{"title":"HR, Employment Law \u0026 Whistleblowing – Templates","description":"\u003cp\u003eThe HR collection covers employment, staff policies, work environment, warnings\/reprimands, termination, confidentiality, remote work and whistleblowing.\u003c\/p\u003e\u003cp\u003eCompare the options below. The product title shows the document type; open the product for full contents, formats and intended use.\u003c\/p\u003e","products":[{"product_id":"skriftlig-varning-till-anstalld-mall","title":"Written warning \/ formal reprimand for employee – Word\/PDF + English + guide","description":"\n\u003cdiv\u003e\n\n\u003cp\u003e\u003cstrong\u003eWritten warning \/ reprimand to employee\u003c\/strong\u003e – a complete employment law template package for Swedish employers, including Swedish and English Word\/PDF templates and a detailed user guide. The template is designed to help the employer document a specific deficiency, clarify what needs to change, and create a structured follow-up.\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), relevant work environment and rehabilitation regulations, Labour Court practice, and applicable collective agreements.\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 template – Word\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEditable template for written warning\/reprimand.\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 template – 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\u003eEnglish template – Word + PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEnglish language version 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 – Word + PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eStep-by-step guidance for the employer.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px\"\u003e\u003cstrong\u003eEnglish user guide – Word + PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px\"\u003eEnglish guidance for international HR environments in Sweden.\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 warning is not the same as a disciplinary measure or termination\u003c\/h2\u003e\n\n\u003cp\u003eA standard written LAS warning\/reprimand is primarily used to document misconduct or deficiencies, clarify the employer's requirements, and give the employee the opportunity to rectify the situation. The document is \u003cstrong\u003enot a notice of termination in itself\u003c\/strong\u003e and should not be described as a disciplinary measure unless permitted by a collective agreement or other specific regulation.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhat the new template helps you document\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eemployer, employee, position, and applicable collective agreement,\u003c\/li\u003e\n\n\u003cli\u003ethe type of work-related deficiency in question,\u003c\/li\u003e\n\n\u003cli\u003edate, location, and exactly what occurred,\u003c\/li\u003e\n\n\u003cli\u003ewhich obligation, instruction, or policy is affected,\u003c\/li\u003e\n\n\u003cli\u003eprevious discussions, reprimands, and support measures,\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 rectification and follow-up dates,\u003c\/li\u003e\n\n\u003cli\u003esupport, training, workplace adaptation, rehabilitation, or reassignment issues,\u003c\/li\u003e\n\n\u003cli\u003ehandover, signature, and attachments.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eClear warning regarding continued misconduct\u003c\/h2\u003e\n\n\u003cp\u003eLabour Court practice shows that in many cases, it is important that the employee clearly understands that the employer views the deficiency seriously and, when the situation could escalate toward termination, that the employment may be in jeopardy. The template therefore contains a specific legal clarification that avoids claiming that a future termination is already decided or automatically valid.\u003c\/p\u003e\n\n\n\u003ch2\u003eConcrete facts instead of general criticism\u003c\/h2\u003e\n\n\u003cp\u003eThe template is built to describe \u003cstrong\u003econcrete events and verifiable deficiencies\u003c\/strong\u003e – not vague formulations such as \"bad attitude\" or \"lack of professionalism\" without connection to the tasks. The employer can state the date, context, instruction\/policy, supporting documentation, and what is actually expected moving forward.\u003c\/p\u003e\n\n\n\u003ch2\u003eDocumenting the employee's version\u003c\/h2\u003e\n\n\u003cp\u003eA separate section is intended for the employee's explanation. This creates better documentation and reduces the risk of an employment law assessment being based on a one-sided or incomplete account of events.\u003c\/p\u003e\n\n\n\u003ch2\u003eSupport, rehabilitation, and workplace adaptation\u003c\/h2\u003e\n\n\u003cp\u003eIf the deficiency may be related to illness, reduced work capacity, or disability, the employer needs to assess obligations regarding rehabilitation and workplace adaptation. The template therefore includes a specific checklist for support measures and clearly notes that a warning must not replace such investigation.\u003c\/p\u003e\n\n\n\u003ch2\u003eIf termination becomes relevant later\u003c\/h2\u003e\n\n\u003cp\u003eA written warning does not replace the formal rules that apply before termination or dismissal. The employer then needs to assess, among other things, objective grounds, reassignment, time limits, notification to the employee, and – where applicable – notice to the employee's trade union.\u003c\/p\u003e\n\n\n\u003ch2\u003eSignature without admission\u003c\/h2\u003e\n\n\u003cp\u003eThe document contains a specific receipt clause: the employee's signature only confirms that the document has been received. It does not imply that the employee agrees with the employer's description or assessment.\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 particularly useful in Swedish companies with international managers, HR functions, or English-speaking employees. It is not intended as a British, American, or other foreign employment law document.\u003c\/p\u003e\n\n\n\u003ch2\u003eDetailed user guide included\u003c\/h2\u003e\n\n\u003cp\u003eThe guide explains when the template is appropriate, when the employer should wait, how to fill in each section, how a clear LAS warning should be formulated, the significance of less intrusive measures, rehabilitation and workplace adaptation, the reassignment issue, time limits, signature, and practical documentation.\u003c\/p\u003e\n\n\n\u003ch2\u003eWho is the package for?\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eemployers and HR functions,\u003c\/li\u003e\n\n\u003cli\u003emanagers with personnel responsibility,\u003c\/li\u003e\n\n\u003cli\u003esmall and medium-sized enterprises that need structured personnel documentation,\u003c\/li\u003e\n\n\u003cli\u003eSwedish businesses with both Swedish and English as working languages.\u003c\/li\u003e\n\n\n\u003c\/ul\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 documents:\u003c\/strong\u003e 8 files.\u003cbr\u003e\n\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download. No physical product is sent.\u003c\/p\u003e\n\n\n\u003ch2\u003eCommon questions\u003c\/h2\u003e\n\n\u003ch3\u003eMust a warning always be in writing?\u003c\/h3\u003e\n\n\u003cp\u003eNo, but written documentation makes it significantly easier to demonstrate what has been communicated, when it occurred, and what requirements the employer has set.\u003c\/p\u003e\n\n\n\u003ch3\u003eHow many warnings must an employee receive before termination?\u003c\/h3\u003e\n\n\u003cp\u003eThere is no general rule regarding a specific number of warnings. The assessment depends on how serious the misconduct is, what the employee has understood, what measures the employer has taken, and other circumstances.\u003c\/p\u003e\n\n\n\u003ch3\u003eIs the employee obligated to sign?\u003c\/h3\u003e\n\n\u003cp\u003eNo. If the employee refuses to sign, the employer can document that the document was handed over nonetheless. The template has a dedicated space for this.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan the template be used as a notice of termination?\u003c\/h3\u003e\n\n\u003cp\u003eNo. A termination or dismissal procedure is covered by specific legal requirements and separate documents.\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 the event of risk of termination, dismissal, discrimination, rehabilitation disputes, or other more extensive disputes, a qualified advisor should be consulted.\u003c\/em\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48048377135446,"sku":"07350139912419","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/skriftlig-varning-erinran-produktbild-2027.png?v=1791144621"},{"product_id":"skriftlig-erinran-mall-generell","title":"Written warning – general template Word\/PDF + English + guide","description":"\n\u003cdiv\u003e\n\n\u003cp\u003e\u003cstrong\u003eWritten notice – general template for employers\u003c\/strong\u003e with Swedish and English Word\/PDF versions, including a detailed user guide. The package is designed for situations where the employer needs to document a specific work-related deficiency, clarify what must be corrected, and follow up on the situation in an objective and structured manner.\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), relevant case law from the Labour Court, rules on workplace accommodation, and applicable parts of collective agreements.\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\u003eWritten notice – Swedish\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEditable Word template + print-friendly PDF.\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 guide 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 is not automatically a disciplinary measure\u003c\/h2\u003e\n\n\u003cp\u003eA standard employment law notice is primarily used to document a deficiency, clarify the employer's requirements, and give the employee an opportunity to rectify the situation. The document is \u003cstrong\u003enot in itself a notice of termination\u003c\/strong\u003e and should not be described as a disciplinary measure unless permitted by a collective agreement or other specific regulations.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eA general template for many types of personnel matters\u003c\/h2\u003e\n\n\u003cp\u003eThe template is intended for situations where a more specialized notice is not required. It can, for example, be adapted for deficiencies in work performance, repeated failure to follow instructions, conduct issues, collaboration problems, or other work-related obligations – provided that the employer describes \u003cstrong\u003econcrete events\u003c\/strong\u003e and makes an individual assessment.\u003c\/p\u003e\n\n\n\u003ch2\u003eWhat the template helps you document\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eemployer, employee, position, and any collective agreement,\u003c\/li\u003e\n\n\u003cli\u003ebackground and purpose of the notice,\u003c\/li\u003e\n\n\u003cli\u003edate, time, location, and specific event or deficiency,\u003c\/li\u003e\n\n\u003cli\u003ewhich work task, instruction, policy, or obligation is involved,\u003c\/li\u003e\n\n\u003cli\u003esupporting evidence and previous dialogue,\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, timeframe, and follow-up,\u003c\/li\u003e\n\n\u003cli\u003esupport, workplace accommodation, rehabilitation, and any potential redeployment issues,\u003c\/li\u003e\n\n\u003cli\u003edelivery, receipt, and documentation if the employee refuses to sign.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eConcrete facts instead of vague judgments\u003c\/h2\u003e\n\n\u003cp\u003eThe new template is designed to describe what actually happened. Phrases such as \"bad attitude\" or \"lack of professionalism\" should not stand alone, but should be linked to specific actions, work tasks, or instructions. This creates clearer communication and better documentation.\u003c\/p\u003e\n\n\n\u003ch2\u003eThe employee's version has its own section\u003c\/h2\u003e\n\n\u003cp\u003eThe employee should be given the opportunity to respond to the employer's statements. Therefore, there is a specific section for explanations, objections, and relevant circumstances. If new information comes to light, the employer may need to investigate the matter further before a final assessment is made.\u003c\/p\u003e\n\n\n\u003ch2\u003eRequirements for correction and follow-up\u003c\/h2\u003e\n\n\u003cp\u003eA notice should not only describe what went wrong. It should also clarify \u003cstrong\u003ewhat needs to change, when it must be corrected, and how it will be followed up\u003c\/strong\u003e. The template therefore includes a separate section for correction and follow-up.\u003c\/p\u003e\n\n\n\u003ch2\u003eWhen employment may be at risk\u003c\/h2\u003e\n\n\u003cp\u003eIn many cases of misconduct, the Labour Court has emphasized the importance of the employer clearly stating that continued misconduct may affect the employment and giving the employee a genuine opportunity to correct the deficiencies. How clear such a statement needs to be depends on the situation and the seriousness of the misconduct.\u003c\/p\u003e\n\n\n\u003ch2\u003eWorkplace accommodation and rehabilitation\u003c\/h2\u003e\n\n\u003cp\u003eIf the problem may be related to illness or reduced work capacity, the employer must assess the need for workplace accommodation and rehabilitation. A notice must not be used as a substitute for such measures. The template therefore contains specific checklist questions regarding support, accommodation, and other less intrusive measures.\u003c\/p\u003e\n\n\n\u003ch2\u003eIf termination is considered later\u003c\/h2\u003e\n\n\u003cp\u003eA notice does not replace the formal rules that apply in the event of any future termination or dismissal. The employer will then need to make a separate assessment regarding objective grounds, redeployment, time limits, and notifications\/warnings.\u003c\/p\u003e\n\n\n\u003ch2\u003eReceipt without admission\u003c\/h2\u003e\n\n\u003cp\u003eThe signature in the template only confirms that the employee has received the document. It does not mean that the employee approves of the employer's description or assessment. If the employee chooses not to sign, there is a special field to document how and when the document was delivered anyway.\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 organizations with international managers, HR functions, 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 describes when a general notice is appropriate, when the employer should be cautious, how to document specific events, how to formulate requirements for correction, the significance of the employee's version, workplace accommodation and rehabilitation, what applies if the employment may later be at risk, as well as practical handling of receipts and archiving.\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 shipped.\u003c\/p\u003e\n\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eIs a notice the same thing as a warning?\u003c\/h3\u003e\n\n\u003cp\u003eThe terms are sometimes used interchangeably in working life. What matters is what the document actually communicates and how it is used. This product is designed as a general notice\/clarification.\u003c\/p\u003e\n\n\n\u003ch3\u003eDoes the employee have to sign?\u003c\/h3\u003e\n\n\u003cp\u003eNo. If the employee refuses, the employer can document how and when the document was delivered.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan the template be used as a notice of termination?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Termination and dismissal are covered by separate formal and time-related rules.\u003c\/p\u003e\n\n\n\u003ch3\u003eHow many notices are required before termination?\u003c\/h3\u003e\n\n\u003cp\u003eThere is no general rule regarding a specific number. The assessment depends on the circumstances, the seriousness of the deficiency, what measures the employer has taken, and what the employee has understood.\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. For more intrusive employment law measures or complicated personnel matters, qualified advisors should be consulted.\u003c\/em\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48055264280918,"sku":"7350139912426","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/skriftlig-erinran-generell-produktbild-2027.png?v=1791148424"},{"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-mall-fronvaro-forseningar","title":"Written warning – absence \u0026 lateness Word\/PDF + English + guide","description":"\n\u003cdiv\u003e\n\n\u003cp\u003e\u003cstrong\u003eWritten notice – absence and lateness\u003c\/strong\u003e is a comprehensive template package for Swedish employers who need to document recurring late arrivals, unauthorized absence, or failures in absence routines in an objective and structured manner. 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 Sick Pay Act, the Parental Leave Act, and relevant case law from the Labour Court regarding unauthorized absence and misconduct.\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 absence and lateness.\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\"\u003eNot all absence is misconduct\u003c\/h2\u003e\n\n\u003cp\u003eThe new template is designed to distinguish \u003cstrong\u003eunauthorized absence and failures in absence routines\u003c\/strong\u003e from absence that may be protected or require different handling, such as illness, VAB (temporary parental benefit)\/parental leave, granted vacation, or rehabilitation needs.\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 there are concrete, documented deficiencies, such as:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003erecurring late arrival despite clear working hours,\u003c\/li\u003e\n\n\u003cli\u003eabsence without contact according to a clear absence routine,\u003c\/li\u003e\n\n\u003cli\u003eabsence after a leave request has been explicitly denied,\u003c\/li\u003e\n\n\u003cli\u003erepeated failures in reporting sickness where the problem is the routine – not the illness itself,\u003c\/li\u003e\n\n\u003cli\u003eother concrete deviations from clear and legitimate attendance or reporting requirements.