The employer must also have \u003cstrong\u003especific safety procedures\u003c\/strong\u003e for work where such risks exist and follow up on these procedures to ensure they are up to date.\u003c\/p\u003e\n\u003cp\u003eThe package is therefore structured as a complete workflow – not just a risk form.\u003c\/p\u003e\n\n\u003ch3\u003eRisk assessment of the actual work situation\u003c\/h3\u003e\n\u003cp\u003eThe risk assessment helps the organization map out, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eprevious threats, violence, harassment, and near-misses,\u003c\/li\u003e\n\n\u003cli\u003ework involving money, medication, demands, rejections, or the exercise of public authority,\u003c\/li\u003e\n\n\u003cli\u003econtact with customers, patients, users, or clients,\u003c\/li\u003e\n\n\u003cli\u003ework during late hours, at night, or in isolated locations,\u003c\/li\u003e\n\n\u003cli\u003ehome visits and work on other people's property,\u003c\/li\u003e\n\n\u003cli\u003edigital threats and harassment,\u003c\/li\u003e\n\n\u003cli\u003elone working,\u003c\/li\u003e\n\n\u003cli\u003ephysical environment and retreat routes,\u003c\/li\u003e\n\n\u003cli\u003eability to obtain assistance quickly,\u003c\/li\u003e\n\n\u003cli\u003ethe employee's training, experience, and competence.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSignificant risk – lone working is prohibited\u003c\/h3\u003e\n\u003cp\u003eIf a work task involves a \u003cstrong\u003esignificant risk of violence or threats of violence\u003c\/strong\u003e, the employer may not, according to AFS 2023:2, allow the employee to perform the task as lone working.\u003c\/p\u003e\n\u003cp\u003eThe risk assessment template therefore includes a clear \"stop rule.\" A personal alarm or mobile phone does not automatically make such lone working permissible.\u003c\/p\u003e\n\n\u003ch3\u003eHow is it determined if the risk is significant?\u003c\/h3\u003e\n\u003cp\u003eThe assessment must be made based on the concrete situation. Relevant factors may include, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eexplicit or implied threats,\u003c\/li\u003e\n\n\u003cli\u003eprevious incidents or experience from similar situations,\u003c\/li\u003e\n\n\u003cli\u003etime and place,\u003c\/li\u003e\n\n\u003cli\u003ethe nature of the work task,\u003c\/li\u003e\n\n\u003cli\u003ephysical conditions at the workplace,\u003c\/li\u003e\n\n\u003cli\u003ethe employee's knowledge and competence.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSafety procedures that staff are actually aware of\u003c\/h3\u003e\n\u003cp\u003eThe separate safety procedure gives the employer a structure for what applies before, during, and after a threatening situation. It covers, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003estaffing and lone working,\u003c\/li\u003e\n\n\u003cli\u003ecommunication of known risks,\u003c\/li\u003e\n\n\u003cli\u003eretreat routes and the possibility of reaching safety,\u003c\/li\u003e\n\n\u003cli\u003ewhen alarms should be used,\u003c\/li\u003e\n\n\u003cli\u003ehow the employee should act if the situation escalates,\u003c\/li\u003e\n\n\u003cli\u003esupport and supervision,\u003c\/li\u003e\n\n\u003cli\u003ereporting and follow-up after the incident.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSpecial support and supervision\u003c\/h3\u003e\n\u003cp\u003eIn work where there is a risk of recurring violence or threats of violence, the employer must ensure that the employee receives special support and supervision.\u003c\/p\u003e\n\u003cp\u003eDepending on the operation, this may involve, for example, regular managerial support, supervision, training in conduct, occupational health services, or other support measures.\u003c\/p\u003e\n\n\u003ch3\u003eAlarms – more than just a button\u003c\/h3\u003e\n\u003cp\u003eIf an alarm is necessary for safety, a functioning chain must be in place according to AFS 2023:2. The employer must, among other things, ensure that:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ealarms are available where needed,\u003c\/li\u003e\n\n\u003cli\u003eit is determined who receives the alarm,\u003c\/li\u003e\n\n\u003cli\u003ethe recipient knows what action to take,\u003c\/li\u003e\n\n\u003cli\u003esafety procedures and measures in the event of an alarm are practiced regularly,\u003c\/li\u003e\n\n\u003cli\u003ealarm equipment is checked and maintained.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSeparate Alarm \u0026amp; Escalation Plan\u003c\/h3\u003e\n\u003cp\u003eThe package's alarm plan documents:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003efixed alarms, personal alarms, panic alarms, telephone, app, or radio,\u003c\/li\u003e\n\n\u003cli\u003eprimary and backup recipients,\u003c\/li\u003e\n\n\u003cli\u003emaximum response time,\u003c\/li\u003e\n\n\u003cli\u003eescalation steps if no contact is made or the risk persists,\u003c\/li\u003e\n\n\u003cli\u003ewhen to contact 112,\u003c\/li\u003e\n\n\u003cli\u003elocation information for police\/emergency services,\u003c\/li\u003e\n\n\u003cli\u003ecode words and discreet signals where the operation uses such,\u003c\/li\u003e\n\n\u003cli\u003edrilling and checking the alarm chain.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eStart checklist for risk visits and customer contact\u003c\/h3\u003e\n\u003cp\u003eThe risk landscape can change rapidly. Therefore, a compact one-page checklist is included for, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ehome visits,\u003c\/li\u003e\n\n\u003cli\u003emeetings with known or possible threat profiles,\u003c\/li\u003e\n\n\u003cli\u003eauthority and client contacts,\u003c\/li\u003e\n\n\u003cli\u003ecustomer visits,\u003c\/li\u003e\n\n\u003cli\u003ework in isolated locations.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe checklist covers, among other things, risk assessment, staffing, retreat routes, alarms, check-in, stop criteria, and the ability to provide an exact location to 112.\u003c\/p\u003e\n\n\u003ch3\u003ePhysical design of the workplace\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:12 requires that workplaces be designed so that the risk of violence and threats is prevented as far as possible.\u003c\/p\u003e\n\u003cp\u003eThis may mean, among other things, that the operation needs to assess:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003epossibility of retreat or a safe zone,\u003c\/li\u003e\n\n\u003cli\u003evisibility of the premises,\u003c\/li\u003e\n\n\u003cli\u003eentrances and access,\u003c\/li\u003e\n\n\u003cli\u003eability to see the area outside before a door is opened,\u003c\/li\u003e\n\n\u003cli\u003econcealed spaces and unnecessary congestion risks,\u003c\/li\u003e\n\n\u003cli\u003eplacement of staff and visitors.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhen violence or threats have occurred\u003c\/h3\u003e\n\u003cp\u003eAccording to AFS 2023:2, the employer must investigate and document near-misses and incidents where violence or threats of violence have occurred.\u003c\/p\u003e\n\u003cp\u003eThe follow-up should, among other things, clarify:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhat led to the incident,\u003c\/li\u003e\n\n\u003cli\u003ewhat the sequence of events was,\u003c\/li\u003e\n\n\u003cli\u003ewhether the procedures worked,\u003c\/li\u003e\n\n\u003cli\u003ewhether the alarm worked,\u003c\/li\u003e\n\n\u003cli\u003ewhat physical or psychological consequences arose,\u003c\/li\u003e\n\n\u003cli\u003ewhat measures are needed to prevent recurrence.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCrisis Support \u0026amp; Post-Incident Plan\u003c\/h3\u003e\n\u003cp\u003eThe package contains a separate document that helps the manager and the organization plan for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eemergency care and first aid,\u003c\/li\u003e\n\n\u003cli\u003eearly crisis support,\u003c\/li\u003e\n\n\u003cli\u003eoccupational health services,\u003c\/li\u003e\n\n\u003cli\u003eadjustment of work or scheduling,\u003c\/li\u003e\n\n\u003cli\u003epractical support during contact with authorities,\u003c\/li\u003e\n\n\u003cli\u003efollow-up meetings,\u003c\/li\u003e\n\n\u003cli\u003ereturn to regular work,\u003c\/li\u003e\n\n\u003cli\u003econtinued safety measures.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSerious incidents and notification to authorities\u003c\/h3\u003e\n\u003cp\u003eSevere personal injuries, fatalities, injuries affecting multiple employees simultaneously, or near-misses that posed a serious danger to life or health may fall under the obligation to notify the Swedish Work Environment Authority (Arbetsmiljöverket) without delay.\u003c\/p\u003e\n\u003cp\u003eThe post-incident plan therefore contains a control point for this assessment, but does not replace official reporting to authorities.\u003c\/p\u003e\n\n\u003ch3\u003eComplements the Mallbutiken Incident Report\u003c\/h3\u003e\n\u003cp\u003eThis product focuses primarily on \u003cstrong\u003epreventive work regarding violence and threats\u003c\/strong\u003e. For a full incident investigation following an accident or a serious near-miss, it can be combined with Mallbutiken's separate product \u003cstrong\u003eIncident Report \/ Workplace Accident 2026\/2027\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eFirst aid and crisis support\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 also contains regulations on first aid and crisis support. Preparedness must be adapted to the nature, scale, and specific risks of the operation.\u003c\/p\u003e\n\u003cp\u003eIn operations with a risk of violence and threats, the employer should therefore plan in advance how affected employees can quickly receive help and support.\u003c\/p\u003e\n\n\u003ch3\u003eWhich operations is this package suitable for?\u003c\/h3\u003e\n\u003cp\u003eThe templates can be adapted for many types of operations, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ecare and social services,\u003c\/li\u003e\n\n\u003cli\u003esocial services and exercise of public authority,\u003c\/li\u003e\n\n\u003cli\u003eschools and education,\u003c\/li\u003e\n\n\u003cli\u003eretail and trade,\u003c\/li\u003e\n\n\u003cli\u003ereception, hotels, and service,\u003c\/li\u003e\n\n\u003cli\u003esecurity and guarding,\u003c\/li\u003e\n\n\u003cli\u003etransport and public transit,\u003c\/li\u003e\n\n\u003cli\u003ereal estate and on-call services,\u003c\/li\u003e\n\n\u003cli\u003ecustomer service and call centers,\u003c\/li\u003e\n\n\u003cli\u003efieldwork and home visits.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eRecommended workflow\u003c\/h3\u003e\n\u003col\u003e\n\n\u003cli\u003eMap out risk situations together with affected employees and safety representatives.\u003c\/li\u003e\n\n\u003cli\u003eDocument the risk assessment and decide on preventive measures.\u003c\/li\u003e\n\n\u003cli\u003eEstablish safety procedures and define when lone working is not permitted.\u003c\/li\u003e\n\n\u003cli\u003eEstablish an alarm and escalation plan where alarms are needed.\u003c\/li\u003e\n\n\u003cli\u003eTrain and inform affected employees.\u003c\/li\u003e\n\n\u003cli\u003ePractice alarms and safety procedures regularly.\u003c\/li\u003e\n\n\u003cli\u003eUse the start checklist for particularly high-risk visits or contacts.\u003c\/li\u003e\n\n\u003cli\u003eAfter an incident: secure support, document, investigate, and update the risk assessment.\u003c\/li\u003e\n\n\u003cli\u003eFollow up to ensure that the measures are actually working.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e, based on, among others:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e, primarily Chapter 3, Sections 2 and 2a.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:2 Chapter 5\u003c\/strong\u003e – violence and threats of violence.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:2 Chapter 4\u003c\/strong\u003e – first aid and crisis support.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:2 Chapter 6\u003c\/strong\u003e – lone working.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:12 Chapter 6\u003c\/strong\u003e – workplace design and protection against violence\/threats.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – systematic work environment management and written risk assessment.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e11 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical item is sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCommon questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eMust the employer have a specific procedure for violence and threats?\u003c\/strong\u003e\u003cbr\u003eYes, when work may involve such risks, the employer must have specific safety procedures and keep them up to date.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMay an employee work alone if there is a personal alarm?\u003c\/strong\u003e\u003cbr\u003eNot if the work task involves a significant risk of violence or threats of violence. In that case, the task may not be performed as lone working.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust alarms be practiced?\u003c\/strong\u003e\u003cbr\u003eYes. Where alarms are needed, employees must regularly practice safety procedures and actions in the event of an alarm.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDo the regulations also apply to threats via telephone or the internet?\u003c\/strong\u003e\u003cbr\u003eYes. AFS 2023:2 covers threats regardless of how they are communicated.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust incidents be documented?\u003c\/strong\u003e\u003cbr\u003eThe employer must investigate and document near-misses and incidents where violence or threats of violence have occurred.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eAre risk assessment and alarm plan included?\u003c\/strong\u003e\u003cbr\u003eYes. Both are included along with a safety procedure, start checklist, post-incident plan, and user guide.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are general work environment documents. They must be adapted to the actual threat profile, the organization's staffing, physical environment, alarm organization, and the conditions of the affected employees. When the organization lacks sufficient in-house expertise, occupational health services or other expert assistance should be engaged.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598729953622,"sku":"VALD-HOT-ARBETSMILJO-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/riskbedomning-vald-hot-arbetsmiljo-2026-2027.png?v=1791149087"},{"product_id":"organisatorisk-social-arbetsmiljo-osa-riskbedomning-2026-2027","title":"Organizational \u0026 Social Work Environment (OSA) 2026\/2027 – Risk Assessment, Procedures \u0026 Action Plan Word\/PDF","description":"\n\u003ch2\u003eOrganizational \u0026amp; Social Work Environment (OSA) 2026\/2027 – Risk Assessment, Procedures \u0026amp; Action Plan\u003c\/h2\u003e\n\u003cp\u003eThis is a complete and practical template package for the employer's work with the \u003cstrong\u003eorganizational and social work environment (OSA)\u003c\/strong\u003e. The package helps the organization to investigate, perform risk assessments, and follow up on areas such as \u003cstrong\u003eworkload, demands and resources, roles and priorities, working hours and recovery, highly mentally demanding work, and victimization\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, and is based on \u003cstrong\u003eAFS 2023:2 Chapter 2\u003c\/strong\u003e regarding the organizational and social work environment and \u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e regarding systematic work environment management.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eThis is included\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eRisk Assessment – Organizational \u0026amp; Social Work Environment\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eMapping – Demands, Resources, Roles \u0026amp; Priorities\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eRisk Assessment – Working Hours \u0026amp; Recovery\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eProcedure – Victimization\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eOSA Goals \u0026amp; Action Plan\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat does organizational and social work environment mean?\u003c\/h3\u003e\n\u003cp\u003eOSA concerns how work is organized, led, communicated, and distributed, as well as the social interaction and support in the workplace. The Swedish Work Environment Authority (Arbetsmiljöverket) particularly highlights three areas that the employer must be able to prevent:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eunhealthy workload,\u003c\/li\u003e\n\n\u003cli\u003ethe scheduling of working hours,\u003c\/li\u003e\n\n\u003cli\u003evictimization.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe package is designed to make these requirements concrete and documentable in ongoing work environment management.