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eConcrete incidents and actual working time\u003c\/h2\u003e\n\n\u003cp\u003eThe template includes a specific table where the employer can document dates, planned work shifts, actual attendance or absence, and how the notification was made. This provides significantly better documentation than general statements that someone is “unreliable” or “often late.”\u003c\/p\u003e\n\n\n\u003ch2\u003eChecks before employment law assessment\u003c\/h2\u003e\n\n\u003cp\u003eBefore a written notice is issued, the employer should verify whether the absence is related to:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eillness or reduced work capacity,\u003c\/li\u003e\n\n\u003cli\u003eVAB, parental leave, or other statutory leave,\u003c\/li\u003e\n\n\u003cli\u003egranted vacation or other agreed leave,\u003c\/li\u003e\n\n\u003cli\u003erehabilitation or the need for workplace adaptation,\u003c\/li\u003e\n\n\u003cli\u003ecollective agreement rules regarding working hours, absence, or disciplinary measures.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eIllness and medical certificates\u003c\/h2\u003e\n\n\u003cp\u003eSpecial rules apply to sickness absence. For sick pay, the employee must normally substantiate continued reduced work capacity with a medical certificate from the eighth calendar day of the sickness period. Under special circumstances, earlier certificates may be requested. Recurring sickness absence may also necessitate rehabilitation and workplace adaptation and should therefore not automatically be treated as misconduct.\u003c\/p\u003e\n\n\n\u003ch2\u003eVAB and parental leave\u003c\/h2\u003e\n\n\u003cp\u003eThe Parental Leave Act contains an explicit prohibition against detriment related to protected parental leave. The template therefore includes a specific checklist to avoid, for example, VAB or other statutory parental leave being incorrectly classified as unauthorized absence.\u003c\/p\u003e\n\n\n\u003ch2\u003eDocumenting the employee's explanation\u003c\/h2\u003e\n\n\u003cp\u003eThe employee is given a separate section for their version of events. It may emerge, for example, that a schedule was unclear, that sickness notification was made in a way other than the employer initially thought, or that there are medical or family-related circumstances that must be assessed separately.\u003c\/p\u003e\n\n\n\u003ch2\u003eClear requirements for rectification and follow-up\u003c\/h2\u003e\n\n\u003cp\u003eInstead of a vague request to “improve attendance,” the template helps the employer specify exactly what is required moving forward, such as:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003earriving on time for scheduled work shifts,\u003c\/li\u003e\n\n\u003cli\u003ereporting sickness before a specified time,\u003c\/li\u003e\n\n\u003cli\u003econtacting the correct manager or function,\u003c\/li\u003e\n\n\u003cli\u003esubmitting requested documentation according to applicable rules,\u003c\/li\u003e\n\n\u003cli\u003ea specific date for follow-up.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eIf problems persist\u003c\/h2\u003e\n\n\u003cp\u003eTermination by the employer must, according to the Employment Protection Act (LAS), be based on objective grounds. Unauthorized absence can be serious, and the Labour Court has in some cases accepted very severe measures in instances of serious unauthorized absence. However, the assessment is always individual and is influenced by factors such as the extent of the absence, the employee’s explanation, prior clear warnings, the issue of redeployment, and the employer’s own obligations.\u003c\/p\u003e\n\n\n\u003ch2\u003eAcknowledgement of receipt without admission\u003c\/h2\u003e\n\n\u003cp\u003eThe employee’s signature only confirms receipt. It does not mean that the employee accepts the employer’s description or assessment. If the employee refuses to sign, there is specific space to document 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. It is suitable for Swedish businesses with international managers, HR functions, or English-speaking employees, and is not intended as a foreign labour 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, how absence should be classified, illness and medical certificates, VAB and parental leave, documentation, requirements for rectification, follow-up, and how a potential subsequent termination or dismissal should be kept legally separate from the notice 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 will be sent.\u003c\/p\u003e\n\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eCan an employer issue a written notice for late arrival?\u003c\/h3\u003e\n\n\u003cp\u003eYes, if there are clear working hours and the concrete lateness can be documented. Recurring lateness should be assessed based on its extent, previous communication, and other circumstances.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan sickness absence be treated as unauthorized absence?\u003c\/h3\u003e\n\n\u003cp\u003eNot solely because the employee is sick. However, failures in a clear sickness notification routine may need to be handled separately, and sickness absence is covered by special rules regarding sick pay, certificates, and rehabilitation.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan the template be used for VAB?\u003c\/h3\u003e\n\n\u003cp\u003eThe template should not be used to punish legally protected VAB\/parental leave. Always verify the right to leave and the notification rules first.\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 legal requirements 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 employment law matter.\u003c\/em\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48059535556950,"sku":"7350139912471","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/skriftlig-erinran-franvaro-forseningar-produktbild-2027.png?v=1791154574"},{"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":"skriftlig-erinran-mall-bristande-arbetsprestation","title":"Written warning – poor work performance Word\/PDF + English + guide","description":"\n\u003cdiv\u003e\n\n\u003cp\u003e\u003cstrong\u003eWritten Warning – Poor Performance\u003c\/strong\u003e is a comprehensive employment law template package for Swedish employers who need to document concrete performance deficiencies, clarify reasonable requirements, and create a structured improvement and follow-up plan. The package includes Swedish and English Word\/PDF templates and 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 workplace adaptation, and relevant case law from the Labor 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 performance deficiencies and improvement plans.\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\"\u003ePrintable 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\"\u003ePoor performance must be substantiated\u003c\/h2\u003e\n\n\u003cp\u003ePhrases such as \u003cstrong\u003e\"low performance,\"\u003c\/strong\u003e \u003cstrong\u003e\"inefficient,\"\u003c\/strong\u003e or \u003cstrong\u003e\"inadequate\"\u003c\/strong\u003e are too vague on their own. The new template helps the employer document which work tasks or goals are affected, what standard actually applies, what results have been achieved, and what concrete deviation needs to be corrected.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhen is this template suitable?\u003c\/h2\u003e\n\n\u003cp\u003eThe template can be used when there are verifiable deficiencies in work performance, for example:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003erecurring quality errors or incorrect deliveries despite clear requirements,\u003c\/li\u003e\n\n\u003cli\u003ereasonable and communicated goals that are not reached over a relevant period,\u003c\/li\u003e\n\n\u003cli\u003erecurring delays in work tasks despite clear priorities,\u003c\/li\u003e\n\n\u003cli\u003edeficiencies in quality or productivity despite training, instruction, and support,\u003c\/li\u003e\n\n\u003cli\u003eother concrete deviations from legitimate requirements included in the role.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eClear and reasonable requirements\u003c\/h2\u003e\n\n\u003cp\u003eThe template contains specific fields for the work task, expected standard, how the requirement has been communicated, and why the requirement is reasonable for the role in question. This reduces the risk of retroactive criticism or expectations that the employee was never made aware of.\u003c\/p\u003e\n\n\n\u003ch2\u003eConcrete events and results\u003c\/h2\u003e\n\n\u003cp\u003eA separate table makes it possible to document dates, work tasks or goals, expected outcomes, actual outcomes, impact, and relevant supporting data. This provides a more objective basis than general judgments about the employee's personality or attitude.\u003c\/p\u003e\n\n\n\u003ch2\u003eSupport and professional development documentation\u003c\/h2\u003e\n\n\u003cp\u003eThe employer should check whether the employee has received sufficient onboarding, instruction, training, supervision, resources, and reasonable priorities. The template therefore includes a specific section for previous feedback and support measures.\u003c\/p\u003e\n\n\n\u003ch2\u003eA separate section for the employee's version\u003c\/h2\u003e\n\n\u003cp\u003eThe employee is given the opportunity to describe circumstances that may have affected their performance, such as unclear instructions, high workload, technical obstacles, competence gaps, or health issues. The employer then documents their assessment following the dialogue.\u003c\/p\u003e\n\n\n\u003ch2\u003eWorkplace adaptation and disability\u003c\/h2\u003e\n\n\u003cp\u003eIf performance may be linked to illness, disability, or reduced work capacity, the employer needs to assess the need for workplace adaptation, rehabilitation, and—where relevant—reasonable accessibility measures. A warning must not replace such obligations.\u003c\/p\u003e\n\n\n\u003ch2\u003eIndividual improvement and development plan\u003c\/h2\u003e\n\n\u003cp\u003eThe template includes a structured plan for:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003ewhat improvement is required,\u003c\/li\u003e\n\n\u003cli\u003ehow the result will be measured,\u003c\/li\u003e\n\n\u003cli\u003ewhat support the employer is providing,\u003c\/li\u003e\n\n\u003cli\u003edeadlines or timeframes,\u003c\/li\u003e\n\n\u003cli\u003efollow-up dates and the responsible manager.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eIf no improvement occurs\u003c\/h2\u003e\n\n\u003cp\u003eAccording to the Employment Protection Act (LAS), termination by the employer must be based on objective grounds. If performance continues to be deficient, the employer must conduct a new, comprehensive assessment and, among other things, verify the clarity and reasonableness of the requirements, support measures, whether the deficiencies are lasting, whether workplace adaptation or discrimination issues are relevant, and whether reassignment needs to be explored.\u003c\/p\u003e\n\n\n\u003ch2\u003eNot the same as termination\u003c\/h2\u003e\n\n\u003cp\u003eThe document is \u003cstrong\u003enot a notice of termination\u003c\/strong\u003e and is not in itself an automatic disciplinary measure. Any subsequent termination, dismissal, or other intervention must be assessed separately according to LAS, any applicable collective agreements or principal agreements, and the circumstances of the individual case.\u003c\/p\u003e\n\n\n\u003ch2\u003eAcknowledgment of receipt without admission\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 assessment. If a signature is refused, a special field is provided to document the handover.\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 particularly useful in Swedish organizations with international managers, HR functions, or English-speaking employees and 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 explains when the template is appropriate, how to formulate reasonable performance requirements, what facts should be collected, how to document support and competence development, workplace adaptation and discrimination issues, the improvement plan, follow-up, and what needs to be verified if a more serious labor law measure is considered later.\u003c\/p\u003e\n\n\n\u003cp\u003e\u003ca href=\"\/en\/products\/skriftlig-erinran-mall-generell\"\u003e\u003cstrong\u003eDo you need a broader warning? See also our general template →\u003c\/strong\u003e\u003c\/a\u003e\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\u003eHow clear must performance requirements be?\u003c\/h3\u003e\n\n\u003cp\u003eThe employer should be able to describe what is expected in an understandable and reasonable manner and demonstrate how the requirements have been communicated. The template is therefore built for both qualitative and quantitative requirements.\u003c\/p\u003e\n\n\n\u003ch3\u003eMust the employer provide training or support?\u003c\/h3\u003e\n\n\u003cp\u003eIt depends on the situation. If the deficiency may be due to insufficient onboarding, competence, unclear instructions, or a lack of prerequisites, the employer should assess what reasonable support measures are needed.\u003c\/p\u003e\n\n\n\u003ch3\u003eWhat happens if performance is affected by illness or disability?\u003c\/h3\u003e\n\n\u003cp\u003eIn that case, the employer needs to assess, among other things, workplace adaptation, rehabilitation, and any reasonable accessibility measures before the situation is treated solely as misconduct.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan the template be used as a notice of termination?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Termination and dismissal are covered by separate legal requirements 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 employment law matter.\u003c\/em\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48059570323798,"sku":"7350139912495","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/skriftlig-erinran-bristande-arbetsprestation-produktbild-2027.png?v=1791156206"},{"product_id":"skriftlig-erinran-mall-engelska","title":"Written Notice – English Word\/PDF + Swedish Reference + Guide","description":"\u003cdiv\u003e\n\u003ch2\u003eWritten Notice \/ Reprimand – English template under Swedish employment law\u003c\/h2\u003e\n\u003cp\u003eThis English-first template package is intended for Swedish employers who need to document misconduct, performance concerns or another work-related deficiency in English. It is designed for workplaces where English is used operationally while the employment relationship remains governed by Swedish law. A Swedish reference version and user guides are included for comparison and internal HR use.\u003c\/p\u003e\n\n\u003cdiv style=\"margin:20px 0;padding:16px 18px;border:1px solid #d9e2ec;border-radius:12px;background:#f8fafc\"\u003e\n\u003cp style=\"margin:0\"\u003e\u003cstrong\u003eLegally reviewed: 5 October 2026\u003c\/strong\u003e\u003c\/p\u003e\n\u003cp style=\"margin:6px 0 0\"\u003eThe package is structured with reference to the Swedish Employment Protection Act (LAS), discrimination rules, whistleblower protection and relevant work-environment obligations.\u003c\/p\u003e\n\u003c\/div\u003e\n\n\u003ch3\u003eWhat is included?\u003c\/h3\u003e\n\u003cul\u003e\n\u003cli\u003eEnglish Written Notice – Word and PDF,\u003c\/li\u003e\n\u003cli\u003eEnglish user guide – Word and PDF,\u003c\/li\u003e\n\u003cli\u003eSwedish reference template – Word and PDF,\u003c\/li\u003e\n\u003cli\u003eSwedish user guide – Word and PDF.\u003c\/li\u003e\n\u003c\/ul\u003e\n\n\u003ch3\u003eNot automatically a disciplinary sanction\u003c\/h3\u003e\n\u003cp\u003eA written notice or reprimand should not automatically be treated as a statutory disciplinary penalty. Its practical purpose is to document what has occurred, clarify the employer's expectations, state what must change and create a reliable record of communication and follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eConcrete facts instead of vague accusations\u003c\/h3\u003e\n\u003cp\u003eThe template encourages the employer to describe dates, events, instructions, expectations and observed deficiencies as concretely as possible. It also provides space for the employee's response and for documenting follow-up measures.\u003c\/p\u003e\n\n\u003ch3\u003eCorrection and follow-up\u003c\/h3\u003e\n\u003cp\u003eThe document separates the description of the issue from the required corrective action. The employer can specify what is expected, what support or instructions are provided, when follow-up will take place and who is responsible for the process.\u003c\/p\u003e\n\n\u003ch3\u003eImportant employment-law safeguards\u003c\/h3\u003e\n\u003cp\u003eBefore using a warning as part of a later employment-law process, the employer should consider whether the matter may involve illness, disability, workplace adjustment, discrimination, harassment, whistleblowing, protected leave, trade-union rights or shortcomings in the work environment. A later termination or dismissal is a separate legal process with its own requirements and must not be treated as automatic merely because a written notice has been issued.\u003c\/p\u003e\n\n\u003ch3\u003eEmployee signature\u003c\/h3\u003e\n\u003cp\u003eThe template can be used so that a signature confirms receipt rather than agreement with the employer's assessment. If the employee does not sign, the employer can document when and how the notice was delivered.\u003c\/p\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eFormats:\u003c\/strong\u003e DOCX, PDF and ZIP.\u003cbr\u003e\n\u003cstrong\u003eLanguages:\u003c\/strong\u003e English + Swedish reference version.\u003cbr\u003e\n\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download; no physical product is shipped.\u003c\/p\u003e\n\n\u003cp\u003e\u003cem\u003eThis template is general documentation support and does not replace individual employment-law advice in complex or high-risk cases.\u003c\/em\u003e\u003c\/p\u003e\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48063289131350,"sku":"0350139912525","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/written-notice-english-swedish-law-product-image-2027.png?v=1791159737"},{"product_id":"skriftlig-varning-till-anstalld-mall-engelska","title":"Written Warning to Employee – English Word\/PDF + Swedish Reference + Guide","description":"\n\u003cdiv\u003e\n\n\u003cp\u003e\u003cstrong\u003eWritten Warning to Employee – English-first template under Swedish employment law\u003c\/strong\u003e for Swedish employers who need to issue a clear, structured and professionally documented warning in English. The package also includes a Swedish reference version and detailed user guides in both languages.\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: 5 October 2026\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eReviewed against the Swedish Employment Protection Act (LAS), current discrimination rules, whistleblower protection and the Swedish Work Environment Authority's rules on organisational and social work environment and workplace adjustment.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eWhat is included?\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\u003eEnglish Written Warning – Word\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEditable primary template 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\u003eEnglish Written Warning – PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003ePrint-ready 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\u003eEnglish User Guide – Word + PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eStep-by-step guidance for Swedish employers using English at work.\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 reference template – Word + PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eSwedish reference version for internal comparison.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px\"\u003e\u003cstrong\u003eSwedish user guide – Word + PDF\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px\"\u003eSwedish reference guide corresponding to the English package.\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 warning is not automatically a disciplinary sanction\u003c\/h2\u003e\n\n\u003cp\u003eAn ordinary written warning or LAS warning is primarily a documentation and clarification tool. Its purpose is to describe the deficiency, explain what must change and, where appropriate, make clear that continued misconduct may have employment-law consequences. It is \u003cstrong\u003enot by itself a notice of termination\u003c\/strong\u003e and should not automatically be described as a disciplinary sanction unless a collective agreement or other specific rules allow that.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\n\u003ch2\u003eBuilt for English-speaking workplaces in Sweden\u003c\/h2\u003e\n\n\u003cp\u003eThe English template is intended for Swedish companies where managers, HR teams or employees use English as a working language. It remains a \u003cstrong\u003eSwedish-law document\u003c\/strong\u003e and is not intended for UK, US or other foreign employment-law systems.\u003c\/p\u003e\n\n\n\u003ch2\u003eConcrete facts instead of general accusations\u003c\/h2\u003e\n\n\u003cp\u003eThe template includes structured sections for:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003ethe specific incident, conduct or performance issue,\u003c\/li\u003e\n\n\u003cli\u003edates, context and supporting documentation,\u003c\/li\u003e\n\n\u003cli\u003ethe duty, policy, instruction or work requirement concerned,\u003c\/li\u003e\n\n\u003cli\u003eprevious meetings, instructions or support measures,\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\n\u003c\/ul\u003e\n\n\n\u003ch2\u003eClear correction requirements\u003c\/h2\u003e\n\n\u003cp\u003eThe employer can define exactly what must change, by when, what support will be provided and how improvement will be followed up. This is preferable to vague phrases such as “improve your attitude” or “perform better”.\u003c\/p\u003e\n\n\n\u003ch2\u003eWhen employment may be at risk\u003c\/h2\u003e\n\n\u003cp\u003eSwedish Labour Court practice places importance in many misconduct cases on the employee understanding that the employer considers the matter serious and, when relevant, that continued misconduct may affect the employment. The template therefore contains a carefully worded employment-law clarification without suggesting that a future termination has already been decided.\u003c\/p\u003e\n\n\n\u003ch2\u003eIllness, rehabilitation and workplace adjustment\u003c\/h2\u003e\n\n\u003cp\u003eIf the issue may be connected to illness, reduced work ability or disability, the employer must assess workplace adjustment, rehabilitation and, where relevant, reasonable accessibility measures. A written warning must not replace those obligations.\u003c\/p\u003e\n\n\n\u003ch2\u003eDiscrimination, harassment and protected activity\u003c\/h2\u003e\n\n\u003cp\u003eIf the underlying issue involves alleged discrimination, harassment, conflict or degrading treatment, separate investigation or work-environment duties may apply. The employer should also check that the warning is not connected to protected whistleblowing or another legally protected activity. Swedish whistleblower legislation prohibits retaliation against persons who meet the statutory conditions for protection.\u003c\/p\u003e\n\n\n\u003ch2\u003eIf termination is later considered\u003c\/h2\u003e\n\n\u003cp\u003eA written warning does not replace the separate assessment required before termination or dismissal. Under LAS, termination by the employer must be based on objective reasons, and reassignment may need to be considered. Before termination for personal reasons, the employee must normally be notified in advance under section 30 LAS, and the local union must be notified at the same time if the employee is unionised.\u003c\/p\u003e\n\n\n\u003ch2\u003eReceipt does not mean agreement\u003c\/h2\u003e\n\n\u003cp\u003eThe template makes clear that the employee's signature confirms receipt only. It does not automatically mean that the employee accepts the employer's description or legal assessment. If the employee refuses to sign, delivery can be documented separately.\u003c\/p\u003e\n\n\n\u003ch2\u003eEnglish + Swedish in the same package\u003c\/h2\u003e\n\n\u003cp\u003eThe English version is the primary template in this product. The Swedish version is included as a reference so that HR, management and advisers can maintain consistent bilingual documentation.\u003c\/p\u003e\n\n\n\u003cp\u003e\u003ca href=\"\/en\/products\/skriftlig-varning-till-anstalld-mall\"\u003e\u003cstrong\u003ePrefer a Swedish-first package? See the Swedish Written Warning product →\u003c\/strong\u003e\u003c\/a\u003e\u003c\/p\u003e\n\n\n\u003ch2\u003eFile formats and delivery\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormats:\u003c\/strong\u003e DOCX, PDF and ZIP.\u003cbr\u003e\n\u003cstrong\u003eLanguages:\u003c\/strong\u003e English and Swedish.\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 shipped.\u003c\/p\u003e\n\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eHow many warnings are required before termination?\u003c\/h3\u003e\n\n\u003cp\u003eThere is no general rule requiring a fixed number of warnings. The assessment depends on the seriousness of the issue, what the employee understood, previous measures and the circumstances as a whole.\u003c\/p\u003e\n\n\n\u003ch3\u003eDoes the employee have to sign?\u003c\/h3\u003e\n\n\u003cp\u003eNo. A refusal to sign does not prevent the employer from documenting delivery. The template includes wording clarifying that a signature confirms receipt only.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan the warning be used for performance problems?\u003c\/h3\u003e\n\n\u003cp\u003eYes, provided the expectations have been reasonable and sufficiently clear and the employer also considers whether training, support, workplace adjustment or other measures are relevant.\u003c\/p\u003e\n\n\n\u003ch3\u003eCan this template be used as a termination notice?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Termination and dismissal are subject to separate legal requirements and require their own process and documentation.\u003c\/p\u003e\n\n\n\u003cp style=\"font-size:.95em;color:#4b5563\"\u003e\u003cem\u003eThis package is a general documentation aid and does not replace individual legal advice in a specific employment-law matter.\u003c\/em\u003e\u003c\/p\u003e\n\n\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48063307284822,"sku":"7350139912532","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/written-warning-employee-english-swedish-law-product-image-2027.png?v=1791160948"},{"product_id":"besked-om-att-provanstallning-upphor-mall-word-pdf","title":"Notice of Termination of Probationary Employment Template – Word\/PDF","description":"\u003cdiv\u003e\n\u003ch2\u003eNotice of Termination of Probationary Employment – Word\/PDF\u003c\/h2\u003e\n\u003cp\u003eThis template is intended for Swedish employers who need to notify an employee that a probationary employment will end or will not continue as permanent employment. It provides a structured basis for documenting the employer's notice and the relevant employment details.\u003c\/p\u003e\n\n\u003ch3\u003eWhat the template contains\u003c\/h3\u003e\n\u003cul\u003e\n\u003cli\u003eemployer and employee details,\u003c\/li\u003e\n\u003cli\u003einformation about the probationary employment,\u003c\/li\u003e\n\u003cli\u003ethe intended end date,\u003c\/li\u003e\n\u003cli\u003edate and method of notification,\u003c\/li\u003e\n\u003cli\u003espace for relevant information and signatures,\u003c\/li\u003e\n\u003cli\u003epractical documentation for HR records.\u003c\/li\u003e\n\u003c\/ul\u003e\n\n\u003ch3\u003eFollow the Swedish employment-law process\u003c\/h3\u003e\n\u003cp\u003eEnding a probationary employment is subject to rules in the Swedish Employment Protection Act (LAS) and may also be affected by collective agreements and trade-union consultation requirements. The employer should verify the applicable notice and procedural requirements before the document is delivered.\u003c\/p\u003e\n\n\u003ch3\u003eKeep the notice factual\u003c\/h3\u003e\n\u003cp\u003eThe document should clearly identify the employment and the employer's decision without including unnecessary personal data or unsupported statements. Separate documentation may be appropriate if there are performance, conduct, discrimination, rehabilitation or work-environment issues.\u003c\/p\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eFormats:\u003c\/strong\u003e Word (DOCX) and PDF.\u003cbr\u003e\n\u003cstrong\u003eLegal context:\u003c\/strong\u003e Swedish employment law.\u003cbr\u003e\n\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download; no physical product is shipped.\u003c\/p\u003e\n\n\u003cp\u003e\u003cem\u003eThe template is general documentation support. Collective agreements, union rights and the circumstances of the individual employment relationship can affect the correct procedure.\u003c\/em\u003e\u003c\/p\u003e\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48341032960342,"sku":"7350139913409","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/Beskedomattprovanstallningupphor.png?v=1719150684"},{"product_id":"besked-om-att-provanstallning-upphor-word-pdf-mall-engelska","title":"Notice of Termination of Probationary Employment (English) – Word\/PDF","description":"\u003cdiv\u003e\n\u003ch2\u003eNotice of Termination of Probationary Employment (English) – Swedish Law\u003c\/h2\u003e\n\u003cp\u003eThis English-language template is intended for Swedish employers who need to notify an employee that a probationary employment will end or will not continue as permanent employment. It provides a structured English document for workplaces where English is used operationally while Swedish employment law applies.\u003c\/p\u003e\n\n\u003ch3\u003eWhat the template contains\u003c\/h3\u003e\n\u003cul\u003e\n\u003cli\u003eemployer and employee details,\u003c\/li\u003e\n\u003cli\u003einformation about the probationary employment,\u003c\/li\u003e\n\u003cli\u003ethe intended end date,\u003c\/li\u003e\n\u003cli\u003edate and method of notification,\u003c\/li\u003e\n\u003cli\u003espace for relevant procedural information,\u003c\/li\u003e\n\u003cli\u003esignatures and HR documentation.\u003c\/li\u003e\n\u003c\/ul\u003e\n\n\u003ch3\u003eSwedish employment-law context\u003c\/h3\u003e\n\u003cp\u003eThe process is governed by the Swedish Employment Protection Act (LAS) and may also be affected by collective agreements, trade-union rights and other procedural requirements. The employer should verify the applicable notice and consultation rules before the document is delivered.\u003c\/p\u003e\n\n\u003ch3\u003eKeep the document factual\u003c\/h3\u003e\n\u003cp\u003eThe notice should identify the employment and the employer's decision clearly without including unnecessary personal data or unsupported statements. Issues involving discrimination, rehabilitation, illness, protected leave or the work environment may require separate assessment and documentation.\u003c\/p\u003e\n\n\u003ch3\u003eEnglish language – Swedish law\u003c\/h3\u003e\n\u003cp\u003eThe template is an English-language version for use in a Swedish employment relationship. It is not a UK, US or other foreign-law termination notice.\u003c\/p\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eFormats:\u003c\/strong\u003e Word (DOCX) and PDF.\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e English.\u003cbr\u003e\n\u003cstrong\u003eLegal context:\u003c\/strong\u003e Swedish employment law.\u003cbr\u003e\n\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download; no physical product is shipped.\u003c\/p\u003e\n\n\u003cp\u003e\u003cem\u003eThe template is general documentation support. Collective agreements and the circumstances of the individual employment relationship can affect the correct procedure.\u003c\/em\u003e\u003c\/p\u003e\n\u003c\/div\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48341116813654,"sku":"7350139913416","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/BeskedomattprovanstallningupphorWordPDFMall_Engelska.png?v=1719151326"},{"product_id":"uppsagning-pa-grund-av-arbetsbrist-mall-word-pdf","title":"Notice of Termination due to Redundancy – Word\/PDF","description":"\u003ch3\u003e Product description: Termination due to lack of work Template (Word \u0026amp; PDF)\u003c\/h3\u003e\n\n\u003cp\u003e Carrying out dismissals due to a lack of work is a complex process that requires careful compliance with Swedish labor legislation. Our redundancy notice document template is carefully designed to ensure all legal requirements are met, giving you peace of mind in following the correct procedure. The template is available for direct download after purchase and comes in both Word and PDF formats, making it easy to customize to your specific needs.\u003c\/p\u003e\n\n\u003ch4\u003e About the Template\u003c\/h4\u003e\n\n\u003cp\u003e This template is designed to be used in cases of dismissal due to lack of work and includes all the necessary elements required by Swedish legislation. It helps employers to formally notify an employee of dismissal and ensures that the process complies with the rules of the Employment Protection Act (LAS) and the Co-determination Act (MBL).\u003c\/p\u003e\n\n\u003ch4\u003e Contents of the template:\u003c\/h4\u003e\n\n \u003cp\u003e\u003cstrong\u003eIntroduction:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Company name and address.\u003c\/li\u003e\n\n\u003cli\u003e Place and date.\u003c\/li\u003e\n\n\u003cli\u003e The employee's name and address.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eNotice of dismissal:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Formal notice of dismissal due to lack of work.\u003c\/li\u003e\n\n\u003cli\u003e Reference to relevant legislation (LAS and MBL).\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eGrounds for termination:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e A clear explanation of the reason for the labor shortage (e.g. financial difficulties, reorganization, reduced demand).\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eTermination period:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Specification of notice period and last day of employment.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eRelocation obligation:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Description of the employer's obligation to investigate relocations according to § 7 LAS.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eTurn order:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Information on how the turn order rules have been applied according to § 22 LAS.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003ePreferential right to re-employment:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Information about preferential rights according to § 25 LAS and what the employee must do to use this right.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eObligation to negotiate:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n \u003cli\u003eConfirmation that the necessary negotiations have been carried out with the union in accordance with § 11 MBL.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eNotification to the Employment Service:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Information that the notification has been reported to the Employment Service if more than five employees have been dismissed.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eInformation about rights:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Instructions for how the employee can contest the dismissal or claim damages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eFinal words:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Regret for the termination and offer of further information and contact.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch4\u003e Relevant laws:\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe Employment Security Act (LAS)\u003c\/strong\u003e : Regulates the grounds for dismissal and the employer's obligations, including redeployment obligations and rotation rules.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe Co-determination Act (MBL)\u003c\/strong\u003e : Regulates the employer's obligation to negotiate with trade unions in the event of layoffs and other important changes in the business.