\u003c\/p\u003e\n\n\u003ch3\u003eRisk Assessment – OSA\u003c\/h3\u003e\n\u003cp\u003eThe comprehensive risk assessment provides the employer with a structured review of, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edemands and resources,\u003c\/li\u003e\n\n\u003cli\u003ework volume and time constraints,\u003c\/li\u003e\n\n\u003cli\u003estaffing and competence,\u003c\/li\u003e\n\n\u003cli\u003epriorities, roles, and mandates,\u003c\/li\u003e\n\n\u003cli\u003esocial climate and support,\u003c\/li\u003e\n\n\u003cli\u003eworking hours and recovery,\u003c\/li\u003e\n\n\u003cli\u003ehighly mentally demanding work,\u003c\/li\u003e\n\n\u003cli\u003erisk environments for victimization.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eRisks are documented with probability, consequence, risk value, measures, the person responsible, and date. The template also serves as a reminder to mark if a risk is serious.\u003c\/p\u003e\n\n\u003ch3\u003eBalance between demands and resources\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires the employer to ensure that work tasks and responsibilities do not give rise to an unhealthy workload. This means that resources need to be adapted to the demands of the work.\u003c\/p\u003e\n\u003cp\u003eThe separate mapping helps the organization to analyze, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eif the workload fits within the available time,\u003c\/li\u003e\n\n\u003cli\u003eif staffing corresponds to the mission,\u003c\/li\u003e\n\n\u003cli\u003eif competence and induction are sufficient,\u003c\/li\u003e\n\n\u003cli\u003eif technology and work tools facilitate or create extra demands,\u003c\/li\u003e\n\n\u003cli\u003eif there is support from managers and colleagues,\u003c\/li\u003e\n\n\u003cli\u003eif the scope of action is reasonable,\u003c\/li\u003e\n\n\u003cli\u003eif recovery works in practice.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eClarity in tasks, results, priorities, and responsibilities\u003c\/h3\u003e\n\u003cp\u003eAccording to Section 7 of the OSA chapter, employees must know:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhat tasks they are to perform,\u003c\/li\u003e\n\n\u003cli\u003ewhat results are to be achieved,\u003c\/li\u003e\n\n\u003cli\u003ehow the work is to be carried out when specific work methods exist,\u003c\/li\u003e\n\n\u003cli\u003ewhat to prioritize when time is insufficient,\u003c\/li\u003e\n\n\u003cli\u003ewho they can turn to for help and support,\u003c\/li\u003e\n\n\u003cli\u003ewhat authority they have in their work.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe mapping therefore contains its own control section for all these points.\u003c\/p\u003e\n\n\u003ch3\u003eHighly mentally demanding work\u003c\/h3\u003e\n\u003cp\u003eThe employer must take measures to prevent highly mentally demanding work tasks or work situations from leading to ill health. This may, for example, involve:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emeetings with people in difficult or traumatic situations,\u003c\/li\u003e\n\n\u003cli\u003econflict management,\u003c\/li\u003e\n\n\u003cli\u003edifficult decisions under pressure,\u003c\/li\u003e\n\n\u003cli\u003eethical dilemmas,\u003c\/li\u003e\n\n\u003cli\u003eother recurring mentally demanding situations.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe package includes fields to document the need for supervision, training, support, changed staffing, or other preventive measures.\u003c\/p\u003e\n\n\u003ch3\u003eWorking hours are also a work environment issue\u003c\/h3\u003e\n\u003cp\u003eIt is not always sufficient for a schedule to comply with the formal time limits of the Working Hours Act. AFS 2023:2 requires that the employer also counteracts the risk that the \u003cstrong\u003escheduling of working hours\u003c\/strong\u003e leads to ill health.\u003c\/p\u003e\n\u003cp\u003eThe specific risk assessment for working hours and recovery captures, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eshift work,\u003c\/li\u003e\n\n\u003cli\u003enight work,\u003c\/li\u003e\n\n\u003cli\u003esplit shifts,\u003c\/li\u003e\n\n\u003cli\u003elong working shifts,\u003c\/li\u003e\n\n\u003cli\u003eextensive overtime or extra hours,\u003c\/li\u003e\n\n\u003cli\u003einsufficient recovery,\u003c\/li\u003e\n\n\u003cli\u003erapid transitions between working hours,\u003c\/li\u003e\n\n\u003cli\u003eexpectations of constant availability,\u003c\/li\u003e\n\n\u003cli\u003eworking hours that increase the risk of mistakes or accidents.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eOSA goals – written for at least ten employees\u003c\/h3\u003e\n\u003cp\u003eThe employer must have goals for the organizational and social work environment. The goals must promote health and increase the organization's ability to prevent ill health.\u003c\/p\u003e\n\u003cp\u003eEmployees must be given the opportunity to participate when the goals are developed and must be aware of them. If the organization has \u003cstrong\u003eten or more employees\u003c\/strong\u003e, the goals must be in writing.\u003c\/p\u003e\n\u003cp\u003eThe package's OSA goals and action plan include goal areas for, among other things, workload, clarity, recovery, leadership, cooperation, and victimization.\u003c\/p\u003e\n\n\u003ch3\u003eManagers and supervisors need the right knowledge and right conditions\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires that managers and supervisors have knowledge of how to prevent and manage unhealthy workloads and victimization. At the same time, training is not enough if the organization does not give them reasonable conditions to put that knowledge into practice.\u003c\/p\u003e\n\u003cp\u003eIt may therefore be necessary to assess whether managers have sufficient authority, support, time, and a reasonable workload of their own.\u003c\/p\u003e\n\n\u003ch3\u003eProcedure for victimization\u003c\/h3\u003e\n\u003cp\u003eThe employer must clarify that victimization is not accepted and prevent work environment conditions that may contribute to the problems.\u003c\/p\u003e\n\u003cp\u003eThere must also be procedures that clearly state:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ewho receives information about victimization,\u003c\/li\u003e\n\n\u003cli\u003ewhat the recipient should do and how the information is handled,\u003c\/li\u003e\n\n\u003cli\u003ehow and where the victim can quickly get help.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\u003cp\u003eThe procedures must be known to all employees.\u003c\/p\u003e\n\n\u003ch3\u003eSeparate reporting and support channel\u003c\/h3\u003e\n\u003cp\u003eThe procedure template contains space for several contact paths, for example, the immediate manager, a higher manager, HR, or another designated function. It is important that there is an alternative when the immediate manager is personally involved in the situation.\u003c\/p\u003e\n\u003cp\u003eThere are also fields for occupational health services, quick help, temporary protective or work adjustment measures, and follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eFocus on the work environment – not just the individual\u003c\/h3\u003e\n\u003cp\u003eThe package is deliberately designed to guide the analysis toward \u003cstrong\u003eorganizational causes\u003c\/strong\u003e. In the case of a high workload, the question is, for example, not just whether a person is experiencing stress, but whether the workload, staffing, priorities, technology, responsibilities, support, and recovery are reasonable.\u003c\/p\u003e\n\u003cp\u003eSimilarly, conflicts and victimization should be analyzed together with factors such as work distribution, cooperation, changes, workload, and leadership.\u003c\/p\u003e\n\n\u003ch3\u003eAction plan and follow-up\u003c\/h3\u003e\n\u003cp\u003eMeasures that are not implemented immediately can be documented with:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003erisk or development need,\u003c\/li\u003e\n\n\u003cli\u003edecided action,\u003c\/li\u003e\n\n\u003cli\u003epriority,\u003c\/li\u003e\n\n\u003cli\u003eperson responsible,\u003c\/li\u003e\n\n\u003cli\u003edeadline,\u003c\/li\u003e\n\n\u003cli\u003estatus.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eFollow-up also focuses on the \u003cstrong\u003eeffect\u003c\/strong\u003e of the measures – not just on an activity being marked as completed.\u003c\/p\u003e\n\n\u003ch3\u003eWhen should the OSA risk assessment be updated?\u003c\/h3\u003e\n\u003cp\u003eA new or updated assessment may be needed when, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe organization or staffing changes,\u003c\/li\u003e\n\n\u003cli\u003enew work tasks or systems are introduced,\u003c\/li\u003e\n\n\u003cli\u003eworking hours or schedules change,\u003c\/li\u003e\n\n\u003cli\u003ethe workload increases,\u003c\/li\u003e\n\n\u003cli\u003econflicts or signals of victimization arise,\u003c\/li\u003e\n\n\u003cli\u003esick leave, incidents, or other ill health provide new signals,\u003c\/li\u003e\n\n\u003cli\u003eprevious measures have not had the intended effect.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDetailed user guide included\u003c\/h3\u003e\n\u003cp\u003eThe guide takes you step-by-step through:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ewhat OSA covers,\u003c\/li\u003e\n\n\u003cli\u003emanager knowledge and organizational conditions,\u003c\/li\u003e\n\n\u003cli\u003ehow OSA goals are developed,\u003c\/li\u003e\n\n\u003cli\u003ebalance between demands and resources,\u003c\/li\u003e\n\n\u003cli\u003eclarity according to Section 7,\u003c\/li\u003e\n\n\u003cli\u003ehighly mentally demanding work,\u003c\/li\u003e\n\n\u003cli\u003eworking hours and recovery,\u003c\/li\u003e\n\n\u003cli\u003eprocedures for victimization,\u003c\/li\u003e\n\n\u003cli\u003erecommended workflow,\u003c\/li\u003e\n\n\u003cli\u003ewhich document in the package is used when.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:2 Chapter 2 Sections 4–11\u003c\/strong\u003e – organizational and social work environment.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – systematic work environment management and written risk assessment.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eThe Discrimination Act (2008:567)\u003c\/strong\u003e where, for example, harassment or sexual harassment may be relevant.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical goods are sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eMust all employers work with OSA?\u003c\/strong\u003e\u003cbr\u003eThe provisions in AFS 2023:2 Chapter 2 apply to operations where employees perform work on behalf of the employer.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust OSA goals be in writing?\u003c\/strong\u003e\u003cbr\u003eYes, if the organization has ten or more employees. Smaller organizations can also benefit from documenting them.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs working time only an issue under the Working Hours Act?\u003c\/strong\u003e\u003cbr\u003eNo. AFS 2023:2 also requires the employer to counteract ill health caused by the scheduling of working hours.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust there be a procedure for victimization?\u003c\/strong\u003e\u003cbr\u003eYes. The procedure must, among other things, specify the recipient, how it is handled, and where the victim can quickly get help, and it must be known to all employees.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the package replace the company's SAM (Systematic Work Environment Management)?\u003c\/strong\u003e\u003cbr\u003eNo. OSA must be integrated into systematic work environment management. The package is specialized material for the organizational and social part.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are general work environment materials and need to be adapted to the organization's actual setup, work tasks, staffing, working hours, and risks. In the event of complicated conflicts, serious ill health, or situations where one's own expertise is insufficient, occupational health services or other expert help should be consulted.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598835695958,"sku":"OSA-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/riskbedomning-osa-2026-2027-afs-2023-2.png?v=1791151627"},{"product_id":"arbetsanpassning-rehabilitering-plan-atergang-arbete-2026-2027","title":"Workplace Adaptation \u0026 Rehabilitation 2026\/2027 – Return-to-Work Plan, Procedures \u0026 Follow-up Word\/PDF","description":"\n\u003ch2\u003eWork Adjustment \u0026amp; Rehabilitation 2026\/2027 – Return-to-Work Plan, Procedures \u0026amp; Follow-up\u003c\/h2\u003e\n\u003cp\u003eThis is a comprehensive employer and HR package for \u003cstrong\u003ework adjustment, sick leave, and return-to-work\u003c\/strong\u003e. The package helps the employer identify needs early, investigate possible adjustments, document decided measures, follow up on their effectiveness, and—when regulations so require—establish a \u003cstrong\u003ereturn-to-work plan\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, primarily against \u003cstrong\u003eAFS 2023:2 Ch. 3 on work adjustment\u003c\/strong\u003e, \u003cstrong\u003eAFS 2023:1 on systematic work environment management\u003c\/strong\u003e, and \u003cstrong\u003eChapter 30, Section 6 of the Social Insurance Code\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eNeeds Assessment – Work Adjustment 2026\/2027\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eReturn-to-Work Plan 2026\/2027\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWork Adjustment Plan – Measures \u0026amp; Follow-up\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eProcedure – Work Adjustment \u0026amp; Rehabilitation\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eConversation Guide – Work Adjustment \u0026amp; Return\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWork adjustment is an ongoing employer responsibility\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires the employer to \u003cstrong\u003econtinuously determine whether any employee needs work adjustment\u003c\/strong\u003e. Work adjustment can be preventative to avoid ill health and sick leave, but is also used when an employee needs to continue working or return to work after sick leave.\u003c\/p\u003e\n\u003cp\u003eWork adjustment can, for example, involve:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eadjusted work tasks or changed distribution of work,\u003c\/li\u003e\n\n\u003cli\u003eadjusted working hours, work pace, breaks, or schedules,\u003c\/li\u003e\n\n\u003cli\u003eergonomic or technical aids,\u003c\/li\u003e\n\n\u003cli\u003ephysical adjustment of the workplace,\u003c\/li\u003e\n\n\u003cli\u003etraining, introduction, guidance, or reinforced support,\u003c\/li\u003e\n\n\u003cli\u003eother temporary or permanent individual solutions.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhen a need has been identified\u003c\/h3\u003e\n\u003cp\u003eOnce a need for work adjustment has been identified, the employer must, according to AFS 2023:2:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003einvestigate and decide how the adjustment should be designed as soon as possible,\u003c\/li\u003e\n\n\u003cli\u003eimplement the work adjustment as soon as possible,\u003c\/li\u003e\n\n\u003cli\u003econtinuously follow up and check that it is working,\u003c\/li\u003e\n\n\u003cli\u003eadjust the modification when necessary.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\u003cp\u003eThe package's needs assessment and work adjustment plan are built directly around this workflow.\u003c\/p\u003e\n\n\u003ch3\u003eProcedures for receiving information about needs\u003c\/h3\u003e\n\u003cp\u003eThe employer must have procedures that state:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewho receives information about the need for work adjustment,\u003c\/li\u003e\n\n\u003cli\u003ewhat the recipient should do,\u003c\/li\u003e\n\n\u003cli\u003ehow the information should be handled.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe procedures must be known to all employees. If the employer has \u003cstrong\u003eten or more employees\u003c\/strong\u003e, the procedures must be in writing. Therefore, a separate internal employer procedure is included in the package.\u003c\/p\u003e\n\n\u003ch3\u003eReturn-to-work plan – The 30\/60 rule\u003c\/h3\u003e\n\u003cp\u003eIf it can be assumed that an employee's work capacity will be reduced due to illness for at least \u003cstrong\u003e60 days\u003c\/strong\u003e, the employer must, according to Chapter 30, Section 6 of the Social Insurance Code, normally have established a return-to-work plan no later than the day the work capacity has been reduced for \u003cstrong\u003e30 days\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eIf the employer initially assessed that the sick leave would be shorter but it later turns out that the reduction can be expected to last at least 60 days, the plan must be drawn up \u003cstrong\u003eimmediately\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eWhen a plan does not need to be established immediately\u003c\/h3\u003e\n\u003cp\u003eThe regulations include situations where a plan does not need to be established at that specific time. The package therefore includes a specific documentation section for the employer's assessment.