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe Discrimination Act\u003c\/strong\u003e : Ensures that no dismissals take place on discriminatory grounds.\u003c\/p\u003e\n\n\u003ch4\u003e Common questions:\u003c\/h4\u003e\n\n \u003cp\u003e\u003cstrong\u003e1. What is a labor shortage?\u003c\/strong\u003e Lack of work is a legal ground for dismissal that does not relate to the employee's personal circumstances, but to the company's financial situation, reorganization or reduced demand.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e2. How long is the notice period in the event of a lack of work?\u003c\/strong\u003e The notice period is regulated by the employment contract or collective agreement, but according to LAS it is usually between one and six months depending on the length of employment.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e3. What does relocation obligation mean?\u003c\/strong\u003e The employer must first investigate whether there is an opportunity to redeploy the employee within the company before a dismissal can take place. This means that the employer must try to find another suitable position for the employee.\u003c\/p\u003e\n\n \u003cp\u003e\u003cstrong\u003e4. How do the turn order rules work?\u003c\/strong\u003e The rote rules, often called \"last in, first out,\" mean that those hired last are the first to be laid off, with some exceptions based on sufficient qualifications and company size.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e5. What is preferential right to re-employment?\u003c\/strong\u003e Employees dismissed due to a lack of work have a preferential right to re-employment if a similar position becomes available within nine months of the dismissal, provided they notify their interest in writing.\u003c\/p\u003e\n\n\u003ch4\u003e Tips for using the template:\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eAdapt the template\u003c\/strong\u003e : Ensure that all relevant information is filled in correctly and that the reasons for the lack of work are clearly described.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003ePrepare negotiations\u003c\/strong\u003e : If the company is bound by collective agreements, prepare the necessary negotiations with the union in advance.\u003c\/p\u003e\n\n \u003cp\u003e\u003cstrong\u003eDocument the process\u003c\/strong\u003e : Keep careful documentation of relocation attempts and negotiations to avoid legal problems.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eProvide support\u003c\/strong\u003e : Offer the employee support and information about rights and opportunities for further education or other employment.\u003c\/p\u003e\n\n\u003cp\u003e By using this template, you ensure that the termination process is handled correctly and according to Swedish legislation, which reduces the risk of legal problems and damages. Our template is designed to give you peace of mind in complying with legal requirements and make the process as smooth as possible for both employers and employees.\u003c\/p\u003e\n\n\u003c!----\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48379508687190,"sku":"7350139913485","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/UppsagningpagrundavarbetsbristMall-WordPDF.png?v=1719773369"},{"product_id":"uppsagning-pga-personliga-skal-mall-word-pdf","title":"Notice of Termination for Personal Reasons – Word\/PDF","description":"\u003ch3\u003e Product description: Termination for Personal Reasons Template (Word \u0026amp; PDF)\u003c\/h3\u003e\n\n\u003cp\u003e \u003cstrong\u003eProduct description\u003c\/strong\u003e\u003c\/p\u003e\n\n \u003cp\u003eDismissing an employee for personal reasons is one of the most sensitive and legally complex tasks an employer can face. To ensure that the termination is done correctly and in accordance with Swedish legislation, we offer a professionally designed template for termination notices due to personal reasons. This template is available for immediate download after purchase and comes in both Word and PDF formats for easy customization and use.\u003c\/p\u003e\n\n\u003ch4\u003e What is included in the template?\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eReady-made notice of termination\u003c\/strong\u003e : A complete and detailed template that covers all necessary aspects of a notice of termination according to Swedish legislation.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eLegal guidance\u003c\/strong\u003e : Instructions and help texts explaining the legal requirements and processes.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eFlexibility\u003c\/strong\u003e : Ability to easily adapt the text to suit specific situations and circumstances.\u003c\/p\u003e\n\n \u003cp\u003e\u003cstrong\u003eFormat\u003c\/strong\u003e : Available in both Word and PDF formats for easy editing and printing.\u003c\/p\u003e\n\n\u003ch4\u003e Important steps in the termination process\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003e1. Relocation investigation\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e According to the Employment Security Act (LAS), the employer must always investigate the possibilities of relocation before a dismissal can be carried out. This means that the employer must make a thorough investigation as to whether there are other vacant positions within the company that the employee can be offered.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e2. Notification and notice\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e Before the termination is executed, the employee and their trade union must be notified of the employer's intention to terminate the employee. The notification must take place in good time and at least two weeks before the termination is implemented, so that the employee has the opportunity to request a discussion.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e3. Factual reasons for termination\u003c\/strong\u003e\u003c\/p\u003e\n\n \u003cp\u003eIn order for the dismissal to be valid, it is required that the employer can demonstrate that there are objective reasons for the dismissal. This may involve repeated mismanagement, unauthorized absence, difficulties in cooperation, or lack of work performance. It is important that the employer can document and specify these reasons for the dismissal to be legally valid.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e4. Written termination\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e The termination must be in writing and delivered personally to the employee. In exceptional cases, the notice of termination can be sent by registered letter, and it then comes into force ten days after sending.\u003c\/p\u003e\n\n\u003ch4\u003e Legal rights and obligations\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eAnnulment and damages\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e According to LAS, the employee has the right to request that the dismissal be declared invalid if it considers that there is no factual basis. Such a request must be made within two weeks of receiving the notice of termination. The employee can also claim damages.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eSeverance pay\u003c\/strong\u003e\u003c\/p\u003e\n\n \u003cp\u003eDuring the notice period, the employee is entitled to salary and other employment benefits, regardless of whether work can be offered or not. In some cases, however, settlement can take place.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eEmployer certificate and service certificate\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e After the dismissal, the employer must issue an employer's certificate and a service certificate. These documents describe the employee's duties and employment period and are important for future job applications.\u003c\/p\u003e\n\n\u003ch4\u003e Frequently asked questions (FAQ)\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eWhat are the most common reasons for termination due to personal reasons?\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e Common reasons include repeated misconduct, unauthorized absences, co-operation difficulties and poor work performance. Each reason must be able to be documented and specified by the employer.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eWhat does relocation investigation mean?\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e This means that the employer must investigate whether there are any other vacant positions within the company that the employee can be offered before the dismissal can be carried out.\u003c\/p\u003e\n\n \u003cp\u003e\u003cstrong\u003eHow long is the notice period?\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e The notice period varies depending on the length of employment and the employment contract. It is specified in the termination notice and must be followed carefully.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eCan the notice of termination be appealed?\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e Yes, the employee can request that the dismissal be annulled if it lacks a factual basis. Such a request must be made within two weeks of receiving the notification.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eHow is the template delivered?\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e The template is delivered immediately after purchase in both Word and PDF formats, making it easy to customize and use right away.\u003c\/p\u003e\n\n\u003ch4\u003e Relevant laws\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe Employment Security Act (LAS)\u003c\/strong\u003e , SFS 1982:80\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Section 7: Requirement for a factual basis for termination\u003c\/li\u003e\n\n\u003cli\u003e Section 9: Notice period\u003c\/li\u003e\n\n\u003cli\u003e Section 30: Obligation to relocate\u003c\/li\u003e\n\n\u003cli\u003e Section 34: Invalidation of termination\u003c\/li\u003e\n\n\u003cli\u003e Section 38: Compensation for wrongful termination\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n \u003cp\u003eBy following this detailed and legally correct template, employers can ensure that the dismissal takes place in accordance with Swedish legislation and minimize the risk of legal disputes.\u003c\/p\u003e\n\n\u003c!----\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48379530969430,"sku":"7350139913492","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/UppsagningpgapersonligaskalMall-WordPDF.png?v=1719773868"},{"product_id":"uppsagning-fran-anstalld-mall-word-pdf","title":"Employee Resignation Template – Word\/PDF","description":"\u003cp\u003e Terminating an employment is a significant decision that requires careful handling and the right formalities. Our professionally designed self-termination document template ensures that you follow all the necessary steps and meet the legal requirements according to Swedish legislation. The template is designed to be user-friendly and includes all the important components for you as an employee to be able to resign in a correct and formal way.\u003c\/p\u003e\n\n\u003ch4\u003e Why choose our document template?\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eEasy to use:\u003c\/strong\u003e The template is easy to fill out with clear instructions and examples.\u003c\/p\u003e\n\n \u003cp\u003e\u003cstrong\u003eLegal and formal:\u003c\/strong\u003e Designed according to current Swedish labor law, including the Employment Protection Act (LAS).\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eInstant Access:\u003c\/strong\u003e Available for instant download in both Word and PDF formats after purchase.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eAdaptable:\u003c\/strong\u003e Easy to adapt to your specific needs and workplace requirements.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eTime-saving:\u003c\/strong\u003e Saves time by giving you a ready-made structure and formalities for your resignation.\u003c\/p\u003e\n\n\u003ch4\u003e Content of the template\u003c\/h4\u003e\n\n\u003cp\u003e Our employee termination document template includes the following sections:\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003ePersonal information:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Your name, address, email and telephone number.\u003c\/li\u003e\n\n\u003cli\u003e Date of when the termination letter is written.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe employer's information:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Employer's name, address and contact person.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eFormal Termination Notice:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e A formal notice of termination in which you inform the employer of your decision to terminate employment.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eTermination period:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n \u003cli\u003eSpecification of notice period according to employment contract or collective agreement.\u003c\/li\u003e\n\n\u003cli\u003e Date of last working day.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eGratitude and future contact:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e A section where you express your gratitude for the time you worked at the company.\u003c\/li\u003e\n\n\u003cli\u003e Possibility to ask for letters of recommendation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eConfirmation of receipt:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Request for written confirmation that the termination has been received.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch4\u003e Legal aspects and relevant laws\u003c\/h4\u003e\n\n\u003cp\u003e When using our employee termination document template, it is important to know the legal aspects and relevant laws governing the termination process in Sweden. Here are some important points:\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe Employment Protection Act (LAS):\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e According to LAS, you as an employee have the right to resign with a notice period of at least one month. The notice period may be longer depending on the employment contract and collective agreement.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eCollective agreement:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n \u003cli\u003eMany workplaces have collective agreements that regulate notice periods and other employment conditions. Always check what applies to your specific situation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eForm requirements:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e A termination should always be in writing. Our template ensures that all necessary form requirements are met.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eFactual basis for termination:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e Although own termination does not require a factual basis, it is important to understand that employers who terminate employees must have a factual basis for the termination, such as lack of work or personal reasons.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch4\u003e Frequently asked questions (FAQ)\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003e1. Can I cancel without giving a reason?\u003c\/strong\u003e Yes, in case of self-termination, you do not need to state any reasons why you are resigning.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e2. How long is the notice period?\u003c\/strong\u003e According to LAS, the minimum notice period is one month, but it can be longer depending on the employment contract or collective agreement.\u003c\/p\u003e\n\n \u003cp\u003e\u003cstrong\u003e3. Can I resign and quit on the same day?\u003c\/strong\u003e No, you must follow the notice period that applies to your employment. This can only be circumvented if your employer approves a shorter notice period.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e4. What should I do if I do not receive confirmation of my cancellation?\u003c\/strong\u003e Always request written confirmation of your termination. If you do not receive a confirmation, you can remind your employer or send the notice of termination by registered letter.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e5. Does the termination affect my right to A-kassa?\u003c\/strong\u003e In case of self-termination, you may be suspended from A-kassan for a period. Check with your A-kassa for specific rules that apply to you.\u003c\/p\u003e\n\n\u003ch4\u003e Tips for a smooth termination\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eCommunicate clearly:\u003c\/strong\u003e Inform your manager of your resignation before telling your colleagues.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eBe professional:\u003c\/strong\u003e Keep a polite and respectful tone in your resignation. It may affect your future references.\u003c\/p\u003e\n\n \u003cp\u003e\u003cstrong\u003ePlan ahead:\u003c\/strong\u003e Have a plan for what to do after your employment ends.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003ePrepare your finances:\u003c\/strong\u003e Create a budget to manage the financial transition after the layoff.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eRequest letters of recommendation:\u003c\/strong\u003e A letter of recommendation from your current employer can be valuable for future job searches.\u003c\/p\u003e\n\n\u003ch4\u003e Conclusion\u003c\/h4\u003e\n\n\u003cp\u003e Our document template for employee termination is an indispensable tool to ensure that your termination is done correctly and in accordance with Swedish legislation. With our template, you can be sure that all necessary formal requirements are met, which makes the process easier for both you and your employer.\u003c\/p\u003e\n\n\u003cp\u003e Download the template immediately after purchase and get instant access to a professionally designed document that can be customized to your specific needs. The template is available in both Word and PDF format to ensure maximum flexibility and ease of use.\u003c\/p\u003e\n\n\u003ch4\u003e Relevant laws for this template\u003c\/h4\u003e\n\n \u003cp\u003e\u003cstrong\u003eEmployment Protection Act (1982:80)\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eCollective agreement (varies depending on workplace and union)\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e By following this template and the included guidelines, you can be sure that your termination is handled professionally and correctly, contributing to a smooth transition to your next career opportunity.\u003c\/p\u003e\n\n\u003c!----\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48379553120598,"sku":"7350139913508","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/UppsagningfrananstalldMall-WordPDF.png?v=1719774573"},{"product_id":"overenskommelse-om-att-anstallning-upphor-mall-word-pdf","title":"Agreement on termination of employment Template - Word\/PDF","description":"\u003ch3\u003e Product Description: Agreement on Termination of Employment Template\u003c\/h3\u003e\n\n\u003ch4\u003e About the Product\u003c\/h4\u003e\n\n \u003cp\u003eOur \"Termination of Employment Agreement\" template is a comprehensive, legally correct document template designed to help employers and employees formally terminate employment in a smooth and legally secure manner. The template is available for immediate download in both Word and PDF formats and can be easily adapted to specific needs and situations.\u003c\/p\u003e\n\n\u003ch4\u003e Features and Benefits\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003e1. Comprehensive and Customizable:\u003c\/strong\u003e The template includes all the necessary components of a termination agreement, ensuring compliance with all legal requirements and best practices. You can easily customize the template to suit your specific needs.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e2. Direct Download:\u003c\/strong\u003e After completing the purchase, you get immediate access to the template, which can be downloaded in both Word and PDF format. This makes it easy to get started with the process without delays.\u003c\/p\u003e\n\n \u003cp\u003e\u003cstrong\u003e3. Legal Security:\u003c\/strong\u003e The template is designed in accordance with Swedish legislation, including the Employment Security Act (LAS) and the Holiday Act, giving you the peace of mind that all aspects are correctly handled.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e4. Includes Important Clauses:\u003c\/strong\u003e The template covers important areas such as notice period, severance pay, confidentiality, non-competition clauses, and performance and settlement, minimizing the risk of future disputes.\u003c\/p\u003e\n\n\u003ch4\u003e Common questions and answers\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003e1. What is an agreement that employment ends?\u003c\/strong\u003e It is an agreement between the employer and the employee where both parties agree to end the employment on a specific date. This may include conditions such as severance pay, notice period and other relevant benefits.\u003c\/p\u003e\n\n \u003cp\u003e\u003cstrong\u003e2. When should one use such an agreement?\u003c\/strong\u003e A termination agreement is used when the employer and employee want to end the employment by mutual agreement rather than by traditional termination. It can be beneficial in situations where both parties want to avoid lengthy processes and potential disputes.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e3. What laws govern this type of agreement?\u003c\/strong\u003e The following laws are relevant:\u003c\/p\u003e\n\n\u003cp\u003e The Employment Protection Act (LAS)\u003c\/p\u003e\n\n\u003cp\u003e The holiday law\u003c\/p\u003e\n\n\u003cp\u003e The Work Environment Act\u003c\/p\u003e\n\n\u003cp\u003e The Discrimination Act\u003c\/p\u003e\n\n\u003cp\u003e General Data Protection Regulation (GDPR)\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e4. What is the difference between termination and agreement that employment ends?\u003c\/strong\u003e Termination is a unilateral act by either the employer or the employee that follows specific laws and regulations. An agreement that employment ends, on the other hand, is a mutual agreement that can include customized conditions and usually means a smoother and faster process.\u003c\/p\u003e\n\n \u003ch4\u003eTips for Using the Template\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eCustomize to Your Needs:\u003c\/strong\u003e Be sure to fill in all the necessary details and customize the template to the specific requirements and circumstances of your situation. This includes notice period, severance pay and any confidentiality or non-competition clauses.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eLegal Advice:\u003c\/strong\u003e Although the template is designed to be easy to use, it may be wise to consult a lawyer to ensure that all legal aspects are properly handled and that no important details are missed.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eClear Communication:\u003c\/strong\u003e Communicate clearly with the employee about the terms of the agreement to avoid misunderstandings and potential disputes in the future.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eSafe Storage:\u003c\/strong\u003e After the agreement is signed by both parties, ensure that the document is stored in a safe and easily accessible manner.\u003c\/p\u003e\n\n\u003ch4\u003e Content of the Template\u003c\/h4\u003e\n\n \u003cp\u003e\u003cstrong\u003eParties:\u003c\/strong\u003e Name, organization number and addresses for both employer and employee.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eBackground:\u003c\/strong\u003e Description of why the employment ends and confirmation from both parties.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eAgreement:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eTermination of employment:\u003c\/strong\u003e Date of termination of employment.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eSeverance pay:\u003c\/strong\u003e Specified amount and payment date.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eNotice period:\u003c\/strong\u003e According to LAS or collective agreement.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eHoliday pay:\u003c\/strong\u003e Calculation and payment of holiday pay.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eConfidentiality:\u003c\/strong\u003e Post-employment confidentiality clauses.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eNon-compete clause:\u003c\/strong\u003e Any non-compete clause and compensation.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eEmployer certificates and references:\u003c\/strong\u003e Obligations regarding employer certificates and references.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eCompletion and Settlement:\u003c\/strong\u003e Settlement Provisions for New Income.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eDisputes:\u003c\/strong\u003e How any disputes should be handled.\u003c\/li\u003e\n\n\u003cli\u003e \n\u003cstrong\u003eOther Terms:\u003c\/strong\u003e Any other relevant terms.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e \u003cstrong\u003eSignatures:\u003c\/strong\u003e Signatures from both the employer and the employee.\u003c\/p\u003e\n\n\u003ch4\u003e Relevant Laws\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe Employment Security Act (LAS):\u003c\/strong\u003e Regulates notice periods and protects the employee in the event of dismissal.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe Holiday Act:\u003c\/strong\u003e Regulates rights regarding holiday pay and leave.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe Working Environment Act:\u003c\/strong\u003e Protects the employees' working environment.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eThe Discrimination Act:\u003c\/strong\u003e Protects against discrimination in the workplace.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eGeneral Data Protection Regulation (GDPR):\u003c\/strong\u003e Regulates the handling of personal data.\u003c\/p\u003e\n\n\u003cp\u003e By using our professionally designed template, you ensure that termination of employment is handled correctly and smoothly, in accordance with Swedish legislation and best practice.\u003c\/p\u003e\n\n\u003c!----\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":48379575042390,"sku":"7350139913515","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/Overenskommelseomattanstallningupphor.png?v=1719775038"},{"product_id":"besked-om-pensionering-mall-till-anstalld-word-pdf-excel","title":"Retirement Notice to Employee Template – Word\/PDF\/Excel","description":"\u003ch3\u003e Product description: Notice of retirement - template (Word, PDF, Excel)\u003c\/h3\u003e\n\n\u003cp\u003e \u003cstrong\u003eSummary of the product:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003e Our \"Retirement Notice\" template offers a professional and legally correct solution for employers to formally inform employees of their upcoming retirement. This template is specifically designed in accordance with Swedish legislation and provides employers with a structured format to use to notify employees of retirement. The product can be easily downloaded immediately after purchase and is delivered in Word, PDF and Excel formats for maximum flexibility and ease of use.\u003c\/p\u003e\n\n \u003cp\u003eBy using this template, you ensure that all communications regarding retirement comply with legal requirements, including the rules on employment protection and practices around retirement age and the employer's right to terminate employment upon reaching retirement age. The legally secured format helps employers avoid mistakes and misunderstandings in connection with retirements and provides clear instructions to the employee about their rights and possible continued opportunities to work after retirement age.\u003c\/p\u003e\n\n\u003chr\u003e\n\n\u003ch4\u003e \u003cstrong\u003eDetails of the template:\u003c\/strong\u003e\n\u003c\/h4\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eFormats:\u003c\/strong\u003e Word, PDF and Excel\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eNumber of pages:\u003c\/strong\u003e 1-2 pages, depending on customizations.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eDirect Download:\u003c\/strong\u003e Available immediately after purchase.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eLegally correct:\u003c\/strong\u003e Designed according to relevant Swedish legislation and practice.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003chr\u003e\n\n\u003ch4\u003e \u003cstrong\u003eWhat the template includes:\u003c\/strong\u003e\n\u003c\/h4\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eEmployee details:\u003c\/strong\u003e Basic information about the employee, such as name, social security number and employment details.\u003c\/li\u003e\n\n\u003cli\u003e \n\u003cstrong\u003eRetirement date and age:\u003c\/strong\u003e Retirement age and possibility to continue working after reaching retirement age (up to 69 years according to Swedish legislation).\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003ePossible retirement options:\u003c\/strong\u003e The opportunity for employees to choose whether to retire immediately, continue working or discuss part-time retirement.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eSignature lines:\u003c\/strong\u003e For both the employer and the employee to formally sign and confirm the agreement.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eAppendices and legal references:\u003c\/strong\u003e References to the Employment Security Act (LAS) and other relevant laws and information on how to proceed with the pension.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003chr\u003e\n\n\u003ch4\u003e \u003cstrong\u003eWhy this template is important:\u003c\/strong\u003e\n\u003c\/h4\u003e\n\n \u003cp\u003eClear and legally secure communication around retirement is not only necessary to meet statutory requirements, but also helps ensure a smooth transition for both employer and employee. Handling retirements incorrectly can lead to misunderstandings and, at worst, legal disputes, which can be avoided by using a well-structured template like this one.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003eAreas of use:\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e For companies that need to notify employees of their upcoming retirement.\u003c\/li\u003e\n\n\u003cli\u003e For HR departments working with personnel changes and pension plans.\u003c\/li\u003e\n\n\u003cli\u003e For employers who want to ensure that all retirement notices are correct and comply with LAS.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003chr\u003e\n\n\u003ch4\u003e \u003cstrong\u003eFrequently Asked Questions:\u003c\/strong\u003e\n\u003c\/h4\u003e\n\n\u003cp\u003e \u003cstrong\u003e1. When must an employer give notice of retirement?\u003c\/strong\u003e \u003cbr\u003eAccording to LAS (Employment Protection Act), the employer should give notice in good time before the employee turns 67. This gives the employee the opportunity to prepare and make informed decisions about their pension. It is also possible for an employee to request to continue working after the age of 67, but protection under the LAS is reduced after this point.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e2. What happens if an employee wants to continue working after retirement age?\u003c\/strong\u003e\u003cbr\u003e Employees have the right to work until they turn 69 according to the new rules from 2023. After that, the employer can decide to terminate the employment. If an employee wishes to continue working after retirement age, this must be clearly regulated and documented, which can also be included in this template.\u003c\/p\u003e\n\n\u003cp\u003e \u003cstrong\u003e3. What does flexible retirement mean?\u003c\/strong\u003e \u003cbr\u003eFlexible retirement gives the employee the opportunity to decide when and how they want to withdraw their pension. This may be relevant in case of part-time retirement or if the employee wants to continue working to a certain extent even after reaching retirement age.\u003c\/p\u003e\n\n\u003chr\u003e\n\n\u003ch4\u003e \u003cstrong\u003eRelevant Swedish legislation:\u003c\/strong\u003e\n\u003c\/h4\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eEmployment Security Act (1982:80) (LAS):\u003c\/strong\u003e Regulates employer and employee rights on retirement, including the right to continue working until the age of 69.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003eSocial Insurance Code (2010:110):\u003c\/strong\u003e Regulates the right to a general pension and how it can be withdrawn.\u003c\/li\u003e\n\n\u003cli\u003e\n\n \u003cstrong\u003ePension agreements in collective agreements:\u003c\/strong\u003e Rules regarding occupational pensions can vary depending on collective agreements, and it is important that the employer follows these if they are applicable.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003chr\u003e\n\n\u003ch4\u003e \u003cstrong\u003eLegal security:\u003c\/strong\u003e\n\u003c\/h4\u003e\n\n \u003cp\u003eBy using our \"Retirement Notice\" template, you ensure that all relevant legal aspects are covered, including that the document complies with Swedish legislation and collective agreement practice. The template is designed to reduce the risk of disputes and ensure that both employers and employees have clear expectations and guidelines before retirement.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":49076860846422,"sku":"7350139914116","price":49.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/BeskedomPensioneringtillanstalld-WordPDFExcel.png?v=1729441401"},{"product_id":"visselblasarpolicy-rapporteringsrutin-mall-2026-word-pdf","title":"Whistleblowing Policy + Reporting Procedure Template 2026 – Word\/PDF","description":"\u003ch2\u003eWhistleblowing Policy + Reporting Procedure 2026 – Complete Template Package\u003c\/h2\u003e\u003cp\u003eA professional package for Swedish employers needing to introduce, document, or update their internal whistleblowing function. The package is designed for practical use and combines a \u003cstrong\u003ewhistleblowing policy, internal reporting procedure, reporting form, investigation protocol, and operational checklist\u003c\/strong\u003e.\u003c\/p\u003e\u003cp\u003eThe documents have been legally reviewed against the applicable \u003cstrong\u003eWhistleblowing Act (2021:890)\u003c\/strong\u003e, Ordinance (2021:949), GDPR, current guidance from the Swedish Work Environment Authority and the Swedish Authority for Privacy Protection (IMY), and the EU Whistleblowing Directive.\u003c\/p\u003e\u003cp\u003eYou will receive \u003cstrong\u003e4 professionally designed documents in both Word and PDF formats\u003c\/strong\u003e, totaling 15 A4 pages, as well as a separate README with recommended implementation steps and key legal sources.