\u003c\/p\u003e\n\u003cp\u003eThis may be, for example, when:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe employee is assessed to be able to return to full capacity within 60 days,\u003c\/li\u003e\n\n\u003cli\u003ea return can occur without special measures,\u003c\/li\u003e\n\n\u003cli\u003ethe health condition clearly means that a return is not currently possible,\u003c\/li\u003e\n\n\u003cli\u003ethe employee is temporarily unable to participate in the planning.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eIf the conditions change, the need must be reassessed and a plan developed as soon as it is required.\u003c\/p\u003e\n\n\u003ch3\u003eThe plan is a practical work tool\u003c\/h3\u003e\n\u003cp\u003eThe return-to-work plan in the package includes, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003efirst day of sick leave and day 30 check,\u003c\/li\u003e\n\n\u003cli\u003eassessment of whether work capacity is expected to be reduced for at least 60 days,\u003c\/li\u003e\n\n\u003cli\u003ecurrent status and goals for return,\u003c\/li\u003e\n\n\u003cli\u003ework tasks that are functional and those that need adjustment,\u003c\/li\u003e\n\n\u003cli\u003eplanned measures with responsibilities and timeline,\u003c\/li\u003e\n\n\u003cli\u003efollow-up and revision,\u003c\/li\u003e\n\n\u003cli\u003econtact and meeting plan.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eExamples of measures in the return-to-work plan\u003c\/h3\u003e\n\u003cp\u003eThe template helps the parties assess, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003epart-time sick leave or gradual increase,\u003c\/li\u003e\n\n\u003cli\u003eadjustment of work tasks or workload,\u003c\/li\u003e\n\n\u003cli\u003eadjustment of working hours, schedule, or breaks,\u003c\/li\u003e\n\n\u003cli\u003etechnical aids or physical workplace adjustment,\u003c\/li\u003e\n\n\u003cli\u003eother suitable work tasks when relevant,\u003c\/li\u003e\n\n\u003cli\u003etraining or retraining,\u003c\/li\u003e\n\n\u003cli\u003eoccupational health services or other external rehabilitation expertise.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eNeeds assessment without unnecessary medical documentation\u003c\/h3\u003e\n\u003cp\u003eThe employer needs to understand \u003cstrong\u003ewhich work tasks work well, which requirements create problems, and which adjustments are needed\u003c\/strong\u003e. This does not mean the employer always needs to know the diagnosis or detailed medical information.\u003c\/p\u003e\n\u003cp\u003eThe needs assessment is therefore structured around work capacity, job requirements, limitations, and measures rather than diagnoses.\u003c\/p\u003e\n\n\u003ch3\u003eConversation guide for manager and employee\u003c\/h3\u003e\n\u003cp\u003eA separate conversation guide helps the manager conduct a structured conversation about:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhich parts of the work are functioning,\u003c\/li\u003e\n\n\u003cli\u003ewhich work tasks or situations are the most difficult,\u003c\/li\u003e\n\n\u003cli\u003eif certain times or working conditions work better or worse,\u003c\/li\u003e\n\n\u003cli\u003ewhich adjustments can make the biggest difference,\u003c\/li\u003e\n\n\u003cli\u003eneed for aids, training, support, or guidance,\u003c\/li\u003e\n\n\u003cli\u003ehow continued contact and follow-up will take place.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe employee must be involved\u003c\/h3\u003e\n\u003cp\u003eThe employee must be given the opportunity to participate in the investigation, design, and follow-up of the work adjustment. The package therefore contains joint decision, follow-up, and signature fields.\u003c\/p\u003e\n\n\u003ch3\u003eFollow up on actual effect – not just that the measure is completed\u003c\/h3\u003e\n\u003cp\u003eA work adjustment is not finished just because an activity has been carried out. It needs to be followed up to check if it is actually working.\u003c\/p\u003e\n\u003cp\u003eThe separate work adjustment plan therefore documents:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edecided measure,\u003c\/li\u003e\n\n\u003cli\u003eperson responsible,\u003c\/li\u003e\n\n\u003cli\u003estart and end,\u003c\/li\u003e\n\n\u003cli\u003efollow-up date,\u003c\/li\u003e\n\n\u003cli\u003eresults and actual effect,\u003c\/li\u003e\n\n\u003cli\u003ewhether the measure should continue, change, or end.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eOccupational health services and expert help\u003c\/h3\u003e\n\u003cp\u003eWhen in-house competence is not sufficient for work adjustment, the employer must use occupational health services or other expert help to the extent necessary.\u003c\/p\u003e\n\u003cp\u003eThe Swedish Social Insurance Agency (Försäkringskassan) also has workplace-oriented rehabilitation support that can, in some cases, be used to purchase support for workplace-oriented rehabilitation measures.\u003c\/p\u003e\n\n\u003ch3\u003ePrivacy and sensitive personal data\u003c\/h3\u003e\n\u003cp\u003eHealth information can be sensitive personal data. The package therefore reminds you to:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eonly document what is necessary for work adjustment and rehabilitation planning,\u003c\/li\u003e\n\n\u003cli\u003eavoid unnecessary diagnoses and medical details,\u003c\/li\u003e\n\n\u003cli\u003elimit access to the documentation,\u003c\/li\u003e\n\n\u003cli\u003efollow the organization's data protection and confidentiality procedures.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWork adjustment and the general work environment\u003c\/h3\u003e\n\u003cp\u003eIndividual work adjustment must not become a way to hide general work environment problems. If an individual case shows, for example, deficiencies in workload, ergonomics, organization, or working hours, the employer should also incorporate these findings into systematic work environment management.\u003c\/p\u003e\n\n\u003ch3\u003eDetailed user guide included\u003c\/h3\u003e\n\u003cp\u003eThe guide explains step by step:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ethe difference between work adjustment and rehabilitation planning,\u003c\/li\u003e\n\n\u003cli\u003ethe employer's ongoing responsibility according to AFS 2023:2,\u003c\/li\u003e\n\n\u003cli\u003ethe 30\/60 rule for return-to-work plans,\u003c\/li\u003e\n\n\u003cli\u003ewhen a plan can be postponed or is not needed at that time,\u003c\/li\u003e\n\n\u003cli\u003erecommended workflow from signal to follow-up,\u003c\/li\u003e\n\n\u003cli\u003eexamples of work adjustment measures,\u003c\/li\u003e\n\n\u003cli\u003eoccupational health services and external support,\u003c\/li\u003e\n\n\u003cli\u003eprivacy and sensitive personal data,\u003c\/li\u003e\n\n\u003cli\u003ewhen individual legal or labor law advice should be used.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003c\/ol\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:2 Ch. 3\u003c\/strong\u003e – work adjustment.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – systematic work environment management and expert help when needed.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Social Insurance Code (2010:110), Ch. 30, Section 6\u003c\/strong\u003e – return-to-work plan.\u003c\/li\u003e\n\n\u003cli\u003eFörsäkringskassan's current guidance on the employer's return-to-work plan.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical item will be shipped.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eWhen must a return-to-work plan be in place?\u003c\/strong\u003e\u003cbr\u003eWhen work capacity can be assumed to be reduced due to illness for at least 60 days, the plan must normally be established no later than day 30.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the employer have to wait until someone is on sick leave to adjust work?\u003c\/strong\u003e\u003cbr\u003eNo. Work adjustment can be used preventively to avoid ill health and sick leave.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the employer have to know the diagnosis?\u003c\/strong\u003e\u003cbr\u003eNot necessarily. The focus should be on work capacity, job requirements, and what adjustments are needed.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust employers have a work adjustment procedure?\u003c\/strong\u003e\u003cbr\u003eYes. The procedures must be known to all employees. For at least ten employees, the procedures must be in writing.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the Social Insurance Agency request the plan?\u003c\/strong\u003e\u003cbr\u003eYes. The plan can be used as documentation in the Social Insurance Agency's processing, and the agency may request to review it.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes this template replace the Social Insurance Agency's form?\u003c\/strong\u003e\u003cbr\u003eThis is an independent employer template based on current rules and official guidance. If the Social Insurance Agency explicitly requests a specific form or documentation, their instructions must be followed.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eWork adjustment and rehabilitation are individual processes. Collective agreements, anti-discrimination laws, employment protection, disabilities, reassignment issues, and other labor law conditions can affect the assessment. In complex or disputed situations, individual legal advice should be sought.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598891860310,"sku":"ARBETSANPASSNING-REHAB-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/behovsbedomning-arbetsanpassning-2026-2027-afs-2023-2.png?v=1791153070"},{"product_id":"gravida-ammande-arbetsmiljo-riskbedomning-omplacering-2026-2027","title":"Pregnant \u0026 Breastfeeding in the Work Environment 2026\/2027 – Risk Assessment, Reassignment \u0026 Guide Word\/PDF","description":"\n\u003ch2\u003ePregnant \u0026amp; Breastfeeding Employees in the Work Environment 2026\/2027 – Risk Assessment, Redeployment \u0026amp; Guide\u003c\/h2\u003e\n\u003cp\u003eThis is a complete employer and HR package for \u003cstrong\u003epregnant, recently delivered, and breastfeeding employees\u003c\/strong\u003e. The package helps the employer carry out the special risk assessment required when an employee notifies them that she is pregnant, breastfeeding, or has given birth within the last 14 weeks – and to document measures, redeployment, work prohibitions, and follow-ups in a structured manner.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 5, 2026\u003c\/strong\u003e, primarily against \u003cstrong\u003eAFS 2023:2 Ch. 7\u003c\/strong\u003e, AFS 2023:1, the Work Environment Act, the Parental Leave Act, and the Swedish Social Insurance Agency’s (Försäkringskassan) current regulations on pregnancy benefit.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRisk Assessment – Pregnant, Recently Delivered \u0026amp; Breastfeeding\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAction \u0026amp; Redeployment Plan\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDecision Basis – Risk Prohibition \u0026amp; Redeployment\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChecklist – Risk Factors during Pregnancy \u0026amp; Breastfeeding\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInterview Guide – Pregnancy, Recently Delivered \u0026amp; Breastfeeding\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhen should the special risk assessment be carried out?\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 Ch. 7 applies when an employee has notified the employer that she is \u003cstrong\u003epregnant, breastfeeding, or has given birth within the last 14 weeks\u003c\/strong\u003e. The employer must then immediately investigate whether the employee is exposed to risk factors that may affect the pregnancy, breastfeeding, or the employee's health.\u003c\/p\u003e\n\u003cp\u003eThe assessment must be conducted in collaboration with the employee and take into account the exposure's:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003enature,\u003c\/li\u003e\n\n\u003cli\u003edegree,\u003c\/li\u003e\n\n\u003cli\u003eduration.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe risk assessment covers several types of exposure\u003c\/h3\u003e\n\u003cp\u003eThe special checklist helps the employer systematically check, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003evibrations, shocks, and movements in the base,\u003c\/li\u003e\n\n\u003cli\u003enoise,\u003c\/li\u003e\n\n\u003cli\u003eionizing and non-ionizing radiation,\u003c\/li\u003e\n\n\u003cli\u003eextreme cold and heat,\u003c\/li\u003e\n\n\u003cli\u003eheavy lifting, working postures, and other physical strain,\u003c\/li\u003e\n\n\u003cli\u003ebiological risks and infectious agents,\u003c\/li\u003e\n\n\u003cli\u003echemical sources of risk,\u003c\/li\u003e\n\n\u003cli\u003elead, mercury, cytostatics, and carbon monoxide,\u003c\/li\u003e\n\n\u003cli\u003eviolence or threats of violence,\u003c\/li\u003e\n\n\u003cli\u003emental exhaustion and high mental stress,\u003c\/li\u003e\n\n\u003cli\u003evictimization,\u003c\/li\u003e\n\n\u003cli\u003enight work and recovery.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe employer must inform the employee\u003c\/h3\u003e\n\u003cp\u003eFollowing the risk assessment, the employer must inform the employee of the result and what measures will be taken as soon as possible. The template package therefore contains specific fields for the date of information, decided measures, and ongoing follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eRisks must be eliminated first\u003c\/h3\u003e\n\u003cp\u003eIf the assessment shows a risk of harmful impact on pregnancy or breastfeeding, or a risk of other ill health or accidents, the employer must immediately take the measures necessary to eliminate the risks.\u003c\/p\u003e\n\u003cp\u003eThis may involve, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003echanged working methods,\u003c\/li\u003e\n\n\u003cli\u003ereduced or removed exposure,\u003c\/li\u003e\n\n\u003cli\u003ereplacement of products or materials,\u003c\/li\u003e\n\n\u003cli\u003etechnical protection, ventilation, or other equipment,\u003c\/li\u003e\n\n\u003cli\u003echanged duties,\u003c\/li\u003e\n\n\u003cli\u003echanged working hours,\u003c\/li\u003e\n\n\u003cli\u003estrengthened staffing or other work organization.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eIf risk remains, work may not continue\u003c\/h3\u003e\n\u003cp\u003eIf the risk cannot be eliminated, the employee may not be employed in the high-risk work. At the same time, the employer must take all practically possible and reasonable measures to provide the employee with other duties.\u003c\/p\u003e\n\u003cp\u003eThe separate \u003cstrong\u003eAction \u0026amp; Redeployment Plan\u003c\/strong\u003e therefore documents both what has been tested in the regular work and which alternative duties have actually been investigated.\u003c\/p\u003e\n\n\u003ch3\u003eRedeployment under the Parental Leave Act\u003c\/h3\u003e\n\u003cp\u003eThe Parental Leave Act contains specific rules on redeployment for employees who are expecting a child, have recently given birth, or are breastfeeding.\u003c\/p\u003e\n\u003cp\u003eWhen an employee has been prohibited from continuing their regular work based on work environment regulations, the right to redeployment with maintained employment benefits may be triggered. In cases of physically strenuous duties, there is also a specific right to redeployment starting from the \u003cstrong\u003e60th day before the expected date of delivery\u003c\/strong\u003e, under the conditions of the law.\u003c\/p\u003e\n\u003cp\u003eIf redeployment is not possible, the employer must continuously check if an opportunity arises.\u003c\/p\u003e\n\n\u003ch3\u003ePregnancy benefit – a separate official decision\u003c\/h3\u003e\n\u003cp\u003eIf the pregnant employee cannot continue working due to work environment risks or physically strenuous work, and the employer cannot offer sufficient redeployment, a pregnancy benefit (graviditetspenning) may be relevant.\u003c\/p\u003e\n\u003cp\u003eThe package documents the employer’s risk assessment and redeployment efforts, but \u003cstrong\u003ethe Swedish Social Insurance Agency decides on the right\u003c\/strong\u003e to pregnancy benefit. The employer may need to provide a specific statement on redeployment via the Swedish Social Insurance Agency’s current service.\u003c\/p\u003e\n\n\u003ch3\u003ePartial redeployment is possible\u003c\/h3\u003e\n\u003cp\u003eIf the employer can offer safer or less strenuous duties during only part of the working hours, a partial solution may be possible. The templates therefore contain fields for, e.g., 25, 50, 75, or 100 percent scope.\u003c\/p\u003e\n\n\u003ch3\u003eLead work – specific prohibition\u003c\/h3\u003e\n\u003cp\u003eA pregnant or breastfeeding employee may not be employed in lead work where lead or lead compounds can be absorbed into the body. The risk assessment therefore has a specific control point that cannot be treated as a regular general risk item.\u003c\/p\u003e\n\n\u003ch3\u003eSmoke and chemical diving\u003c\/h3\u003e\n\u003cp\u003ePregnant and breastfeeding employees may not be employed in smoke or chemical diving. The package marks this as an explicit prohibition.\u003c\/p\u003e\n\n\u003ch3\u003eDiving work and work under increased pressure\u003c\/h3\u003e\n\u003cp\u003eA pregnant employee may not be employed in diving work or work under increased pressure, such as in a pressure chamber or similar environment above normal atmospheric pressure.\u003c\/p\u003e\n\n\u003ch3\u003eRubella and toxoplasma\u003c\/h3\u003e\n\u003cp\u003eA pregnant employee may not be employed in work where she risks exposure to rubella or toxoplasma if she lacks full immunity against the infectious agent. The risk factor checklist therefore has specific control fields for this.\u003c\/p\u003e\n\n\u003ch3\u003eNight work\u003c\/h3\u003e\n\u003cp\u003eA pregnant employee or an employee who has given birth within the last 14 weeks may not be employed in night work if a medical certificate states that night work would be harmful to her health or safety.\u003c\/p\u003e\n\u003cp\u003eThe employer must then offer work during the day if this is practically possible and reasonable.\u003c\/p\u003e\n\n\u003ch3\u003eUnderground mining work\u003c\/h3\u003e\n\u003cp\u003eThere are special rules for pregnant or breastfeeding employees regarding underground mining work. If the risk assessment shows a risk of harmful impact on pregnancy or breastfeeding or other ill health, the employee may not be employed in such work.\u003c\/p\u003e\n\n\u003ch3\u003ePossibility to rest lying down\u003c\/h3\u003e\n\u003cp\u003eThe employer must arrange for a pregnant or breastfeeding employee to be able to \u003cstrong\u003etemporarily rest in a lying position under suitable conditions\u003c\/strong\u003e at the workplace. The package therefore includes a specific control point for a resting area.\u003c\/p\u003e\n\n\u003ch3\u003eRisk factor checklist as support\u003c\/h3\u003e\n\u003cp\u003eThe separate checklist is divided into:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ephysical and ergonomic factors,\u003c\/li\u003e\n\n\u003cli\u003ebiological factors,\u003c\/li\u003e\n\n\u003cli\u003echemical factors,\u003c\/li\u003e\n\n\u003cli\u003eviolence, organizational, and social factors,\u003c\/li\u003e\n\n\u003cli\u003eworking hours and work organization.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe checklist does not replace the individual assessment. The employer must still assess the actual exposure and also comparable risks that are not explicitly listed.\u003c\/p\u003e\n\n\u003ch3\u003eDecision basis in case of work prohibition\u003c\/h3\u003e\n\u003cp\u003eIf regular work must be stopped, a specific decision basis is included to document:\u003c\/p\u003e\u003c!--nl--\u003cul\u003e\n\u003cli\u003ewhich risk assessment underlies the decision,\u003c\/li\u003e\n\u003cli\u003ewhich risk-reducing measures have been tested,\u003c\/li\u003e\n\u003cli\u003ewhich redeployment alternatives have been investigated,\u003c\/li\u003e\n\u003cli\u003efrom which date the decision applies,\u003c\/li\u003e\n\u003cli\u003ewhether the decision applies to full-time or part-time,\u003c\/li\u003e\n\u003cli\u003ewhen the situation is to be reviewed.\u003c\/li\u003e\n\n\n\u003ch3\u003eInterview guide with a focus on integrity\u003c\/h3\u003e\n\u003cp\u003ePregnancy and health may involve sensitive personal data. The interview guide is therefore intentionally designed to focus on:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ework duties,\u003c\/li\u003e\n\n\u003cli\u003eexposure,\u003c\/li\u003e\n\n\u003cli\u003ejob demands,\u003c\/li\u003e\n\n\u003cli\u003erisks,\u003c\/li\u003e\n\n\u003cli\u003eneed for measures and follow-up.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe employer should avoid routinely documenting diagnoses or other medical details that are not necessary for the work environment assessment.\u003c\/p\u003e\n\n\u003ch3\u003eRecommended workflow\u003c\/h3\u003e\n\u003col\u003e\n\n\u003cli\u003eReceive the employee's information and conduct an initial structured interview.\u003c\/li\u003e\n\n\u003cli\u003eCarry out the special risk assessment immediately.\u003c\/li\u003e\n\n\u003cli\u003eUse the risk factor checklist so as not to miss relevant exposures.\u003c\/li\u003e\n\n\u003cli\u003eInform the employee about the result and the measures.\u003c\/li\u003e\n\n\u003cli\u003eRemove or reduce the risks in the regular work.\u003c\/li\u003e\n\n\u003cli\u003eIf risk remains – try other duties or redeployment.\u003c\/li\u003e\n\n\u003cli\u003eDocument work prohibition\/interruption when work cannot continue.\u003c\/li\u003e\n\n\u003cli\u003eFollow up and conduct a new risk assessment when conditions change.\u003c\/li\u003e\n\n\u003cli\u003eProvide the relevant employer statement to the Swedish Social Insurance Agency when needed.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 5, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:2 Ch. 7\u003c\/strong\u003e – pregnant, recently delivered, and breastfeeding employees.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – systematic work environment management.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Parental Leave Act (1995:584), specifically sections 18–21\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003eThe Social Insurance Code's rules on pregnancy benefit and the Swedish Social Insurance Agency's current guidance.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical item is sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eWhen must the employer carry out the risk assessment?\u003c\/strong\u003e\u003cbr\u003eWhen the employee has notified that she is pregnant, breastfeeding, or has given birth within the last 14 weeks, the employer must immediately investigate the exposure and assess the risks.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMay the pregnant employee continue working if risk remains?\u003c\/strong\u003e\u003cbr\u003eNo. If the risk cannot be eliminated, the employee may not be employed in the high-risk work.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust the employer try redeployment?\u003c\/strong\u003e\u003cbr\u003eYes. The employer must take all practically possible and reasonable measures to offer other duties when risk remains.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the employer's decision automatically give the right to pregnancy benefit?\u003c\/strong\u003e\u003cbr\u003eNo. The Swedish Social Insurance Agency determines the right to pregnancy benefit.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the template also apply to breastfeeding employees?\u003c\/strong\u003e\u003cbr\u003eYes. The package is designed for pregnant, recently delivered, and breastfeeding employees within the scope of AFS 2023:2 Ch. 7.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs the redeployment documentation included?\u003c\/strong\u003e\u003cbr\u003eYes. The package contains both an action\/redeployment plan and a separate decision basis.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThis is a general work environment and HR material. The actual risk assessment must always be adapted to the workplace, exposure, the employee's duties, and current documentation. In case of complicated biological, chemical, medical, or labor law issues, occupational health services or other expert assistance should be engaged.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598942847318,"sku":"GRAVIDA-AMMANDE-ARBETSMILJO-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/riskbedomning-gravida-ammande-2026-2027-afs-2023-2.png?v=1791154525"},{"product_id":"belastningsergonomi-riskbedomning-manuell-hantering-bildskarm-2026-2027","title":"Ergonomics 2026\/2027 – Risk Assessment, Manual Handling \u0026 Display Screen Work Word\/PDF","description":"\n\u003ch2\u003eErgonomics 2026\/2027 – Risk Assessment, Manual Handling \u0026amp; Display Screen Work\u003c\/h2\u003e\n\u003cp\u003eThis is a complete work environment package for employers who need to \u003cstrong\u003einvestigate, perform risk assessments, and implement measures for ergonomic loads\u003c\/strong\u003e. The package covers both physical work tasks and display screen work: working postures, work movements, lifting, carrying, pushing, pulling, repetitive work, hand-intensive work, visual conditions, variation, and recovery.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003eregularly reviewed on October 5, 2026\u003c\/strong\u003e, primarily against \u003cstrong\u003eAFS 2023:10 ch. 6 on ergonomics\u003c\/strong\u003e, Appendix 5 on manual handling, \u003cstrong\u003eAFS 2023:11 ch. 3 on display screens\u003c\/strong\u003e, and AFS 2023:1 on systematic work environment management.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eRisk Assessment – Ergonomics\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eChecklist – Manual Handling \u0026amp; Force Exertion\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAction Plan – Ergonomics\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eRisk Assessment – Display Screen Work \u0026amp; Visual Ergonomics\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eSafety Instruction – Lifting, Carrying, Pushing \u0026amp; Pulling\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat does ergonomics cover?\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:10 ch. 6 applies to operations where employees may be exposed to loads or other conditions that may negatively affect the musculoskeletal system or vocal cords.\u003c\/p\u003e\n\u003cp\u003eIn the investigation, the employer must pay particular attention to:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eworking postures,\u003c\/li\u003e\n\n\u003cli\u003ework movements,\u003c\/li\u003e\n\n\u003cli\u003emanual handling,\u003c\/li\u003e\n\n\u003cli\u003erepetitive work,\u003c\/li\u003e\n\n\u003cli\u003ehand-intensive work,\u003c\/li\u003e\n\n\u003cli\u003evisual conditions that may affect working postures and work movements.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDuration, frequency, and intensity\u003c\/h3\u003e\n\u003cp\u003eThe risk assessment must not only ask \u003cem\u003eif\u003c\/em\u003e a load exists. It must also consider \u003cstrong\u003ehow long, how often, and how much\u003c\/strong\u003e the employee is exposed. Therefore, the main template contains separate fields for duration, frequency, and intensity.\u003c\/p\u003e\n\u003cp\u003eThe package also takes into account that physical, organizational, and social conditions can amplify the load, such as highly controlled work pace, insufficient recovery, lack of autonomy, or inadequate staffing.\u003c\/p\u003e\n\n\u003ch3\u003eWorking postures and work movements\u003c\/h3\u003e\n\u003cp\u003eThe risk assessment helps the employer to identify, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eprolonged or recurring work with a bent or twisted torso,\u003c\/li\u003e\n\n\u003cli\u003ework with hands above shoulder level or below knee level,\u003c\/li\u003e\n\n\u003cli\u003eforce exertion in unfavorable working postures,\u003c\/li\u003e\n\n\u003cli\u003estatic work,\u003c\/li\u003e\n\n\u003cli\u003eextreme or repetitive movements,\u003c\/li\u003e\n\n\u003cli\u003evisual conditions that cause the employee to compensate with poor working postures.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eManual handling – more than just heavy lifting\u003c\/h3\u003e\n\u003cp\u003eManual handling includes all types of transport or movement of loads where the employee, for example, lifts, sets down, pushes, pulls, carries, or moves a load.\u003c\/p\u003e\n\u003cp\u003eThe separate checklist is built around the factors in AFS 2023:10 Appendix 5 and helps the operation assess:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eweight, size, stability, and grip of the load,\u003c\/li\u003e\n\n\u003cli\u003edistance between the load and the body,\u003c\/li\u003e\n\n\u003cli\u003etwisting of the torso,\u003c\/li\u003e\n\n\u003cli\u003ebalance and footing,\u003c\/li\u003e\n\n\u003cli\u003eworkspace and working height,\u003c\/li\u003e\n\n\u003cli\u003ecarrying distance and level differences,\u003c\/li\u003e\n\n\u003cli\u003efrequency and duration,\u003c\/li\u003e\n\n\u003cli\u003erecovery and work pace,\u003c\/li\u003e\n\n\u003cli\u003etechnical aids,\u003c\/li\u003e\n\n\u003cli\u003eindividual and organizational factors.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eNo universal \"maximum weight\"\u003c\/h3\u003e\n\u003cp\u003eA single kilogram limit is not sufficient to determine if a lift is safe. The same weight can entail completely different levels of load depending on grip, working height, distance from the body, twisting, frequency, work environment, and the employee's physical capacity.\u003c\/p\u003e\n\u003cp\u003eThe template is therefore designed for a comprehensive assessment instead of providing a simplified universal maximum weight.\u003c\/p\u003e\n\n\u003ch3\u003eMeasures should start at the source\u003c\/h3\u003e\n\u003cp\u003eThe package follows the Swedish Work Environment Authority's basic prioritization. The employer should primarily:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003eavoid health-hazardous or unnecessarily fatiguing manual handling,\u003c\/li\u003e\n\n\u003cli\u003euse technical aids and improve workplace design,\u003c\/li\u003e\n\n\u003cli\u003ereview work organization, work pace, variation, and recovery,\u003c\/li\u003e\n\n\u003cli\u003etrain and inform the employees.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\u003cp\u003eThe safety instruction does not, therefore, replace the need to technically and organizationally reduce the load.\u003c\/p\u003e\n\n\u003ch3\u003eRepetitive, highly controlled, or constrained work\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:10 states that such work should normally not occur. When it must be performed, the employer shall prevent health-hazardous or unnecessarily fatiguing loads through, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ejob rotation,\u003c\/li\u003e\n\n\u003cli\u003ejob enlargement,\u003c\/li\u003e\n\n\u003cli\u003ebreaks and recovery,\u003c\/li\u003e\n\n\u003cli\u003eincreased variation in physical load,\u003c\/li\u003e\n\n\u003cli\u003egreater opportunity to influence planning and execution.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSeparate action plan\u003c\/h3\u003e\n\u003cp\u003eOnce risks have been identified, decided measures need to be followed from decision to actual effect. The action plan therefore contains fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eidentified risk or deficiency,\u003c\/li\u003e\n\n\u003cli\u003etechnical or organizational measure,\u003c\/li\u003e\n\n\u003cli\u003eperson responsible,\u003c\/li\u003e\n\n\u003cli\u003estart and deadline,\u003c\/li\u003e\n\n\u003cli\u003epriority,\u003c\/li\u003e\n\n\u003cli\u003efollow-up date,\u003c\/li\u003e\n\n\u003cli\u003eeffect on exposure and symptoms,\u003c\/li\u003e\n\n\u003cli\u003eany new risks.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDisplay screen work \u0026amp; visual ergonomics\u003c\/h3\u003e\n\u003cp\u003eThe package also includes a separate risk assessment for computer and display screen work. It covers, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003escreen height and viewing distance,\u003c\/li\u003e\n\n\u003cli\u003edesk depth and forearm support,\u003c\/li\u003e\n\n\u003cli\u003echair and desk,\u003c\/li\u003e\n\n\u003cli\u003ekeyboard, mouse, and other input equipment,\u003c\/li\u003e\n\n\u003cli\u003eglare and reflections,\u003c\/li\u003e\n\n\u003cli\u003elighting,\u003c\/li\u003e\n\n\u003cli\u003evariation and breaks,\u003c\/li\u003e\n\n\u003cli\u003eeye, head, neck, shoulder, and wrist complaints.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eEye examination for display screen work\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:11 contains specific rules on eye examinations for display screen work. The employer shall offer an eye examination to employees who normally work at a display screen for more than one hour per workday, arrange regular examinations, and offer a new examination when symptoms may be related to the visual requirements of the work.\u003c\/p\u003e\n\n\u003ch3\u003eSpecial display screen glasses\u003c\/h3\u003e\n\u003cp\u003eIf the eye examination shows that the employee needs special glasses fitted for display screen work and the glasses normally used do not work for the job, the employer must cover the cost according to the regulations.\u003c\/p\u003e\n\u003cp\u003eThis is handled in the template as a separate control point so that the vision issue is not overlooked in the other ergonomic assessments.