\u003c\/p\u003e\u003ch2\u003eIncluded\u003c\/h2\u003e\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWhistleblowing Policy + Internal Reporting Procedure\u003c\/strong\u003e – master template for the organization's governance and process\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWhistleblowing Report – Form\u003c\/strong\u003e – structured template for those who wish to report\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInvestigation and Case Protocol\u003c\/strong\u003e – internal working document for the authorized whistleblowing function\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChecklist for Authorized Function\u003c\/strong\u003e – brief operational guidance from receipt to closure\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003ch2\u003eThe main policy contains\u003c\/h2\u003e\u003cul\u003e\n\n\u003cli\u003eapplicability control and the 50-employee threshold\u003c\/li\u003e\n\n\u003cli\u003epurpose, principles, and responsibilities\u003c\/li\u003e\n\n\u003cli\u003ewhat can be covered by whistleblowing\u003c\/li\u003e\n\n\u003cli\u003ewhich categories of persons are eligible to use the channel\u003c\/li\u003e\n\n\u003cli\u003ewritten, oral, and physical reporting\u003c\/li\u003e\n\n\u003cli\u003ecustomization fields for the organization's actual channels\u003c\/li\u003e\n\n\u003cli\u003eindependent and autonomous authorized persons or units\u003c\/li\u003e\n\n\u003cli\u003econflicts of interest and alternative reporting channels\u003c\/li\u003e\n\n\u003cli\u003ereceipt and statutory deadlines\u003c\/li\u003e\n\n\u003cli\u003epreliminary assessment and triage\u003c\/li\u003e\n\n\u003cli\u003einvestigation principles and investigation plan\u003c\/li\u003e\n\n\u003cli\u003eprohibition of obstructive measures and retaliation\u003c\/li\u003e\n\n\u003cli\u003econfidentiality and protection of identity\u003c\/li\u003e\n\n\u003cli\u003epersonal data, GDPR, and access restrictions\u003c\/li\u003e\n\n\u003cli\u003edocumentation of oral reports\u003c\/li\u003e\n\n\u003cli\u003eretention and disposal\u003c\/li\u003e\n\n\u003cli\u003efeedback to the reporting person\u003c\/li\u003e\n\n\u003cli\u003eexternal reporting to competent authorities\u003c\/li\u003e\n\n\u003cli\u003einternal information, training, and annual review\u003c\/li\u003e\n\n\u003cli\u003eimplementation checklist\u003c\/li\u003e\n\n\u003cli\u003elegal sources and document control\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003ch2\u003eKey legal requirements built into the template\u003c\/h2\u003e\u003cp\u003eOperators who had \u003cstrong\u003e50 or more employees at the start of the calendar year\u003c\/strong\u003e must have internal reporting channels and procedures. The internal channels must, among other things, enable written and oral reporting as well as physical meetings upon request. Authorized recipients must be \u003cstrong\u003eindependent and autonomous\u003c\/strong\u003e.\u003c\/p\u003e\u003cp\u003eThe template incorporates the procedural points that receipt must normally be acknowledged \u003cstrong\u003ewithin seven days\u003c\/strong\u003e and that the reporting person must receive feedback on the follow-up \u003cstrong\u003ewithin three months\u003c\/strong\u003e, subject to the exceptions and limitations provided by law.\u003c\/p\u003e\u003ch2\u003eGDPR and whistleblowing cases\u003c\/h2\u003e\u003cp\u003eThe package contains a specific section for personal data processing. Only necessary personal data shall be processed in the follow-up case, access shall be restricted to authorized persons, and clearly irrelevant personal data shall be deleted as soon as possible. As a general rule, personal data in a follow-up case may not be processed for longer than \u003cstrong\u003etwo years after the case has been closed\u003c\/strong\u003e.\u003c\/p\u003e\u003cp\u003eThe template also notes that organizations with fewer than 50 employees that voluntarily implement a whistleblowing system need to conduct a specific data protection assessment, including when processing data regarding criminal offenses.\u003c\/p\u003e\u003ch2\u003eReporting Form\u003c\/h2\u003e\u003cp\u003eThe separate form makes it easier to obtain sufficient and relevant information without the reporting person needing to be familiar with legal terms. The form includes, among other things:\u003c\/p\u003e\u003cul\u003e\n\n\u003cli\u003econtact details and request for feedback\u003c\/li\u003e\n\n\u003cli\u003eincident, location, and time period\u003c\/li\u003e\n\n\u003cli\u003edescription of the malpractice\u003c\/li\u003e\n\n\u003cli\u003esources and possible evidence\u003c\/li\u003e\n\n\u003cli\u003eimmediate risk, ongoing damage, and risk of retaliation\u003c\/li\u003e\n\n\u003cli\u003eother relevant information\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003ch2\u003eInvestigation and Case Protocol\u003c\/h2\u003e\u003cp\u003eThe internal protocol helps authorized persons work consistently and in a documented manner. It contains fields for:\u003c\/p\u003e\u003cul\u003e\n\n\u003cli\u003ecase ID and date of receipt\u003c\/li\u003e\n\n\u003cli\u003e7-day acknowledgment and deadline for feedback\u003c\/li\u003e\n\n\u003cli\u003econflict of interest and authorization check\u003c\/li\u003e\n\n\u003cli\u003epreliminary legal and factual assessment\u003c\/li\u003e\n\n\u003cli\u003einvestigation plan\u003c\/li\u003e\n\n\u003cli\u003eaction and contact log\u003c\/li\u003e\n\n\u003cli\u003epersonal data and access\u003c\/li\u003e\n\n\u003cli\u003eassessment and conclusion\u003c\/li\u003e\n\n\u003cli\u003efeedback\u003c\/li\u003e\n\n\u003cli\u003eclosure and disposal date\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003ch2\u003eChecklist for Authorized Function\u003c\/h2\u003e\u003cp\u003eThe short checklist serves as an operational support for the most important steps during the \u003cstrong\u003efirst 24 hours, by day 7, during the follow-up, by the three-month mark, and upon case closure\u003c\/strong\u003e.\u003c\/p\u003e\u003ch2\u003eWho is this package for?\u003c\/h2\u003e\u003cp\u003eThe package is suitable for, among others, limited companies, corporate groups, industrial firms, e-commerce companies, SaaS and IT companies, consulting firms, staffing agencies, non-profit organizations, and other employers needing a clear system for internal whistleblowing.\u003c\/p\u003e\u003ch2\u003eLegal status reviewed 2026\u003c\/h2\u003e\u003cp\u003eVersion 1.0 has been legally reviewed on \u003cstrong\u003eSeptember 27, 2026\u003c\/strong\u003e, against, among others:\u003c\/p\u003e\u003cul\u003e\n\n\u003cli\u003ethe Whistleblowing Act (2021:890)\u003c\/li\u003e\n\n\u003cli\u003ethe Whistleblowing Ordinance (2021:949), amended up to and including SFS 2025:1157 at the time of review\u003c\/li\u003e\n\n\u003cli\u003eDirective (EU) 2019\/1937 of the European Parliament and of the Council\u003c\/li\u003e\n\n\u003cli\u003ethe General Data Protection Regulation (EU) 2016\/679\u003c\/li\u003e\n\n\u003cli\u003ethe Supplementary GDPR Act (2018:218)\u003c\/li\u003e\n\n\u003cli\u003ethe Swedish Work Environment Authority's current guidance on internal reporting channels\u003c\/li\u003e\n\n\u003cli\u003eIMY's guidance on personal data processing in whistleblowing cases\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003ch2\u003eImportant regarding customization\u003c\/h2\u003e\u003cp\u003eEvery organization must customize the template to its actual whistleblowing function, technical reporting channels, authorized persons, conflict of interest procedures, collective agreements, public access and secrecy regulations, and any sector-specific regulation. For public sector activities and certain regulated sectors, special requirements may apply.\u003c\/p\u003e\u003cp\u003eThe template is a professional working document and does not replace individual legal advice in a specific case.\u003c\/p\u003e\u003ch2\u003eDigital delivery\u003c\/h2\u003e\u003cp\u003eThe product is delivered digitally as \u003cstrong\u003eWord (DOCX) and PDF\u003c\/strong\u003e. No physical product is sent.\u003c\/p\u003e\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\u003ch3\u003eMust all employers have a whistleblowing function?\u003c\/h3\u003e\u003cp\u003eNo. The general obligation under the Whistleblowing Act applies to operators who had at least 50 employees at the start of the calendar year. However, special rules may apply in certain sectors.\u003c\/p\u003e\u003ch3\u003eMust it be possible to report anonymously?\u003c\/h3\u003e\u003cp\u003eThe law sets extensive requirements for the protection of identity and confidentiality, but the template makes anonymous reporting a choice that the organization must decide upon and configure based on its channel. If contact details are missing, providing feedback and requesting additional information may be more difficult.\u003c\/p\u003e\u003ch3\u003eCan reporting take place via email?\u003c\/h3\u003e\u003cp\u003eThe organization is responsible for ensuring that the reporting channel is secure and appropriate. Ordinary, unprotected email may involve risks of identity disclosure and should be carefully risk-assessed.\u003c\/p\u003e\u003ch3\u003eHow long can a whistleblowing case be kept?\u003c\/h3\u003e\u003cp\u003eAs a general rule, personal data in a follow-up case may not be processed for longer than two years after the case has been closed. Irrelevant information should be deleted earlier.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55512224465238,"sku":"VISSELBLASNING-2026","price":199.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/visselblasarpolicy-mall-2026-word-pdf.png?v=1790509972"},{"product_id":"anstallningsavtal-mallpaket-2026-word-pdf-svensk-ratt","title":"Employment Contract Template Package 2026 – Word\/PDF | Swedish Law","description":"\u003ch2\u003eEmployment Contract Template Package 2026 – complete package for Swedish employers\u003c\/h2\u003e\u003cp\u003eThis is a complete and practical template package for companies and organizations that need to draw up clear employment contracts in accordance with Swedish law. The package contains separate templates for the most common forms of employment, a specific appendix for hourly wages and varying working hours, a document for changes to employment terms, and an employer guide with a checklist.\u003c\/p\u003e\u003cp\u003eThe templates are designed to be easy to fill out while remaining sufficiently detailed to cover the written information that an employer is normally required to provide under the Employment Protection Act (LAS). All documents are delivered in both editable Word format and PDF.\u003c\/p\u003e\u003ch3\u003eIncluded in the package\u003c\/h3\u003e\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003eEmployment contract – permanent employment\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eEmployment contract – probationary employment\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eEmployment contract – special fixed-term employment (SÄVA)\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eEmployment contract – substitute\/temporary employment\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eAppendix – hourly wage and varying working hours\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eChange of employment terms according to Section 6 e of the Employment Protection Act\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eEmployer guide and checklist 2026\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003cp\u003eIn total, the package includes 7 separate documents and approximately 35 professionally designed A4 pages.\u003c\/p\u003e\u003ch3\u003ePermanent employment\u003c\/h3\u003e\u003cp\u003eThe template for permanent employment is adapted for the form of employment that constitutes the main rule under the Employment Protection Act. It contains clear fields for, among other things, employer and employee details, start date, scope of employment, workplace, position, duties, salary, other benefits, working hours, schedule, overtime and additional time, vacation, sick pay, training, occupational pension, insurance, collective agreements, and notice period.\u003c\/p\u003e\u003ch3\u003eProbationary employment\u003c\/h3\u003e\u003cp\u003eThe probationary employment template includes specific fields for the probationary period and the terms of the probation. It is designed with the understanding that, as a general rule, probationary employment may last for a maximum of six months and that the employer must follow specific rules regarding notification if the probationary employment is to be terminated prematurely or concluded without transitioning into permanent employment.\u003c\/p\u003e\u003ch3\u003eSpecial fixed-term employment – SÄVA\u003c\/h3\u003e\u003cp\u003eThe template for special fixed-term employment explicitly states that the employment is a SÄVA and has specific fields for start date, end date, and verification of previous fixed-term employment. This is important because, for SÄVA, the employer must provide information about the form of employment when the employment is entered into.\u003c\/p\u003e\u003cp\u003eThe template and employer guide also include reminders about the conversion rules in the Employment Protection Act and that the employer should keep ongoing track of previous SÄVA periods.\u003c\/p\u003e\u003ch3\u003eSubstitute\/temporary employment\u003c\/h3\u003e\u003cp\u003eThe substitute employment template includes specific fields to state who or what actual need for substitution the employment relates to. This could, for example, involve replacing an employee who is on parental or sick leave, or temporarily staffing a vacant position during a recruitment process. The template helps the employer document the basis for the substitution clearly.\u003c\/p\u003e\u003ch3\u003eHourly wage and varying working hours\u003c\/h3\u003e\u003cp\u003eA common misconception is that \"hourly employment\" in itself is a separate form of employment. The package avoids this legal issue by treating hourly wages as a \u003cstrong\u003eform of salary and a matter of working hours\u003c\/strong\u003e, not as a separate form of employment. The appendix is used in conjunction with a correct primary contract – for example, permanent employment, SÄVA, or substitute employment.\u003c\/p\u003e\u003cp\u003eThe appendix contains fields for hourly wage, guaranteed working hours, schedule type, minimum notice for work shifts, inconvenient working hours (OB), overtime, additional time, vacation, and rules for changed or canceled shifts.\u003c\/p\u003e\u003ch3\u003eChange of employment terms\u003c\/h3\u003e\u003cp\u003eWhen significant terms of employment change, the employer must in many cases document the change in writing. The package therefore includes a separate change notice where previous and new terms can be documented, along with the date the change takes effect and the reason for the change.\u003c\/p\u003e\u003ch3\u003eEmployer guide with LAS checklist\u003c\/h3\u003e\u003cp\u003eThe accompanying guide helps the employer choose the right document and check that important information is not missed. It covers, among other things:\u003c\/p\u003e\u003cul\u003e\n\n\u003cli\u003ewhich template fits each form of employment\u003c\/li\u003e\n\n\u003cli\u003ethe central information points in Section 6 c of the Employment Protection Act\u003c\/li\u003e\n\n\u003cli\u003edeadlines for written information\u003c\/li\u003e\n\n\u003cli\u003efull-time as a starting point unless otherwise agreed\u003c\/li\u003e\n\n\u003cli\u003econversion rules for SÄVA and substitute employment\u003c\/li\u003e\n\n\u003cli\u003eprobationary employment and the two-week notification from the employer\u003c\/li\u003e\n\n\u003cli\u003enotification when fixed-term employment ends\u003c\/li\u003e\n\n\u003cli\u003eother employment and secondary occupations\u003c\/li\u003e\n\n\u003cli\u003evacation and vacation pay\u003c\/li\u003e\n\n\u003cli\u003eworking hours and sick pay\u003c\/li\u003e\n\n\u003cli\u003ecollective agreements and union obligations\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003ch3\u003eDesigned based on current Swedish labor law\u003c\/h3\u003e\u003cp\u003eThe legal status has been verified on September 27, 2026. The package has been designed based on, among other things, the Employment Protection Act (1982:80), the Annual Leave Act (1977:480), the Working Hours Act (1982:673), the Sick Pay Act (1991:1047), the Co-Determination in the Workplace Act (1976:580), and the Discrimination Act (2008:567).\u003c\/p\u003e\u003cp\u003eThe templates take into account that collective agreements may contain other or supplementary rules. Therefore, there are clear fields for applicable collective agreements, and several clauses are written so that they can be adapted to the specific business.\u003c\/p\u003e\u003ch3\u003eWhat information is included in the employment contracts?\u003c\/h3\u003e\u003cp\u003eThe four main contracts contain structured sections for the parties, form of employment, start date, duration of employment, scope of employment, job title, workplace, duties, salary, salary payment, variable compensation, other benefits, expense reimbursement, regular working hours, schedule, overtime\/additional time, on-call\/standby, vacation, sick pay, training, employer contributions, occupational pension, insurance, collective agreements, confidentiality, loyalty, secondary occupation, personal data, internal rules, termination of employment, and changes to employment terms.\u003c\/p\u003e\u003ch3\u003eWho is the package for?\u003c\/h3\u003e\u003cp\u003eThe template package is particularly useful for limited companies, small and medium-sized enterprises, startups, associations, and other private employers who want a structured basis for new hires. It is also suitable for companies that have previously used simple employment certificates but want better documentation of working hours, benefits, and other terms.\u003c\/p\u003e\u003ch3\u003eWord and PDF included\u003c\/h3\u003e\u003cp\u003eThe Word files are fully editable so that the company's own terms, logo, collective agreements, and internal rules can be added. The PDF files serve as a reference, printing basis, and example of the final layout. All documents have clear fill-in fields and separate signature pages.\u003c\/p\u003e\u003ch3\u003eImportant to know\u003c\/h3\u003e\u003cp\u003eThe documents are professional templates and should always be adapted to the individual employer, the specific position, and any applicable collective agreement. They do not replace individual legal advice for situations such as complicated fixed-term employment, disputes, executive positions, or other situations where specific rules may apply.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDigital product:\u003c\/strong\u003e Delivered immediately as downloadable Word and PDF files. No physical product is sent.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55512624988502,"sku":"ANSTALLNINGSAVTAL-2026","price":199.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/anstallningsavtal-mallpaket-2026-word-pdf.png?v=1790514313"},{"product_id":"sekretessforbindelse-anstalld-mallpaket-2026-word-pdf","title":"Non-Disclosure Agreement Employee Template Package 2026 – Word\/PDF","description":"\u003ch2\u003eConfidentiality Agreement for Employees 2026 – Complete Template Package for Employers\u003c\/h2\u003e\u003cp\u003eThis is a professional template package for Swedish employers who need to regulate confidentiality, trade secrets, work results, and intellectual property in employment – and simultaneously manage potential non-compete or non-solicitation restrictions in a more structured manner. The package is specifically designed for employment relationships and therefore goes significantly further than a standard general non-disclosure agreement (NDA) between two companies.