\u003c\/p\u003e\n\n\u003ch3\u003eSafety Instruction – Lifting, Carrying, Pushing \u0026amp; Pulling\u003c\/h3\u003e\n\u003cp\u003eThe practical instruction can be used for specific work tasks and contains control points for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eload weight, shape, and stability,\u003c\/li\u003e\n\n\u003cli\u003eplanning of route and destination,\u003c\/li\u003e\n\n\u003cli\u003etechnical aids,\u003c\/li\u003e\n\n\u003cli\u003eworking height and space,\u003c\/li\u003e\n\n\u003cli\u003ecoordinated lifting,\u003c\/li\u003e\n\n\u003cli\u003epushing and pulling,\u003c\/li\u003e\n\n\u003cli\u003estop criteria,\u003c\/li\u003e\n\n\u003cli\u003edocumented briefing with affected employees.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhen should work be stopped or reconsidered?\u003c\/h3\u003e\n\u003cp\u003eThe instruction contains specific stop criteria for situations where:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eaids are missing or broken,\u003c\/li\u003e\n\n\u003cli\u003ethe load is unstable or unknown,\u003c\/li\u003e\n\n\u003cli\u003ethe route or surface is unsuitable,\u003c\/li\u003e\n\n\u003cli\u003ethe force required is greater than planned,\u003c\/li\u003e\n\n\u003cli\u003epain, numbness, or other symptoms occur,\u003c\/li\u003e\n\n\u003cli\u003ethe work deviates from the risk assessment.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhen should an expert ergonomist be consulted?\u003c\/h3\u003e\n\u003cp\u003eOccupational health services, an ergonomist, or other expert help should be used when one's own competence is insufficient, when employees already have symptoms, when the load is complex, or when a more advanced evidence-based assessment method needs to be used.\u003c\/p\u003e\n\n\u003ch3\u003eWhich businesses is the package suitable for?\u003c\/h3\u003e\n\u003cp\u003eThe templates can be adapted for many industries, such as:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eindustry and production,\u003c\/li\u003e\n\n\u003cli\u003ewarehousing and logistics,\u003c\/li\u003e\n\n\u003cli\u003econstruction and civil engineering,\u003c\/li\u003e\n\n\u003cli\u003ehealthcare and care,\u003c\/li\u003e\n\n\u003cli\u003eretail and service,\u003c\/li\u003e\n\n\u003cli\u003etransport,\u003c\/li\u003e\n\n\u003cli\u003eoffice and administrative work,\u003c\/li\u003e\n\n\u003cli\u003eremote and hybrid work,\u003c\/li\u003e\n\n\u003cli\u003eworkshop and maintenance.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eLegally\/regularly reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 5, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:10 ch. 6\u003c\/strong\u003e – Ergonomics.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:10 Appendix 5\u003c\/strong\u003e – Influencing factors for manual handling.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:11 ch. 3\u003c\/strong\u003e – Use of display screens.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – Systematic work environment management.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical item is sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eMust the risk assessment be in writing?\u003c\/strong\u003e\u003cbr\u003eWork environment risks must be handled within the scope of systematic work environment management, and risk assessments must be documented in writing according to AFS 2023:1.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs there a fixed maximum weight for lifting?\u003c\/strong\u003e\u003cbr\u003eNot as a universal rule. The risk assessment must weigh several factors simultaneously.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs manual handling included?\u003c\/strong\u003e\u003cbr\u003eYes. A separate two-page checklist based on the factors in AFS 2023:10 Appendix 5 is included.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs display screen work included?\u003c\/strong\u003e\u003cbr\u003eYes. The package contains a separate risk assessment for display screen work and visual ergonomics.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhen should the employer offer an eye examination?\u003c\/strong\u003e\u003cbr\u003eThe Swedish Work Environment Authority states that those who normally work at a computer or display screen for at least one hour per day must be offered an eye examination.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the package replace an ergonomist?\u003c\/strong\u003e\u003cbr\u003eNo. For complicated loads or symptoms, expert ergonomic competence may be needed.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are general work environment documents and must be adapted to the actual workplace, work tasks, and employee exposure. In the case of complex or serious load risks, occupational health services, an ergonomist, or other expert help should be used.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55598995669334,"sku":"BELASTNINGSERGONOMI-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/riskbedomning-belastningsergonomi-2026-2027-afs-2023-10.png?v=1791155238"},{"product_id":"forsta-hjalpen-krisstod-beredskapsplan-larmrutiner-2026-2027","title":"First Aid \u0026 Crisis Support 2026\/2027 – Preparedness Plan, Emergency Procedures \u0026 Inspection Log Word\/PDF","description":"\n\u003ch2\u003eFirst Aid \u0026amp; Crisis Support 2026\/2027 – Preparedness Plan, Emergency Procedures \u0026amp; Inspection Log\u003c\/h2\u003e\n\u003cp\u003eThis is a complete work environment package for employers who need to \u003cstrong\u003eplan, document, and follow up on first aid and crisis support preparedness\u003c\/strong\u003e. The package helps the organization progress from risk assessment and distribution of responsibilities to emergency procedures, competency planning, equipment inspection, crisis support, and follow-up after serious incidents.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003eregularly reviewed on October 5, 2026\u003c\/strong\u003e, primarily against \u003cstrong\u003eAFS 2023:2 Chapter 4\u003c\/strong\u003e regarding first aid and crisis support, \u003cstrong\u003eAFS 2023:12 Chapter 6\u003c\/strong\u003e regarding safety and first aid equipment, and \u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e regarding systematic work environment management.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePreparedness Plan – First Aid \u0026amp; Crisis Support\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eEmergency \u0026amp; Action Plan – Accident and Acute Illness\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCrisis Support Plan after a Serious Incident\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInspection Log – First Aid, Eyewash \u0026amp; Emergency Shower\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCompetency \u0026amp; Training Plan\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003ePreparedness is required at every workplace\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires the employer to ensure that every workplace has the preparedness and procedures for first aid and crisis support needed, taking into account the nature, scope, and specific risks of the business.\u003c\/p\u003e\n\u003cp\u003eThe preparedness plan helps the organization assess factors such as:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe specific risks of the business,\u003c\/li\u003e\n\n\u003cli\u003ethe number of employees and visitors,\u003c\/li\u003e\n\n\u003cli\u003eshift, night, and lone work,\u003c\/li\u003e\n\n\u003cli\u003ethe size and geographical layout of the workplace,\u003c\/li\u003e\n\n\u003cli\u003edistance and response time to medical care,\u003c\/li\u003e\n\n\u003cli\u003etemporary or mobile workplaces.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eEmployees must be familiar with the organization\u003c\/h3\u003e\n\u003cp\u003eIt is not enough for the procedure to exist in a binder. The employer must ensure that employees are aware of how first aid and crisis support are organized and remain continuously familiar with the procedures.\u003c\/p\u003e\n\u003cp\u003eThe package therefore contains separate sections for introduction, information, training, and recurring follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eA sufficient number of people must be able to provide first aid\u003c\/h3\u003e\n\u003cp\u003eThe employer must ensure there are \u003cstrong\u003ea sufficient number of people available\u003c\/strong\u003e who can provide first aid. Their knowledge and skills must be kept up to date.\u003c\/p\u003e\n\u003cp\u003eThere is no single fixed number that fits every workplace. The number needs to be assessed based on, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe risk level of the business,\u003c\/li\u003e\n\n\u003cli\u003ethe number of people on-site,\u003c\/li\u003e\n\n\u003cli\u003eshift work and night work,\u003c\/li\u003e\n\n\u003cli\u003ethe size of the workplace,\u003c\/li\u003e\n\n\u003cli\u003edistance to medical care and emergency services.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCompetency \u0026amp; Training Plan\u003c\/h3\u003e\n\u003cp\u003eThe separate competency plan helps the employer document:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhich persons have first aid competency,\u003c\/li\u003e\n\n\u003cli\u003ewhich shifts or work areas they cover,\u003c\/li\u003e\n\n\u003cli\u003ewhen training was conducted,\u003c\/li\u003e\n\n\u003cli\u003ewhen knowledge needs to be updated,\u003c\/li\u003e\n\n\u003cli\u003ewhich managers and supervisors have knowledge of crisis support,\u003c\/li\u003e\n\n\u003cli\u003eplanned drills and lessons learned from completed drills.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eManagers and supervisors need knowledge of crisis support\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 requires that managers and supervisors have sufficient knowledge of crisis support to be able to plan and organize the support in an appropriate manner.\u003c\/p\u003e\n\u003cp\u003eCrisis support involves psychological and social care following accidents, acute crisis situations, and similar serious incidents. The package's crisis support plan focuses on organization, support, follow-up, and practical measures – not medical treatment.\u003c\/p\u003e\n\n\u003ch3\u003eCrisis support plan after a serious incident\u003c\/h3\u003e\n\u003cp\u003eThe separate crisis support plan contains, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eacute safety and care,\u003c\/li\u003e\n\n\u003cli\u003eassessment of the need for immediate support,\u003c\/li\u003e\n\n\u003cli\u003eoccupational health services or other professional support,\u003c\/li\u003e\n\n\u003cli\u003epractical support, transport, and company,\u003c\/li\u003e\n\n\u003cli\u003efollow-up plan for those affected and witnesses,\u003c\/li\u003e\n\n\u003cli\u003eorganizational follow-up of what worked and what needs to be changed.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eEmergency \u0026amp; Action Plan for accident and acute illness\u003c\/h3\u003e\n\u003cp\u003eA separate emergency plan helps the workplace decide in advance:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe exact address, gate, floor, and GPS coordinate if needed,\u003c\/li\u003e\n\n\u003cli\u003ewho calls 112 (emergency services),\u003c\/li\u003e\n\n\u003cli\u003ewho meets the ambulance or emergency services,\u003c\/li\u003e\n\n\u003cli\u003ewhere first aid equipment is located,\u003c\/li\u003e\n\n\u003cli\u003ewho informs the responsible manager,\u003c\/li\u003e\n\n\u003cli\u003ehow subsequent crisis support and reporting are initiated.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe package is intentionally not a medical treatment manual. Practical first aid and CPR should be learned through relevant training.\u003c\/p\u003e\n\n\u003ch3\u003ePreparedness for acute illness\u003c\/h3\u003e\n\u003cp\u003eThe Swedish Work Environment Authority's guidance also highlights the need for preparedness for acute illness when employees have informed the employer of health problems that may require emergency assistance.\u003c\/p\u003e\n\u003cp\u003eThe template therefore has a special section where the organization can document practical measures without disclosing more personal medical data than necessary.\u003c\/p\u003e\n\n\u003ch3\u003eFirst aid equipment\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:12 requires that all workplaces have first aid equipment to a sufficient extent. The equipment must be adapted to the risks of the business, be signposted, and be easy to access.\u003c\/p\u003e\n\u003cp\u003eThe inspection log contains fields for location, signage, accessibility, date of last inspection, and decided action.\u003c\/p\u003e\n\n\u003ch3\u003eVisible signage at the workplace\u003c\/h3\u003e\n\u003cp\u003eIn clearly visible places, there should be information about, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhere first aid equipment is located,\u003c\/li\u003e\n\n\u003cli\u003ewhich persons can provide first aid,\u003c\/li\u003e\n\n\u003cli\u003etelephone numbers for the emergency center and transport\/taxi,\u003c\/li\u003e\n\n\u003cli\u003ethe address of the workplace,\u003c\/li\u003e\n\n\u003cli\u003edirections and GPS coordinates when needed.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe inspection log has a special inspection section for this.\u003c\/p\u003e\n\n\u003ch3\u003eEmergency shower – when the business's risks require it\u003c\/h3\u003e\n\u003cp\u003eWhere there is a risk of being splashed with substances that can damage the skin or be easily absorbed through the skin, burns, or fire in clothing, hair, or beard, an emergency shower may be required according to AFS 2023:12.\u003c\/p\u003e\n\u003cp\u003eThe template checks, among other things, that:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe emergency shower is easily accessible,\u003c\/li\u003e\n\n\u003cli\u003ethe path to it is not blocked,\u003c\/li\u003e\n\n\u003cli\u003eit can be triggered even by someone crawling,\u003c\/li\u003e\n\n\u003cli\u003ewater volume and water quality are sufficient,\u003c\/li\u003e\n\n\u003cli\u003ethe inspection is documented.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eEyewash – when there is a risk of eye injury\u003c\/h3\u003e\n\u003cp\u003eWhere particles or substances can enter the eyes and cause damage, an easily accessible eyewash device must be available. It should normally be permanently installed, and supplementary eyewash solution may be needed near the work task.\u003c\/p\u003e\n\n\u003ch3\u003eBiannual documented inspection\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:12 requires the employer to ensure that emergency showers and eyewash devices are checked regularly and that the inspection is \u003cstrong\u003edocumented at least once every six months\u003c\/strong\u003e. The employer must have access to the documentation.\u003c\/p\u003e\n\u003cp\u003eThe included inspection log is designed specifically for this follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eDefibrillator\u003c\/h3\u003e\n\u003cp\u003eDefibrillators are included in the package as an inspection point \u003cstrong\u003eif one is present or deemed necessary\u003c\/strong\u003e. The package does not claim that every workplace must generally have a defibrillator. The need should be assessed based on the business, the risks, and local preparedness.\u003c\/p\u003e\n\n\u003ch3\u003eLocal community agencies and external resources\u003c\/h3\u003e\n\u003cp\u003eWhen planning the procedures, the employer must take into account and, if necessary, contact the local community agencies that may be needed, for example, emergency medical care, emergency services, and social services.\u003c\/p\u003e\n\u003cp\u003eThe preparedness plan therefore contains a contact section for local resources, occupational health services, and transport.\u003c\/p\u003e\n\n\u003ch3\u003eContinuous follow-up\u003c\/h3\u003e\n\u003cp\u003ePreparedness is not a one-time document. The procedures must be followed up continuously and kept up to date.\u003c\/p\u003e\n\u003cp\u003eRevisions should especially be made:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eafter an accident or near-miss,\u003c\/li\u003e\n\n\u003cli\u003eafter a drill that shows deficiencies,\u003c\/li\u003e\n\n\u003cli\u003ewhen premises or work processes change,\u003c\/li\u003e\n\n\u003cli\u003ewhen staffing or shift systems change,\u003c\/li\u003e\n\n\u003cli\u003ewhen new risks are introduced,\u003c\/li\u003e\n\n\u003cli\u003ewhen contact information or responsible persons change.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eComplements your other work environment products\u003c\/h3\u003e\n\u003cp\u003eThis product focuses on the workplace's \u003cstrong\u003epreparedness before and immediately after an acute incident\u003c\/strong\u003e. It complements the Mallbutiken's separate products for Near-miss Reporting\/Workplace Accidents, Violence \u0026amp; Threats, Lone Work, and Chemical Risks.\u003c\/p\u003e\n\n\u003ch3\u003eLegally\/regularly reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 5, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:2 Chapter 4\u003c\/strong\u003e – first aid and crisis support.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:12 Chapter 6 §§ 16–21\u003c\/strong\u003e – equipment, signage, emergency shower, and eyewash.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – systematic work environment management.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical items are sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eDoes every workplace have to have first aid preparedness?\u003c\/strong\u003e\u003cbr\u003eYes. The preparedness and procedures must be adapted to the nature, scope, and specific risks of the business.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eHow many people must be able to perform first aid?\u003c\/strong\u003e\u003cbr\u003eThere is no general fixed number. The employer must ensure that a sufficient number are available based on the business and the risks.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust every workplace have a defibrillator?\u003c\/strong\u003e\u003cbr\u003eThe package treats defibrillators as a needs and inspection point, not as a general legal requirement for all workplaces.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust eyewash and emergency showers be inspected?\u003c\/strong\u003e\u003cbr\u003eYes, when such equipment is present according to the requirements, it must be inspected regularly and the inspection must be documented at least once every six months.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs a CPR manual included?\u003c\/strong\u003e\u003cbr\u003eNo. The package focuses on the employer's organization and documentation. Practical CPR and first aid must be learned through relevant training.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are general work environment materials. Actual preparedness must be adapted to the workplace's risks, staffing, geography, and operations. In case of acute danger or acute illness, the organization's emergency procedure and 112 must be used.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55599066448214,"sku":"FORSTA-HJALPEN-KRISSTOD-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/beredskapsplan-forsta-hjalpen-krisstod-2026-2027.png?v=1791155966"},{"product_id":"medicinska-kontroller-arbetslivet-register-tjanstbarhetsintyg-2026-2027","title":"Workplace Medical Examinations 2026\/2027 – Register, Order Documentation \u0026 Certificates of Fitness Word\/PDF","description":"\n\u003ch2\u003eMedical Check-ups in Working Life 2026\/2027 – Register, Ordering Basis \u0026amp; Fitness Certificates\u003c\/h2\u003e\n\u003cp\u003eThis is a complete administrative employer package for organizations that need to \u003cstrong\u003eidentify, plan, order, and follow up on medical check-ups in working life\u003c\/strong\u003e in accordance with AFS 2023:15.\u003c\/p\u003e\n\u003cp\u003eThe package is specifically designed for HR, work environment managers, supervisors, and companies that need to keep track of which jobs are covered, which individuals should be offered a check-up, when the next check-up should take place, which fitness certificates are valid, and how the results from the check-ups should be integrated into systematic work environment management.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003eregularly reviewed on October 5, 2026\u003c\/strong\u003e, against the current consolidated version of \u003cstrong\u003eAFS 2023:15 regarding medical check-ups in working life\u003c\/strong\u003e, including amendments that entered into force during 2026.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eThis is included\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eMapping – Medical Check-ups in Working Life\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eRegister \u0026amp; Annual Plan – Medical Check-ups\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eOrdering Basis – Medical Check-up\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eFitness Certificate – Control \u0026amp; Follow-up\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAction Plan after Medical Check-up\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eDetailed user guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat does AFS 2023:15 regulate?\u003c\/h3\u003e\n\u003cp\u003eThe regulations contain requirements for medical check-ups, fitness certificates, and biological exposure monitoring for certain types of work and exposures. The purpose is, among other things, to detect signs of work-related ill health early and provide a basis for preventive measures in the workplace.\u003c\/p\u003e\n\n\u003ch3\u003eRisk areas that the package helps you map\u003c\/h3\u003e\n\u003cp\u003eThe mapping template contains control points for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003evibrations,\u003c\/li\u003e\n\n\u003cli\u003ehand-intensive work,\u003c\/li\u003e\n\n\u003cli\u003enight work,\u003c\/li\u003e\n\n\u003cli\u003eallergy-causing chemical substances,\u003c\/li\u003e\n\n\u003cli\u003easbestos, certain synthetic inorganic fibers, and quartz,\u003c\/li\u003e\n\n\u003cli\u003elead, cadmium, and mercury,\u003c\/li\u003e\n\n\u003cli\u003eclimbing with a large difference in level,\u003c\/li\u003e\n\n\u003cli\u003esmoke and chemical diving,\u003c\/li\u003e\n\n\u003cli\u003ediving work,\u003c\/li\u003e\n\n\u003cli\u003eother work where risk assessment shows that a medical check-up is justified.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eMedical check-up is voluntary – but a fitness certificate may be a requirement for the work\u003c\/h3\u003e\n\u003cp\u003eWhen the employer is to arrange a medical check-up, the employee must be informed about why the check-up is needed, what it entails, and that participation in the medical check-up is voluntary.\u003c\/p\u003e\n\u003cp\u003eIn work where AFS 2023:15 requires a \u003cstrong\u003evalid fitness certificate\u003c\/strong\u003e, the employer may, however, only employ or hire out an employee who has a valid certificate for the work in question.\u003c\/p\u003e\n\u003cp\u003eThe package therefore clearly distinguishes between:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emedical check-ups without a fitness certificate,\u003c\/li\u003e\n\n\u003cli\u003emedical check-ups with a fitness certificate,\u003c\/li\u003e\n\n\u003cli\u003ebiological exposure monitoring.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe employer must provide the correct information before the check-up\u003c\/h3\u003e\n\u003cp\u003eThe ordering basis contains a documented information checklist for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhy the check-up is needed,\u003c\/li\u003e\n\n\u003cli\u003ewhat the check-up entails,\u003c\/li\u003e\n\n\u003cli\u003ethat the check-up is voluntary,\u003c\/li\u003e\n\n\u003cli\u003ewhat applies when a fitness certificate is required,\u003c\/li\u003e\n\n\u003cli\u003ethat the certificate may contain a validity period or a limitation to certain work tasks or workstations.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe risk assessment must accompany the request to the provider\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:15 requires the employer to inform the person performing the medical check-up about the risk assessments that form the basis for the need for the check-up.\u003c\/p\u003e\n\u003cp\u003eThe ordering template therefore has specific fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003erisk assessment,\u003c\/li\u003e\n\n\u003cli\u003eexposure assessment and measurement data,\u003c\/li\u003e\n\n\u003cli\u003ework tasks and working hours,\u003c\/li\u003e\n\n\u003cli\u003eprotective measures and personal protective equipment,\u003c\/li\u003e\n\n\u003cli\u003eother relevant work environment conditions.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eOrder feedback that can be used in SAM\u003c\/h3\u003e\n\u003cp\u003eThe employer's order should not only concern the examination itself. It should also include feedback to the employee and relevant feedback to the employer.\u003c\/p\u003e\n\u003cp\u003eThe provider must, among other things, assess whether there are signs of a link between ill health and factors in the work environment and, if possible, suggest preventive measures. The employer must receive the feedback that can be used in the continued systematic work environment management and work adaptation, insofar as confidentiality or professional secrecy does not prevent it.\u003c\/p\u003e\n\n\u003ch3\u003eRegister and annual plan\u003c\/h3\u003e\n\u003cp\u003eThe separate annual plan helps the business keep track of:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhich employees or groups are covered,\u003c\/li\u003e\n\n\u003cli\u003ewhat type of medical check-up applies,\u003c\/li\u003e\n\n\u003cli\u003ewhen the last check-up was carried out,\u003c\/li\u003e\n\n\u003cli\u003ewhen the next check-up must be carried out at the latest,\u003c\/li\u003e\n\n\u003cli\u003estatus and booking,\u003c\/li\u003e\n\n\u003cli\u003evalidity period for fitness certificates.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eVibrations\u003c\/h3\u003e\n\u003cp\u003eMedical check-ups must, under certain conditions, be arranged for vibration exposure, including when the exposure exceeds the action value for hand-arm vibrations or when there is suspicion of vibration-related ill health.\u003c\/p\u003e\n\u003cp\u003eThe current regulation also contains time requirements for initial and recurring check-ups as well as special check-ups when the employer becomes aware of new or worsened signs of vibration injury.\u003c\/p\u003e\n\n\u003ch3\u003eHand-intensive work\u003c\/h3\u003e\n\u003cp\u003eFor hand-intensive work, a medical check-up may be required when the risk assessment shows an increased risk of musculoskeletal disorders despite measures taken. The package's register makes it possible to link these check-ups to the ergonomic risk assessment and monitor recurring intervals.\u003c\/p\u003e\n\n\u003ch3\u003eNight work\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:15 contains special requirements for medical check-ups for night workers. The regulation defines, among other things, night work based on work between 10:00 PM and 6:00 AM and contains different recurring intervals depending on the employee's age.\u003c\/p\u003e\n\n\u003ch3\u003eAsbestos, fibers, and quartz\u003c\/h3\u003e\n\u003cp\u003eFor certain work involving exposure to asbestos, certain synthetic inorganic fibers, and quartz or cristobalite, medical check-ups with assessment for a fitness certificate are required when the regulation's conditions are met.\u003c\/p\u003e\n\u003cp\u003eThe package helps the employer document which exposure basis lies behind the assessment and monitor the certificate's validity.\u003c\/p\u003e\n\n\u003ch3\u003eLead, cadmium, and mercury\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:15 contains special rules on medical check-ups and biological exposure monitoring for exposure to certain metals.\u003c\/p\u003e\n\u003cp\u003eThe consolidated regulation has been changed since the original version. Among other things, lowered biological limit values for lead entered into force on \u003cstrong\u003eApril 9, 2026\u003c\/strong\u003e. The package therefore does not hard-code biological limit values but instructs the user to always check the current consolidated version.\u003c\/p\u003e\n\n\u003ch3\u003eClimbing with a large difference in level\u003c\/h3\u003e\n\u003cp\u003eFor work involving climbing with a difference in level of more than 13 meters, for example in a mast, pole, ladder, or tree, where there is a risk of a free or uncontrolled fall or where rescue is difficult, a medical check-up with a fitness certificate may be required.\u003c\/p\u003e\n\n\u003ch3\u003eSmoke and chemical diving and diving work\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:15 contains special rules on fitness certificates and recurring medical check-ups for smoke\/chemical diving and diving work. The intervals differ between work types and can also be affected by the employee's age or what is stated in the certificate.\u003c\/p\u003e\n\n\u003ch3\u003eFitness certificate – employer's check, not the doctor's assessment\u003c\/h3\u003e\n\u003cp\u003eThe included document \u003cstrong\u003eFitness Certificate – Control \u0026amp; Follow-up\u003c\/strong\u003e is explicitly an employer register. It is \u003cstrong\u003enot a medical fitness certificate\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe template helps the employer check:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethat a valid certificate exists before the work begins,\u003c\/li\u003e\n\n\u003cli\u003ethat the certificate applies to the correct work or workstation,\u003c\/li\u003e\n\n\u003cli\u003eany limitations,\u003c\/li\u003e\n\n\u003cli\u003ethe certificates' expiry date,\u003c\/li\u003e\n\n\u003cli\u003ewhen a new check-up needs to be ordered.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe results must be used in work environment management\u003c\/h3\u003e\n\u003cp\u003eThe employer must take note of relevant feedback from the medical check-up, use it in their systematic work environment management, and take the measures necessary to prevent ill health and accidents.\u003c\/p\u003e\n\u003cp\u003eTherefore, a separate \u003cstrong\u003eAction Plan after Medical Check-up\u003c\/strong\u003e is included, with follow-up of both the measure and the actual effect.\u003c\/p\u003e\n\n\u003ch3\u003ePrivacy and medical personal data\u003c\/h3\u003e\n\u003cp\u003eMedical data is sensitive. The package is therefore designed so that the employer can document their administration without building up their own medical record.\u003c\/p\u003e\n\u003cp\u003eThe employer's register focuses on information such as:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethat a check-up has been offered or carried out,\u003c\/li\u003e\n\n\u003cli\u003ewhich check-up type applies,\u003c\/li\u003e\n\n\u003cli\u003ethat a fitness certificate exists,\u003c\/li\u003e\n\n\u003cli\u003ethe certificates' validity period,\u003c\/li\u003e\n\n\u003cli\u003erelevant work environment feedback that may be used.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCurrent consolidated version is important\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:15 entered into force on January 1, 2025, but has since been changed. The current consolidated version contains amendments up to and including AFS 2025:7, while a separate amendment according to AFS 2025:4 does not enter into force until 2029.\u003c\/p\u003e\n\u003cp\u003eIt is therefore important that the employer checks the current regulation when a concrete check-up or exposure is to be assessed.\u003c\/p\u003e\n\n\u003ch3\u003eLegally\/regularly reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 5, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:15\u003c\/strong\u003e – Medical check-ups in working life, current consolidated version.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2025:3\u003c\/strong\u003e – amendments including the rules on lead.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2025:7\u003c\/strong\u003e – amendments that expanded the scope for certain medical check-ups.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – systematic work environment management.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003eRelevant risk regulations, for example, AFS 2023:10 and AFS 2023:13, depending on exposure.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical item is sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCommon questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eAre medical check-ups voluntary?\u003c\/strong\u003e\u003cbr\u003eThe employer must inform that medical check-ups are voluntary. In work where a valid fitness certificate is required, the employer may, however, only allow people with a valid certificate to carry out the work.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs a medical fitness certificate included?\u003c\/strong\u003e\u003cbr\u003eNo. Such a certificate must be issued by a qualified physician. The package contains the employer's register and follow-up of the certificate.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the package be used for night work?\u003c\/strong\u003e\u003cbr\u003eYes. Night work is included as one of the control areas according to AFS 2023:15.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the package be used for vibrations and hand-intensive work?\u003c\/strong\u003e\u003cbr\u003eYes. Both areas are included in mapping, register, and planning.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs biological exposure monitoring included?\u003c\/strong\u003e\u003cbr\u003eThe package contains administrative support to identify and follow up on such requirements, but the actual sampling and medical management are carried out by a qualified entity.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhy are not all limit values in the template?