\u003c\/p\u003e\u003cp\u003eYou receive four separate documents in both editable Word format and PDF. Together, the package comprises 26 professionally designed A4 pages with clear fill-in fields, optional clauses, checkpoints, and practical checklists.\u003c\/p\u003e\u003ch3\u003eWhat is included\u003c\/h3\u003e\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eConfidentiality Agreement for Employees 2026\u003c\/strong\u003e – master agreement regarding confidentiality, trade secrets, information security, AI tools, incidents, return of property, and continued confidentiality after employment.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAnnex – Intellectual Property \u0026amp; Work Results\u003c\/strong\u003e – regulates work results, copyright, software, background material, inventions, third-party material, and AI-assisted material.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eOptional Non-Compete and Non-Solicitation Annex\u003c\/strong\u003e – separate annex with pre-assessment, protectable interest, non-compete clauses, financial compensation, non-solicitation of customers, and non-poaching of staff. The annex is explicitly marked as optional and should not be used indiscriminately.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTermination Checklist \u0026amp; Confidentiality Certificate\u003c\/strong\u003e – practical offboarding document for equipment, access rights, accounts, MFA, keys, tokens, work results, handover, and confirmation of continued confidentiality.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003ch3\u003eMore than a standard NDA\u003c\/h3\u003e\u003cp\u003eA general non-disclosure agreement may work well between companies, consultants, and partners. In an employment relationship, however, there are specific issues that need to be addressed: what actually constitutes a trade secret, what the employee is permitted to take with them as normal experience and professional skill, how work results and intellectual property should be handled, how information on private devices and cloud services should be treated, and which restrictions are reasonable after employment ends.\u003c\/p\u003e\u003cp\u003eThis package is therefore built for the employer's entire confidentiality workflow – from the first signature to terminated employment and de-registered access rights.\u003c\/p\u003e\u003ch3\u003eConfidentiality and Trade Secrets\u003c\/h3\u003e\u003cp\u003eThe main document contains a clear and practically applicable definition of confidential information and trade secrets. The parties can specify particularly sensitive categories of information and supplement them with company-specific examples such as customer information, pricing, calculations, business plans, code, drawings, models, processes, product development, security information, and internal strategies.\u003c\/p\u003e\u003cp\u003eThe template also contains important exclusions. Information that is already public, lawfully received from a third party, or independently developed without using the employer's confidential information shall not automatically be treated as protected. The document also distinguishes between trade secrets and the employee's normal experience and skills.\u003c\/p\u003e\u003ch3\u003eProtected Reporting and Whistleblowing\u003c\/h3\u003e\u003cp\u003eConfidentiality provisions should not be used to hinder the lawful reporting of misconduct. The template therefore has a specific section clarifying that the confidentiality agreement does not limit rights arising from mandatory law, including protected whistleblowing, reporting to competent authorities, and participation in legal or regulatory processes when the requirements of the law are met.\u003c\/p\u003e\u003ch3\u003eAI, Cloud Services, and External Tools\u003c\/h3\u003e\u003cp\u003eA modern confidentiality agreement needs to manage more than just email and document folders. The main agreement therefore contains specific provisions regarding external AI services, language models, automation tools, cloud services, and other external systems. The employer can specify which types of information may never be entered into external services without approval and link the usage to the organization's internal AI, information security, and data protection policies.\u003c\/p\u003e\u003ch3\u003eIntellectual Property and Work Results\u003c\/h3\u003e\u003cp\u003eThe separate IP annex helps employers and employees document the rights to material created within the employment. The annex covers, among other things, documentation, texts, graphics, design, photographs, databases, code, scripts, models, instructions, technical solutions, and other work results.\u003c\/p\u003e\u003cp\u003eThere are specific sections for the employee's previous material and other background rights, economic copyrights, moral rights, computer programs created during employment, employee inventions, open source, and other third-party licenses. The purpose is to avoid the overly common wording that the employer \"owns everything\" without first distinguishing between different types of rights and mandatory rules.\u003c\/p\u003e\u003ch3\u003eOptional Non-Compete Clause – with Built-in Reasonableness Assessment\u003c\/h3\u003e\u003cp\u003eThe non-compete annex is intentionally separate. A non-compete clause should not be automatically included in every employment contract. Before using the annex, there is a checklist where the employer must consider whether there is a legitimate protectable interest, whether less intrusive confidentiality measures are sufficient, whether collective agreements regulate the matter, and whether the restriction is proportionate.\u003c\/p\u003e\u003cp\u003eThe annex has fill-in fields for competing activities, geographic scope, duration, potential financial compensation, and exceptions. It also includes optional sections for non-solicitation of customers and non-poaching of staff. The employer can document when notice of application should be provided and which situations should mean the clause is not invoked.\u003c\/p\u003e\u003cp\u003eIf the workplace is covered by a collective agreement, the applicable collective agreement rules must always be checked before use. The template therefore does not contain a general claim that a certain duration is always valid.\u003c\/p\u003e\u003ch3\u003eTermination Checklist – Safer Offboarding\u003c\/h3\u003e\u003cp\u003eThe fourth document in the package helps the employer upon the conclusion of employment. The checklist covers the return of computers, phones, access cards, and other physical property, but also the digital side of the termination.\u003c\/p\u003e\u003cp\u003eCheckpoints are provided for items such as email and calendar, Microsoft 365 or Google Workspace, VPN, remote access, ERP\/CRM\/HR systems, GitHub\/GitLab\/Bitbucket, cloud platforms, Shopify\/e-commerce\/ad accounts, password managers, MFA\/passkeys\/hardware keys, API keys, SSH keys, tokens, and other security secrets. There is also a check for private devices, private cloud accounts, USB copies, and AI\/SaaS services where work material may have been processed.\u003c\/p\u003e\u003ch3\u003ePractical Confidentiality Certificate after Employment\u003c\/h3\u003e\u003cp\u003eThe termination document contains a separate confidentiality certificate where the employee can confirm that the employer's confidential information and property have been returned or handled according to instructions and that remaining confidentiality obligations have been acknowledged. At the same time, the employer receives an internal checklist to document which access rights have been terminated and whether a potential non-compete annex should actually be enforced.\u003c\/p\u003e\u003ch3\u003eDesigned Based on Swedish Law\u003c\/h3\u003e\u003cp\u003eThe legal status has been verified as of September 27, 2026. The template package has been designed based on, among other things, the Trade Secrets Act (2018:558), the Contracts Act (1915:218), the Copyright Act (1960:729), the Act on the Right to Employee Inventions (1949:345), and the Whistleblowing Act (2021:890). For non-compete clauses, attention is also paid to the Confederation of Swedish Enterprise and PTK’s agreement on non-compete clauses when this or a corresponding collective agreement is applicable.\u003c\/p\u003e\u003ch3\u003eWho is this package for?\u003c\/h3\u003e\u003cp\u003eThe package is suitable for Swedish limited companies and other employers who handle business-critical information, customer registers, pricing, product development, code, technology, drawings, financial information, sales strategies, security data, or other sensitive work results. It can be used for both new and existing employment, but when introducing it during an ongoing employment, the employer should particularly assess collective agreements, negotiations, contract amendments, and other labor law conditions.\u003c\/p\u003e\u003ch3\u003eWord and PDF included\u003c\/h3\u003e\u003cp\u003eAll four documents are delivered in editable Word format and corresponding PDF. The Word files contain clear fill-in fields, checkboxes, tables, and optional wording. The PDF versions serve as reference, printing material, and examples of finished design.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eTotal: 4 documents, 8 Word\/PDF files, and 26 A4 pages.\u003c\/strong\u003e\u003c\/p\u003e\u003cp\u003eDigital product for direct download. No physical product will be sent.\u003c\/p\u003e\u003ch3\u003eImportant\u003c\/h3\u003e\u003cp\u003eThe documents are professional templates and working materials and must be adapted to the specific employment situation. Always check the applicable collective agreement, the employer's actual protection needs, and current circumstances. The non-compete annex should only be used after individual assessment. For particularly intrusive non-compete restrictions, complex IP issues, inventions, international conditions, or disputes, qualified legal advice should be considered.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55513407783254,"sku":"SEKRETESS-ANSTALLD-2026","price":99.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/sekretessforbindelse-anstalld-2026-word-pdf.png?v=1790517990"},{"product_id":"lonekartlaggning-mallpaket-2026-word-pdf-excel-svensk-ratt","title":"Salary Survey Template Package 2026 – Word\/PDF\/Excel | Swedish Law","description":"\u003ch2\u003eSalary Survey 2026 – complete template package in Word, PDF and Excel\u003c\/h2\u003e\u003cp\u003eThis template package is designed for Swedish employers who want to carry out and document their annual salary survey in a structured, practical, and professional manner. The package combines a complete report template, an implementation guide, and an automated Excel tool for the analysis of equal work, work of equal value, female-dominated work groups, job evaluation, and action plans.\u003c\/p\u003e\u003cp\u003eAccording to the Discrimination Act, all employers must carry out a salary survey every year. Employers who employed at least 10 employees at the beginning of the calendar year must also document the salary survey work in writing. The package is designed to guide the business through the entire process – from salary data and job evaluation to analysis, measures, cost calculation, and final documentation.\u003c\/p\u003e\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSalary Survey Report 2026 – Word + PDF\u003c\/strong\u003e\u003cbr\u003eA professionally designed report template with fields and tables for basic information, cooperation, salary provisions and practices, classification into equal work, analysis of salary differences, job evaluation, female-dominated jobs, comparisons of equal value, action plans, costs, timelines, follow-up of the previous year, and final determination.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eImplementation Guide: Salary Survey 2026 – Word + PDF\u003c\/strong\u003e\u003cbr\u003eA practical step-by-step guide on how the survey can be conducted, what information should be collected, how equal work and work of equal value can be assessed, how differences should be analyzed, and common methodological errors to avoid.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eExcel Analysis Tool 2026\u003c\/strong\u003e\u003cbr\u003eA complete calculation tool with eight tabs, automatic formulas, dropdowns, conditional logic, job evaluation, comparisons for equal work and work of equal value, action plans, and a dashboard.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003ch3\u003eThe Excel tool contains 8 tabs\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eSTART\u003c\/strong\u003e provides instructions, legal checkpoints, and workflow. \u003cstrong\u003eEMPLOYEES\u003c\/strong\u003e is used to register comparable compensation, gender, work group, employment rate, and relevant individual factors. \u003cstrong\u003eJOB EVALUATION\u003c\/strong\u003e provides a structured assessment of knowledge and skills, responsibility, effort, and working conditions. \u003cstrong\u003eEQUAL WORK\u003c\/strong\u003e automatically calculates the number of women and men, average comparable compensation, and differences in SEK and percent. \u003cstrong\u003eEQUAL VALUE\u003c\/strong\u003e supports comparisons between female-dominated groups and relevant comparison groups. \u003cstrong\u003eACTION PLAN\u003c\/strong\u003e calculates the annual cost of salary adjustments and tracks the person responsible, deadlines, and status. \u003cstrong\u003eDASHBOARD\u003c\/strong\u003e summarizes key performance indicators and analysis needs. \u003cstrong\u003eLISTS\u003c\/strong\u003e powers the tool's selectable categories.\u003c\/p\u003e\u003ch3\u003eEqual work\u003c\/h3\u003e\u003cp\u003eThe employer must analyze salary differences between women and men performing work considered to be equal. The package helps the user create clear work groups and document both the difference and the objective explanation. The tool does not use its own arbitrary percentage limit for when an analysis should be performed – relevant differences must be explainable based on circumstances unrelated to gender.\u003c\/p\u003e\u003ch3\u003eWork of equal value and job evaluation\u003c\/h3\u003e\u003cp\u003eWork of equal value must be assessed based on an overall assessment of the requirements and nature of the work. The Discrimination Act states that criteria such as knowledge and skills, responsibility, and effort must be taken into account, and that working conditions must be specifically considered. The Excel tool therefore features a clear 1–5 scale to help the business structure the job evaluation.\u003c\/p\u003e\u003cp\u003eThe points model is a work aid – not a legislated method. The package is therefore designed so that the customer must also document a qualitative overall assessment and not rely solely on a numerical result.\u003c\/p\u003e\u003ch3\u003eFemale-dominated jobs\u003c\/h3\u003e\u003cp\u003eThe package helps the employer identify female-dominated groups and carry out the required specific comparisons. According to the Equality Ombudsman's (DO) guidance, a job is considered female-dominated when the proportion of women exceeds 60 percent. The analysis must, among other things, include comparisons between female-dominated jobs and work of equal value that is not female-dominated.\u003c\/p\u003e\u003cp\u003eThere is also support for the specific check of female-dominated jobs against jobs that are not female-dominated but have a higher salary level, even though the job requirements have been assessed as lower.\u003c\/p\u003e\u003ch3\u003eAll relevant compensation can be included\u003c\/h3\u003e\u003cp\u003eThe salary survey should not be reduced to a comparison of base salary alone. The Excel tool therefore has separate fields for base salary, fixed supplements, average variable compensation, and benefits. These are automatically summed into a comparable monthly compensation that is then used in the analysis.\u003c\/p\u003e\u003cp\u003eThe user can also document factors such as length of service, relevant experience, and individual objective factors as support in the subsequent analysis. It is important that such factors are not used indiscriminately, but that they are actually relevant, verifiable, and applied consistently.\u003c\/p\u003e\u003ch3\u003eAction plan with cost calculation\u003c\/h3\u003e\u003cp\u003eIf the salary survey shows that salary adjustments or other measures are necessary, this must be documented. The package therefore contains a separate action plan where the employer can specify the affected group or person, type of measure, responsible party, monthly adjustment, annual cost, start date, deadline, status, and follow-up.\u003c\/p\u003e\u003cp\u003eFor the necessary salary adjustments, the documentation must include cost calculation and time planning based on the objective that adjustments are implemented as soon as possible and within three years at the latest.\u003c\/p\u003e\u003ch3\u003eCooperation and follow-up\u003c\/h3\u003e\u003cp\u003eEmployers and employees must cooperate in the work with active measures. The report template therefore contains a specific section for participants, meetings, shared data, views, and how views have been handled. The package also contains sections for evaluating the previous year's planned measures.\u003c\/p\u003e\u003ch3\u003eFor employers of different sizes\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003e1–9 employees:\u003c\/strong\u003e an annual salary survey and analysis must be conducted. There is no specific legal requirement for written documentation of the salary survey itself, but documented material is often practical.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003e10–24 employees:\u003c\/strong\u003e an annual salary survey must be conducted, and the work must be documented in writing.