\u003c\/strong\u003e\u003cbr\u003eSince the regulation can be changed and several values have already been changed during 2026, current biological and exposure-related limits must always be obtained from the applicable consolidated regulation.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are administrative work environment materials. They do not replace medical expertise, occupational health services, a qualified physician, or individual assessment. Always check the current version of AFS 2023:15 for the specific exposure and work situation.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55599099740502,"sku":"MEDICINSKA-KONTROLLER-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/kartlaggning-medicinska-kontroller-arbetslivet-2026-2027.png?v=1791156612"},{"product_id":"buller-vibrationer-arbetsmiljo-riskbedomning-exponeringsregister-2026-2027","title":"Noise \u0026 Vibrations in the Work Environment 2026\/2027 – Risk Assessment, Exposure Register \u0026 Action Plan Word\/PDF","description":"\n\u003ch2\u003eNoise \u0026amp; Vibrations in the Work Environment 2026\/2027 – Risk Assessment, Exposure Register \u0026amp; Action Plan\u003c\/h2\u003e\n\u003cp\u003eThis is a complete work environment package for employers who need to \u003cstrong\u003eassess, perform risk assessments, measure, document, and reduce exposure to noise and vibrations\u003c\/strong\u003e. The package covers noise, hand-arm vibrations, and whole-body vibrations, and is designed to be used as a practical component of systematic work environment management.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003eregularly reviewed on October 5, 2026\u003c\/strong\u003e, primarily against \u003cstrong\u003eAFS 2023:10 ch. 2–3\u003c\/strong\u003e, \u003cstrong\u003eAFS 2023:15\u003c\/strong\u003e regarding medical check-ups for vibrations, and \u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e regarding systematic work environment management.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRisk Assessment – Noise \u0026amp; Vibrations\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eNoise Exposure – Measurement \u0026amp; Action Register\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eVibration Exposure – A(8) Register\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAction Plan – Noise \u0026amp; Vibrations\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSafety Instruction – Noise \u0026amp; Vibrations\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eNoise – action values and limit values\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:10 contains clear exposure values for noise. The package includes these directly in the templates:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDaily noise exposure level LEX,8h:\u003c\/strong\u003e lower action value 80 dB, upper action value 85 dB, and limit value 85 dB.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eMaximum A-weighted sound pressure level LpAFmax:\u003c\/strong\u003e upper action value 115 dB and limit value 115 dB.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePeak value LpCpeak:\u003c\/strong\u003e action value 135 dB and limit value 135 dB.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eWhen assessing against action values, the employer \u003cstrong\u003emust not subtract the attenuation of hearing protection\u003c\/strong\u003e. When assessing against limit values, the attenuation of hearing protection may be taken into account when hearing protection is worn.\u003c\/p\u003e\n\n\u003ch3\u003eMeasurement and exposure assessment\u003c\/h3\u003e\n\u003cp\u003eThe employer must assess noise exposure and, if necessary, conduct measurements to clarify whether action values or limit values are reached or exceeded.\u003c\/p\u003e\n\u003cp\u003eThe noise register therefore contains fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ework tasks and location,\u003c\/li\u003e\n\n\u003cli\u003eLEX,8h,\u003c\/li\u003e\n\n\u003cli\u003eLpAFmax,\u003c\/li\u003e\n\n\u003cli\u003eLpCpeak,\u003c\/li\u003e\n\n\u003cli\u003emeasurement method and date,\u003c\/li\u003e\n\n\u003cli\u003eclassification against action and limit values.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe risk assessment covers more than decibels\u003c\/h3\u003e\n\u003cp\u003eIn the noise risk assessment, the employer also needs to consider:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003elevel, type, and duration, including impulse noise,\u003c\/li\u003e\n\n\u003cli\u003eparticularly sensitive employees,\u003c\/li\u003e\n\n\u003cli\u003einteraction between noise and ototoxic substances,\u003c\/li\u003e\n\n\u003cli\u003einteraction between noise and vibrations,\u003c\/li\u003e\n\n\u003cli\u003erisk of masking warning signals or other important communication,\u003c\/li\u003e\n\n\u003cli\u003emanufacturer data and the possibility of choosing quieter equipment,\u003c\/li\u003e\n\n\u003cli\u003eresults from hearing tests,\u003c\/li\u003e\n\n\u003cli\u003eselection and attenuation of hearing protection.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eLower action value – information and access to protection\u003c\/h3\u003e\n\u003cp\u003eWhen noise exposure reaches or exceeds the lower action value, the employer must provide the affected employees with information and training on the risks and how to prevent them.\u003c\/p\u003e\n\u003cp\u003eIf the risks cannot be prevented in other ways, hearing protection must be made available from the lower action value.\u003c\/p\u003e\n\n\u003ch3\u003eUpper action value – active action level\u003c\/h3\u003e\n\u003cp\u003eWhen exposure reaches or exceeds any of the upper action values, the employer must investigate the cause and take measures to reduce the exposure.\u003c\/p\u003e\n\u003cp\u003eAt this level, the following must be done, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ehearing protection must be used when risks cannot be prevented in other ways,\u003c\/li\u003e\n\n\u003cli\u003emandatory signs for hearing protection must be present where the requirements are met,\u003c\/li\u003e\n\n\u003cli\u003ethe area should be cordoned off and access limited if possible,\u003c\/li\u003e\n\n\u003cli\u003ehearing tests must be offered to affected employees.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eHearing test\u003c\/h3\u003e\n\u003cp\u003eThe employer must offer a hearing test to employees exposed to noise that reaches or exceeds any of the upper action values.\u003c\/p\u003e\n\u003cp\u003eHearing tests should also be offered at levels from the lower action value when the risk assessment and exposure assessment indicate a risk of hearing damage.\u003c\/p\u003e\n\u003cp\u003eThe package's noise register therefore contains a separate follow-up section for offered hearing tests, results accessible to the employer, and decided work environment measures.\u003c\/p\u003e\n\n\u003ch3\u003eIf hearing damage is detected\u003c\/h3\u003e\n\u003cp\u003eIf a hearing test shows hearing damage and it is assessed as likely due to noise at work, the employer needs to, among other things, revise the risk assessment and measures, consider other employment without continued harmful exposure, and manage the need for examinations for other employees with similar exposure.\u003c\/p\u003e\n\n\u003ch3\u003eVibrations – hand-arm and whole-body\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:10 specifies the following daily exposure values A(8):\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eHand-arm vibrations:\u003c\/strong\u003e action value 2.5 m\/s² and limit value 5.0 m\/s².\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWhole-body vibrations:\u003c\/strong\u003e action value 0.5 m\/s² and limit value 1.1 m\/s².\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe package's vibration register has specific sections for both hand-arm and whole-body.\u003c\/p\u003e\n\n\u003ch3\u003eCalculate the total daily A(8) exposure\u003c\/h3\u003e\n\u003cp\u003eAn employee may use several vibrating machines or vehicles during the same workday. Exposure therefore needs to be assessed for each part-task and then combined into the total daily A(8) exposure.\u003c\/p\u003e\n\u003cp\u003eThe register contains fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emachine or work task,\u003c\/li\u003e\n\n\u003cli\u003etype of vibration,\u003c\/li\u003e\n\n\u003cli\u003evibration value,\u003c\/li\u003e\n\n\u003cli\u003eusage time per day,\u003c\/li\u003e\n\n\u003cli\u003esource or measurement,\u003c\/li\u003e\n\n\u003cli\u003efinal A(8) assessment per employee or group.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eManufacturer data or measurement?\u003c\/h3\u003e\n\u003cp\u003eVibration exposure can, under certain conditions, be estimated based on relevant manufacturer data combined with the actual usage time. If the data is not representative or if the uncertainty is too high, measurement may be needed.\u003c\/p\u003e\n\u003cp\u003eThe template therefore contains checkpoints for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhether manufacturer data corresponds to actual usage,\u003c\/li\u003e\n\n\u003cli\u003ewhether measurement has been carried out where necessary,\u003c\/li\u003e\n\n\u003cli\u003ewhether exposure time is representative,\u003c\/li\u003e\n\n\u003cli\u003ewhether several machines have been summed up,\u003c\/li\u003e\n\n\u003cli\u003ewhether shocks and intermittent exposure have been considered.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eMeasures for vibrations\u003c\/h3\u003e\n\u003cp\u003eWhen vibration exposure exceeds the action value, or when the risk assessment otherwise warrants it, the employer must reduce the exposure.\u003c\/p\u003e\n\u003cp\u003eExamples of measures that the template package helps to plan:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ealternative work methods,\u003c\/li\u003e\n\n\u003cli\u003eequipment with a lower vibration level,\u003c\/li\u003e\n\n\u003cli\u003edamping seats or handles,\u003c\/li\u003e\n\n\u003cli\u003emaintenance of equipment and workspace,\u003c\/li\u003e\n\n\u003cli\u003eimproved workplace design,\u003c\/li\u003e\n\n\u003cli\u003etraining in correct use,\u003c\/li\u003e\n\n\u003cli\u003elimited exposure time and job rotation,\u003c\/li\u003e\n\n\u003cli\u003esufficient rest periods,\u003c\/li\u003e\n\n\u003cli\u003eprotection against cold and moisture during hand-arm exposure.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eLimit values must not be exceeded\u003c\/h3\u003e\n\u003cp\u003eIf a vibration limit value is exceeded nonetheless, the employer must immediately:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ereduce exposure so that it is below the limit value,\u003c\/li\u003e\n\n\u003cli\u003einvestigate the cause of the exceedance,\u003c\/li\u003e\n\n\u003cli\u003etake measures to prevent it from happening again.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\u003cp\u003eThe same basic principle applies to noise: employees must not be exposed above noise limit values.\u003c\/p\u003e\n\n\u003ch3\u003eMedical check-up for hand-arm vibrations\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:15 requires a medical check-up for employees exposed to hand-arm vibrations when:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eexposure exceeds the action value of 2.5 m\/s² A(8),\u003c\/li\u003e\n\n\u003cli\u003eexposure occurs in a way that gives reason to suspect a risk of ill health, or\u003c\/li\u003e\n\n\u003cli\u003esimilar exposure has caused or given reason to suspect a vibration injury in another employee.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eAccording to the regulation, the check-up should normally be carried out before the employee is assigned to the work and thereafter periodically at intervals of no more than three years. For new or worsening signs of vibration injury, there are specific time requirements.\u003c\/p\u003e\n\n\u003ch3\u003eSpecific symptoms to report\u003c\/h3\u003e\n\u003cp\u003eThe safety instruction reminds employees to report, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003enumbness and tingling,\u003c\/li\u003e\n\n\u003cli\u003ewhite fingers,\u003c\/li\u003e\n\n\u003cli\u003eimpaired sensation,\u003c\/li\u003e\n\n\u003cli\u003epain in hands\/arms,\u003c\/li\u003e\n\n\u003cli\u003eback or neck problems with whole-body vibrations,\u003c\/li\u003e\n\n\u003cli\u003etinnitus or other new\/worsened hearing impairment.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eAction hierarchy – start at the source\u003c\/h3\u003e\n\u003cp\u003eThe separate action plan prioritizes:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003eeliminate or replace noisy\/vibrating methods,\u003c\/li\u003e\n\n\u003cli\u003etechnical measures,\u003c\/li\u003e\n\n\u003cli\u003eorganizational measures,\u003c\/li\u003e\n\n\u003cli\u003epersonal protective equipment for remaining noise risk.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\u003cp\u003eHearing protection is important when needed but should not be used as a substitute for technical and organizational measures that can reasonably be implemented.\u003c\/p\u003e\n\n\u003ch3\u003eEffect check after measures\u003c\/h3\u003e\n\u003cp\u003eThe package contains specific fields for comparing pre- and post-values and documenting whether the measure has actually reduced exposure. This turns the action plan into an active work environment tool instead of a list of completed activities.\u003c\/p\u003e\n\n\u003ch3\u003eComplements Medical Check-ups in Working Life\u003c\/h3\u003e\n\u003cp\u003eThis product focuses on \u003cstrong\u003erisk assessment, exposure assessment, measurement, and actions\u003c\/strong\u003e. It complements the Mallbutiken separate product \u003cstrong\u003eMedical Check-ups in Working Life 2026\/2027\u003c\/strong\u003e, which focuses on administration, registers, ordering documentation, and follow-up of medical check-ups and fitness certificates.\u003c\/p\u003e\n\n\u003ch3\u003eLegally\/regulation-wise reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 5, 2026\u003c\/strong\u003e, based on, among others:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:10 ch. 2\u003c\/strong\u003e – noise.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:10 ch. 3\u003c\/strong\u003e – vibrations.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:10 appendix 2–4\u003c\/strong\u003e – calculation and exposure values for vibrations.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:15 ch. 3 §§ 1–3\u003c\/strong\u003e – medical check-ups for vibrations.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – systematic work environment management.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical item is sent.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eIs 85 dB always allowed if hearing protection is used?\u003c\/strong\u003e\u003cbr\u003eNo. 85 dB is both the upper action value and limit value for daily noise exposure, but the rules differ between how action values and limit values are assessed. For action values, hearing protection attenuation is disregarded.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust noise always be measured?\u003c\/strong\u003e\u003cbr\u003eThe employer must assess the exposure and take measurements to the extent necessary to determine whether action values or limit values are reached or exceeded.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan manufacturer data be used for vibrations?\u003c\/strong\u003e\u003cbr\u003eYes, when the data is relevant to the actual usage. Otherwise, measurement or other better exposure assessments may be needed.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust several vibrating machines be added together?\u003c\/strong\u003e\u003cbr\u003eYes. The total daily exposure must be assessed when the employee uses several vibrating machines or vehicles.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhen is a medical check-up required for vibrations?\u003c\/strong\u003e\u003cbr\u003eAmong other instances, when hand-arm exposure exceeds the action value or when there are specific reasons to suspect vibration-related ill health.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the package replace professional measurement?\u003c\/strong\u003e\u003cbr\u003eNo. When the operation's own assessment is not sufficient, expert measurement or occupational health services should be used.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are general work environment materials. The actual assessment must be adapted to work tasks, machines, exposure patterns, measurement uncertainty, and the employees' individual conditions. In cases of complicated exposures or values close to action\/limit values, competent measurement expertise or occupational medical assistance should be sought.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55599171174742,"sku":"BULLER-VIBRATIONER-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/riskbedomning-buller-vibrationer-2026-2027-afs-2023-10.png?v=1791157409"},{"product_id":"fallrisk-arbete-pa-hojd-riskbedomning-fallskyddsplan-2026-2027","title":"Fall Risk \u0026 Work at Height 2026\/2027 – Risk Assessment, Fall Protection Plan \u0026 Rescue Plan Word\/PDF","description":"\n\u003ch2\u003eFall Risk \u0026amp; Working at Heights 2026\/2027 – Risk Assessment, Fall Protection Plan \u0026amp; Rescue Plan\u003c\/h2\u003e\n\u003cp\u003eThis is a comprehensive work environment package for employers, contractors, and supervisors who need to \u003cstrong\u003eplan, assess risks for, and document work where falls to a lower level may occur\u003c\/strong\u003e. The package is particularly useful in construction, civil engineering, industry, maintenance, property management, installation, and technical service.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003eregularly reviewed on October 5, 2026\u003c\/strong\u003e, primarily against \u003cstrong\u003eAFS 2023:13\u003c\/strong\u003e concerning risks in certain types of work and fall risks in construction and civil engineering work, \u003cstrong\u003eAFS 2023:11\u003c\/strong\u003e concerning work equipment and personal protective equipment, and \u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e concerning systematic work environment management.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 separate documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 12 A4 pages per format series\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRisk Assessment – Fall Risk \u0026amp; Working at Heights\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFall Protection Plan – Working at Heights\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInspection Log – Personal Fall Protection\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRescue Plan – Fall \u0026amp; Suspension in Harness\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eStart-up Checklist – Working at Heights\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFall risks must be prevented at the planning stage\u003c\/h3\u003e\n\u003cp\u003eThe employer shall organize the work so that the risk of falling is prevented. For construction and civil engineering work, AFS 2023:13 states that the risk of falling to a lower level must be prevented both during the work itself and during movements related to the work.\u003c\/p\u003e\n\u003cp\u003eThe risk assessment helps you document, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eopen edges and roof edges,\u003c\/li\u003e\n\n\u003cli\u003eholes and openings in floor structures or roofs,\u003c\/li\u003e\n\n\u003cli\u003esteep, slippery, or fragile roofs,\u003c\/li\u003e\n\n\u003cli\u003eladders, trestles, and scaffolding,\u003c\/li\u003e\n\n\u003cli\u003ework platforms, lifts, and work baskets,\u003c\/li\u003e\n\n\u003cli\u003eclimbing, poles, and masts,\u003c\/li\u003e\n\n\u003cli\u003eweather, wind, ice, and rain,\u003c\/li\u003e\n\n\u003cli\u003ependulum falls and sharp edges,\u003c\/li\u003e\n\n\u003cli\u003efalling objects,\u003c\/li\u003e\n\n\u003cli\u003eaccess, movement, and simultaneous work.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eTwo meters – an important limit but not a general \"free zone\" below two meters\u003c\/h3\u003e\n\u003cp\u003eIn construction and civil engineering work, fall risks at a height of \u003cstrong\u003e2 meters or more\u003c\/strong\u003e must normally be prevented with collective fall protection devices.\u003c\/p\u003e\n\u003cp\u003eThis does not mean that falls from below two meters are automatically harmless. A lower fall height can still pose a serious risk depending on, for example, the surface, water, machinery, protruding objects, or other circumstances. The package therefore clearly distinguishes between the 2-meter rule itself and the broader obligation to assess fall risks.\u003c\/p\u003e\n\n\u003ch3\u003eCollective fall protection should be chosen first\u003c\/h3\u003e\n\u003cp\u003eCollective fall protection protects several people simultaneously and should normally be prioritized over personal fall protection.\u003c\/p\u003e\n\u003cp\u003eExamples of collective solutions:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eguardrails,\u003c\/li\u003e\n\n\u003cli\u003efixed or mobile work platforms,\u003c\/li\u003e\n\n\u003cli\u003ework baskets,\u003c\/li\u003e\n\n\u003cli\u003escaffolding with guardrails,\u003c\/li\u003e\n\n\u003cli\u003efall arrest nets.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe fall protection plan contains a clear hierarchy of measures: \u003cstrong\u003eeliminate the fall risk → collective fall protection → personal fall protection → administrative supplements\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eGuardrails and openings\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:13 contains specific requirements for guardrails in construction and civil engineering work. Guardrails must be sturdy and normally at least 1 meter high, and must include a toeboard, an intermediate rail, and a top rail, or equivalent protection.\u003c\/p\u003e\n\u003cp\u003eOpenings and holes in floor structures, roofs, or similar areas where someone could fall or step through must be provided without delay with guardrails or protective covers that cannot be unintentionally displaced.\u003c\/p\u003e\n\n\u003ch3\u003ePersonal fall protection – only after the correct risk assessment\u003c\/h3\u003e\n\u003cp\u003ePersonal fall protection should not be the primary solution when collective protection is possible. When personal fall protection is used, the employer needs to ensure, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethat the system is correct for the specific task,\u003c\/li\u003e\n\n\u003cli\u003ethat the components may be combined according to the user instructions,\u003c\/li\u003e\n\n\u003cli\u003ethat the anchor device or anchor point is suitable,\u003c\/li\u003e\n\n\u003cli\u003ethat pendulum falls have been assessed,\u003c\/li\u003e\n\n\u003cli\u003ethat the minimum clearance below the user is sufficient,\u003c\/li\u003e\n\n\u003cli\u003ethat sharp edges, heat, and chemicals have been considered,\u003c\/li\u003e\n\n\u003cli\u003ethat the user has the correct training and practical experience.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFall restraint or fall arrest systems?\u003c\/h3\u003e\n\u003cp\u003eThe package distinguishes between several types of personal systems:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFall restraint system\u003c\/strong\u003e – limits movement so the user cannot reach the fall edge.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFall arrest system\u003c\/strong\u003e – stops and brakes a fall and requires sufficient clearance below the user.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWork positioning\u003c\/strong\u003e – provides support in the work position but must be combined with other fall protection when there is a risk of falling.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRope access\u003c\/strong\u003e – a special method with separate working and safety lines and specific competence requirements.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eAnchoring and clearance\u003c\/h3\u003e\n\u003cp\u003eThe manufacturer's user instructions are crucial. They specify, among other things, how the equipment may be anchored and the minimum clearance required for a fall to be arrested without the user hitting the ground or obstacles.\u003c\/p\u003e\n\u003cp\u003eThe fall protection plan therefore contains fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003elocation of the anchor point,\u003c\/li\u003e\n\n\u003cli\u003eanchor height,\u003c\/li\u003e\n\n\u003cli\u003erequired clearance according to user instructions,\u003c\/li\u003e\n\n\u003cli\u003eactual available clearance,\u003c\/li\u003e\n\n\u003cli\u003ependulum fall,\u003c\/li\u003e\n\n\u003cli\u003eedge loading and specific limitations.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eInspection log for personal fall protection equipment\u003c\/h3\u003e\n\u003cp\u003eThe employer is responsible for ensuring that personal protective equipment is maintained, inspected, repaired, and stored so that its protective effect is retained. Damaged equipment or equipment suspected of having insufficient protective effect must not be used.\u003c\/p\u003e\n\u003cp\u003eThe inspection log documents, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eharness, lanyards, energy absorbers, and fall arrest blocks,\u003c\/li\u003e\n\n\u003cli\u003econnectors and carabiners,\u003c\/li\u003e\n\n\u003cli\u003eanchor devices,\u003c\/li\u003e\n\n\u003cli\u003eserial number and equipment ID,\u003c\/li\u003e\n\n\u003cli\u003einspections and maintenance,\u003c\/li\u003e\n\n\u003cli\u003eincidents where the equipment was loaded,\u003c\/li\u003e\n\n\u003cli\u003estorage and disposal.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eInspection before each use\u003c\/h3\u003e\n\u003cp\u003eThe Swedish Work Environment Authority's guidance states that the user should inspect their fall protection equipment before each use according to the manufacturer's user instructions. The package therefore contains checkpoints for seams, webbing, lanyards, metal components, locking functions, labeling, and visible damage.\u003c\/p\u003e\n\n\u003ch3\u003eRescue must be planned\u003c\/h3\u003e\n\u003cp\u003ePersonal fall protection stops a fall but does not mean that the suspended person is safe. A person suspended in a full-body harness can be subjected to serious circulatory effects, often called suspension trauma or orthostatic shock.\u003c\/p\u003e\n\u003cp\u003eThe separate rescue plan helps the employer decide in advance:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ehow to reach the person,\u003c\/li\u003e\n\n\u003cli\u003ewhether the person should be lifted or lowered,\u003c\/li\u003e\n\n\u003cli\u003ewhat rescue equipment is available,\u003c\/li\u003e\n\n\u003cli\u003ewho leads the rescue,\u003c\/li\u003e\n\n\u003cli\u003ewho calls 112,\u003c\/li\u003e\n\n\u003cli\u003ewho meets the emergency services,\u003c\/li\u003e\n\n\u003cli\u003ehow the rescue can be carried out without exposing the rescuer to a new fall risk.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003ePersonal fall protection and lone working\u003c\/h3\u003e\n\u003cp\u003eThe Swedish Work Environment Authority's guidance states that work using personal fall protection equipment should not be performed as lone work. The package therefore contains an explicit checkpoint to ensure that rescue resources and backup are actually available when personal fall protection is used.\u003c\/p\u003e\n\n\u003ch3\u003eLadders and trestles\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:11 states that ladders and trestles may only be used as access routes and for short-term work when the risks are so low that safer equipment is not justified.\u003c\/p\u003e\n\u003cp\u003eThe start-up checklist therefore checks, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eif a ladder is truly the correct work equipment,\u003c\/li\u003e\n\n\u003cli\u003ethat the ladder has the correct length and height,\u003c\/li\u003e\n\n\u003cli\u003ethat it stands stably,\u003c\/li\u003e\n\n\u003cli\u003ethat the user can stand firmly and hold on safely,\u003c\/li\u003e\n\n\u003cli\u003ethat only light tools and loads are handled on the ladder.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eScaffolding\u003c\/h3\u003e\n\u003cp\u003eScaffolding is covered by special rules concerning design, guardrails, training, and inspection. The package can be used for the general fall risk assessment but does not replace specific scaffolding documents or requirements for assembly and use.\u003c\/p\u003e\n\n\u003ch3\u003eStart-up checklist before any height work\u003c\/h3\u003e\n\u003cp\u003eThe risk profile can change quickly. The separate start-up checklist verifies before start that:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe risk assessment is current,\u003c\/li\u003e\n\n\u003cli\u003efall protection is in place,\u003c\/li\u003e\n\n\u003cli\u003eholes and openings are secured,\u003c\/li\u003e\n\n\u003cli\u003ethe surface is load-bearing,\u003c\/li\u003e\n\n\u003cli\u003eweather and wind are acceptable,\u003c\/li\u003e\n\n\u003cli\u003eanchoring and clearance are verified,\u003c\/li\u003e\n\n\u003cli\u003ethe equipment has been inspected,\u003c\/li\u003e\n\n\u003cli\u003ecompetence and instructions are available,\u003c\/li\u003e\n\n\u003cli\u003erescue preparedness is functional.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eClear stop criteria\u003c\/h3\u003e\n\u003cp\u003eThe package contains stop rules for, for example:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emissing or moved fall protection,\u003c\/li\u003e\n\n\u003cli\u003edeteriorated weather or strong wind,\u003c\/li\u003e\n\n\u003cli\u003einsufficient anchoring or clearance,\u003c\/li\u003e\n\n\u003cli\u003edamaged fall protection equipment,\u003c\/li\u003e\n\n\u003cli\u003enew opening or fall edge,\u003c\/li\u003e\n\n\u003cli\u003elack of rescue preparedness,\u003c\/li\u003e\n\n\u003cli\u003edeviation from the planned work method.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eComplements the Mallbutiken construction and work environment products\u003c\/h3\u003e\n\u003cp\u003eThe product complements, among others, \u003cstrong\u003eWork Environment Plan 2026\/2027\u003c\/strong\u003e and \u003cstrong\u003eWork Preparation Construction \u0026amp; Civil Engineering 2026\/2027\u003c\/strong\u003e. This product goes deeper into fall risk, fall protection equipment, anchoring, and rescue after a fall.\u003c\/p\u003e\n\n\u003ch3\u003eLegally\/regularly reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 5, 2026\u003c\/strong\u003e, based on, among others:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:13\u003c\/strong\u003e – especially the rules on the risk of falling to a lower level and roof work.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:11\u003c\/strong\u003e – including ladders, scaffolding, and personal protective equipment.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAFS 2023:1\u003c\/strong\u003e – systematic work environment management.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWork Environment Act (1977:1160)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003eThe Swedish Work Environment Authority's current guidance on personal fall protection and work involving fall risks.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e6 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e12 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical item will be shipped.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eDoes a 2-meter limit always apply?\u003c\/strong\u003e\u003cbr\u003eTwo meters is a central threshold for construction and civil engineering work, but even lower falls can pose a serious risk and require protection after a risk assessment.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eShould personal fall protection be used first?\u003c\/strong\u003e\u003cbr\u003eNo. Collective fall protection should normally be chosen first. Personal fall protection is a secondary solution when collective protection is not possible or not reasonable for certain roof work.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs a rescue plan included?\u003c\/strong\u003e\u003cbr\u003eYes. A separate two-page rescue plan for falls and suspension in a harness is included.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs an inspection log for fall protection included?\u003c\/strong\u003e\u003cbr\u003eYes. It covers harnesses, lanyards, fall arrest blocks, connectors, anchoring, maintenance, storage, and incidents.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the template be used for scaffolding work?\u003c\/strong\u003e\u003cbr\u003eYes, as a fall risk and work preparation basis. However, it does not replace the specific training, planning, and inspection requirements that apply to scaffolding.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the template be used for personal fall protection on roofs?\u003c\/strong\u003e\u003cbr\u003eYes. It includes checks for anchoring, clearance, pendulum fall, system type, rescue, and competence.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe templates are general work environment documents. The actual fall protection solution must be sized and chosen for the specific workplace, work task, and equipment. Always follow the manufacturer's user instructions and consult expert competence when risks or technology require it.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55599358869846,"sku":"FALLRISK-HOJD-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/riskbedomning-fallrisk-arbete-pa-hojd-2026-2027.png?v=1791159781"}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/collections\/arbetsmiljoplan-bygg-anlaggning-afs-2023-3-2026-2027.png?v=1791131374","url":"https:\/\/mallbutiken.se\/en\/collections\/arbetsmiljo-byggsakerhet-mallar.oembed?page=2","provider":"Mallbutiken","version":"1.0","type":"link"}