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003e25 or more employees:\u003c\/strong\u003e in addition to the salary survey, documentation requirements apply to the entire work with active measures.\u003c\/p\u003e\u003ch3\u003eLegal status verified September 27, 2026\u003c\/h3\u003e\u003cp\u003eThe package is designed based on the current Discrimination Act (2008:567), specifically Chapter 3, Sections 8–14, as well as the Equality Ombudsman's current guidance on salary surveys and documentation.\u003c\/p\u003e\u003cp\u003eThe EU Pay Transparency Directive (EU) 2023\/970 is relevant for future Swedish regulations. During 2026, however, the government announced its intention to work for a postponed implementation and renegotiation, and as of the product's review date, there is no bill regarding its implementation. The package therefore does not treat previously proposed Swedish rules as if they were already applicable law.\u003c\/p\u003e\u003ch3\u003eDigital product – direct download\u003c\/h3\u003e\u003cp\u003eThe customer receives a total of \u003cstrong\u003e5 files\u003c\/strong\u003e:\u003c\/p\u003e\u003cul\u003e\n\n\u003cli\u003e1 report template in Word\u003c\/li\u003e\n\n\u003cli\u003e1 report template in PDF\u003c\/li\u003e\n\n\u003cli\u003e1 implementation guide in Word\u003c\/li\u003e\n\n\u003cli\u003e1 implementation guide in PDF\u003c\/li\u003e\n\n\u003cli\u003e1 Excel tool\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003cp\u003eThe Word files are fully editable and the Excel tool is ready to be filled out. No physical product is sent.\u003c\/p\u003e\u003ch3\u003eImportant\u003c\/h3\u003e\u003cp\u003eThis is a professional template and analysis basis. It must be adapted to the actual business, its salary structure, job duties, collective agreements, forms of cooperation, and the actual circumstances that may explain salary differences. The Excel tool's formulas and markings do not determine whether a certain salary difference is objective or discriminatory. In the case of complex issues or suspected salary discrimination, individual legal advice should be considered.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55513903399254,"sku":"LONEKART-2026","price":249.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/lonekartlaggning-mallpaket-2026-word-pdf-excel.png?v=1790525713"},{"product_id":"vd-avtal-mallpaket-2026-svenska-engelska","title":"CEO Employment Agreement Template Package 2026 – Swedish \u0026 English Word\/PDF","description":"\n\u003ch2\u003eCEO Agreement Template 2026 – complete template package in Swedish and English\u003c\/h2\u003e\n\u003cp\u003e\u003cstrong\u003eProfessional CEO agreement for Swedish limited companies\u003c\/strong\u003e, designed for companies that want to regulate the CEO's employment terms, responsibilities, authority, remuneration, and termination in a clear and structured manner. The package contains both a \u003cstrong\u003eSwedish CEO agreement template\u003c\/strong\u003e and an \u003cstrong\u003eEnglish CEO Employment Agreement\u003c\/strong\u003e governed by Swedish law, delivered in editable Word format and PDF.\u003c\/p\u003e\n\n\u003cp\u003eThe template package is updated and legally reviewed as of \u003cstrong\u003eOctober 2, 2026\u003c\/strong\u003e. It specifically takes into account that a CEO may be covered by rules that differ from a standard employment relationship, including regarding key parts of the Employment Protection Act (LAS) when the CEO effectively holds a management position or a comparable position.\u003c\/p\u003e\n\n\u003ch3\u003eWhat's included\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCEO Agreement 2026 – Swedish\u003c\/strong\u003e in Word (DOCX)\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCEO Agreement 2026 – Swedish\u003c\/strong\u003e in PDF\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCEO Employment Agreement 2026 – English\u003c\/strong\u003e in Word (DOCX)\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCEO Employment Agreement 2026 – English\u003c\/strong\u003e in PDF\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003eBoth language versions also contain an integrated \u003cstrong\u003eCEO instruction\u003c\/strong\u003e, an appendix for \u003cstrong\u003eremuneration and benefits\u003c\/strong\u003e, and a practical \u003cstrong\u003echecklist before signing\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eComprehensive regulation of the CEO role\u003c\/h3\u003e\n\u003cp\u003eThe template is significantly more comprehensive than a standard employment contract. It regulates, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eappointment and the CEO’s company law position\u003c\/li\u003e\n\n\u003cli\u003eassignment, responsibilities, and reporting to the Board of Directors\u003c\/li\u003e\n\n\u003cli\u003eCEO instruction and delegation of authority\u003c\/li\u003e\n\n\u003cli\u003eauthorized signatories, attestation, and internal powers\u003c\/li\u003e\n\n\u003cli\u003eplace of work, travel, and availability\u003c\/li\u003e\n\n\u003cli\u003eworking hours and any management position status\u003c\/li\u003e\n\n\u003cli\u003efixed salary and salary review\u003c\/li\u003e\n\n\u003cli\u003ebonus and other variable remuneration\u003c\/li\u003e\n\n\u003cli\u003epension and insurance\u003c\/li\u003e\n\n\u003cli\u003ebenefits and expense reimbursements\u003c\/li\u003e\n\n\u003cli\u003evacation and sick leave\u003c\/li\u003e\n\n\u003cli\u003econfidentiality and trade secrets\u003c\/li\u003e\n\n\u003cli\u003einformation security and personal data\u003c\/li\u003e\n\n\u003cli\u003eintellectual property rights and employee inventions\u003c\/li\u003e\n\n\u003cli\u003esecondary employment, conflicts of interest, and disqualification\u003c\/li\u003e\n\n\u003cli\u003enon-compete and non-solicitation restrictions\u003c\/li\u003e\n\n\u003cli\u003enotice period\u003c\/li\u003e\n\n\u003cli\u003eleave of absence \/ garden leave\u003c\/li\u003e\n\n\u003cli\u003eseverance pay\u003c\/li\u003e\n\n\u003cli\u003eimmediate termination in the event of a material breach of contract\u003c\/li\u003e\n\n\u003cli\u003ethe difference between removal from the CEO position and the termination of the employment contract\u003c\/li\u003e\n\n\u003cli\u003echange of control\u003c\/li\u003e\n\n\u003cli\u003ereturn and handover\u003c\/li\u003e\n\n\u003cli\u003eapplicable law and dispute resolution\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCEO instruction included\u003c\/h3\u003e\n\u003cp\u003eThe package contains a specific CEO instruction that can be used as an appendix to the agreement and as support for the Board's internal governance. It covers, among other things, strategy and business plan, finance and internal control, reporting, risk and compliance, HR, monetary limits, agreements, board meetings, and annual review.\u003c\/p\u003e\n\n\u003cp\u003eThe CEO instruction does not replace the distribution of responsibilities under the Swedish Companies Act, but is designed to specify the Board's guidelines, reporting requirements, and internal decision-making thresholds.\u003c\/p\u003e\n\n\u003ch3\u003eRemuneration, bonus, pension, and severance pay\u003c\/h3\u003e\n\u003cp\u003eA separate appendix makes it easy to gather the financial terms in a clear manner. It can specify, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003efixed monthly salary\u003c\/li\u003e\n\n\u003cli\u003ebonus model and targets\u003c\/li\u003e\n\n\u003cli\u003epension premiums\u003c\/li\u003e\n\n\u003cli\u003evacation\u003c\/li\u003e\n\n\u003cli\u003ecompany car and other benefits\u003c\/li\u003e\n\n\u003cli\u003ehealth and D\u0026amp;O insurance\u003c\/li\u003e\n\n\u003cli\u003enotice periods for the company and the CEO respectively\u003c\/li\u003e\n\n\u003cli\u003eseverance pay\u003c\/li\u003e\n\n\u003cli\u003epotential offsets against other income\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSpecifically on the Employment Protection Act (LAS) and management positions\u003c\/h3\u003e\n\u003cp\u003eA CEO is not automatically covered by all standard rules for employees in the same way as other staff. The Employment Protection Act contains exceptions from several key provisions for employees who, in view of their duties and employment terms, effectively hold a management position or a comparable position.\u003c\/p\u003e\n\n\u003cp\u003eThe template therefore does not use a categorical assumption that all CEOs fall outside the scope of LAS. Instead, the clauses are formulated so that the actual role and terms must be assessed on a case-by-case basis. Therefore, termination, garden leave, and severance pay, among other things, are explicitly regulated.\u003c\/p\u003e\n\n\u003ch3\u003eNon-compete clause and non-solicitation\u003c\/h3\u003e\n\u003cp\u003eThe template contains an optional non-compete and non-solicitation clause. It is deliberately designed with open fields for scope, geographical area, duration, and any potential compensation. A non-compete restriction must be reasonable under Swedish law and should not be more extensive than what the company's legitimate protective interest requires.\u003c\/p\u003e\n\n\u003ch3\u003eSwedish and English version in the same package\u003c\/h3\u003e\n\u003cp\u003eThe English version is not an agreement under English or American law. It is an \u003cstrong\u003eEnglish-language CEO Employment Agreement that is explicitly based on Swedish law\u003c\/strong\u003e. This makes the package suitable, for example, when the CEO, board members, investors, or group functions work in English but the Swedish company must be subject to Swedish law.\u003c\/p\u003e\n\n\u003ch3\u003eLegal basis\u003c\/h3\u003e\n\u003cp\u003eThe template has been designed with special consideration to, among others:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eSwedish Companies Act (2005:551), especially Chapter 8 regarding the CEO, ongoing management, conflicts of interest, and authorized signatories\u003c\/li\u003e\n\n\u003cli\u003eEmployment Protection Act (1982:80), especially Section 1 regarding management or comparable positions\u003c\/li\u003e\n\n\u003cli\u003eWorking Hours Act (1982:673), especially Section 2\u003c\/li\u003e\n\n\u003cli\u003eAnnual Leave Act (1977:480)\u003c\/li\u003e\n\n\u003cli\u003eTrade Secrets Act (2018:558)\u003c\/li\u003e\n\n\u003cli\u003eContracts Act (1915:218), including Sections 36 and 38\u003c\/li\u003e\n\n\u003cli\u003eCopyright Act (1960:729)\u003c\/li\u003e\n\n\u003cli\u003eAct (1949:345) on the Right to Employee Inventions\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWho is the template for?\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003eSwedish private limited companies that have or are to appoint a CEO\u003c\/li\u003e\n\n\u003cli\u003epublic limited companies that need clear contractual documentation\u003c\/li\u003e\n\n\u003cli\u003eboards and owners who want to separate the CEO's employment terms from the CEO instruction\u003c\/li\u003e\n\n\u003cli\u003egroups with English-speaking management or foreign owners\u003c\/li\u003e\n\n\u003cli\u003ecompanies that need to regulate bonus, pension, non-compete clauses, or severance pay\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eIs a CEO agreement the same thing as a standard employment contract?\u003c\/strong\u003e\u003cbr\u003eNo. The CEO role has a special position under company law, and the agreement normally needs to address issues such as board instructions, authority, reporting, removal, and exit conditions significantly more explicitly.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDoes the Employment Protection Act (LAS) apply to a CEO?\u003c\/strong\u003e\u003cbr\u003eIt depends on the actual position. Several key provisions in LAS do not apply to employees who, in view of their duties and employment terms, are considered to have a management position or a comparable position.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eIs a CEO instruction included?\u003c\/strong\u003e\u003cbr\u003eYes. An adaptable CEO instruction is included as an appendix in both the Swedish and English versions.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eCan the agreement be used for a foreign CEO?\u003c\/strong\u003e\u003cbr\u003eThe English version can be practical when the working language is English, but the template is intended for a Swedish limited company and Swedish law. International tax, social security, and choice-of-law issues may require separate advice.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eCan the template be used directly without adaptation?\u003c\/strong\u003e\u003cbr\u003eNo. Fields for, among other things, salary, pension, bonus, notice period, severance pay, non-compete restrictions, and dispute resolution must be filled in and adapted. The company’s board decisions, CEO instruction, attestation procedures, and authorized signatories must also correspond with the agreement.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e Word (DOCX) + PDF\u003cbr\u003e\n\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish + English\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 template is a general documentation base and does not replace individual legal advice. Specifically, remuneration terms, non-compete restrictions, pension, tax, stock exchange regulations, collective agreements, and international conditions may require individual assessment.\u003c\/em\u003e\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55576307728726,"sku":"VD-AVTAL-2026","price":99.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/vd-avtal-mallpaket-2026-svenska-engelska.png?v=1790942193"},{"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":"provanstallningsavtal-2026-2027-word-pdf","title":"Probationary Employment Agreement 2026\/2027 – Word\/PDF + User Guide | Swedish Law","description":"\n\u003ch2\u003eProbationary Employment Agreement 2026\/2027 – Word\/PDF according to the Employment Protection Act (LAS)\u003c\/h2\u003e\n\u003cp\u003eThis is a complete and professional \u003cstrong\u003etemplate for a probationary employment agreement\u003c\/strong\u003e in accordance with Swedish labor law. The template is designed for employers who want to clearly document a probationary period from day one while simultaneously including the written information on employment terms required by the \u003cstrong\u003eEmployment Protection Act (1982:80), LAS\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, and is intended for use during \u003cstrong\u003e2026\/2027\u003c\/strong\u003e. The document specifically takes into account the rules on probationary employment in Section 6 of the LAS, the duty to provide information in Section 6 c of the LAS, and the employer's duty to notify and consult under Section 31 of the LAS.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e Probationary employment agreement in Word and PDF format, as well as a separate, detailed user guide in Word and PDF – a total of \u003cstrong\u003e4 files and 8 A4 pages\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\u003eProbationary Employment Agreement 2026\/2027\u003c\/strong\u003e – 5 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 3 pages.\u003c\/li\u003e\n\n\u003cli\u003eWord (DOCX) for editing.\u003c\/li\u003e\n\n\u003cli\u003ePDF for printing and reference.\u003c\/li\u003e\n\n\u003cli\u003eChecklist for information according to Section 6 c of the LAS.\u003c\/li\u003e\n\n\u003cli\u003eFields for salary, working hours, workplace, duties, collective agreements, vacation, pension, insurance, and other terms.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat is probationary employment?\u003c\/h3\u003e\n\u003cp\u003eProbationary employment is a fixed-term form of employment used to give the employer and the employee the opportunity to test the employment before it transitions into permanent employment.\u003c\/p\u003e\n\u003cp\u003eAccording to Section 6 of the LAS, the probationary period may normally be \u003cstrong\u003eno more than six months\u003c\/strong\u003e. If neither party provides notice that the employment shall not continue by the end of the probationary period, the probationary employment transitions into permanent employment.\u003c\/p\u003e\n\u003cp\u003eCollective agreements may contain deviating rules. Therefore, both the agreement and the user guide contain clear reminders to check the collective agreement before using the template.\u003c\/p\u003e\n\n\u003ch3\u003eClear monitoring of the probationary period's end date\u003c\/h3\u003e\n\u003cp\u003eOne of the most common practical mistakes in probationary employment is for the employer to miss the end date. The template therefore includes a special agreement overview with:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eagreement date,\u003c\/li\u003e\n\n\u003cli\u003estart date,\u003c\/li\u003e\n\n\u003cli\u003elast day of the probationary period,\u003c\/li\u003e\n\n\u003cli\u003einformation on intended transition to permanent employment.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe user guide also recommends that the employer set up an internal reminder several weeks before the end date.\u003c\/p\u003e\n\n\u003ch3\u003eEmployer and employee\u003c\/h3\u003e\n\u003cp\u003eThe agreement includes clear sections for the identification of both parties, including:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ecompany name and corporate registration number,\u003c\/li\u003e\n\n\u003cli\u003eemployer's address and contact details,\u003c\/li\u003e\n\n\u003cli\u003econtact person,\u003c\/li\u003e\n\n\u003cli\u003eemployee's name,\u003c\/li\u003e\n\n\u003cli\u003epersonal identity number or coordination number,\u003c\/li\u003e\n\n\u003cli\u003eaddress, telephone, and email.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003ePosition, duties, and workplace\u003c\/h3\u003e\n\u003cp\u003eThe LAS requires written information regarding, among other things, duties, job title, and workplace. The template therefore includes separate fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eposition or job title,\u003c\/li\u003e\n\n\u003cli\u003emain duties,\u003c\/li\u003e\n\n\u003cli\u003eimmediate supervisor,\u003c\/li\u003e\n\n\u003cli\u003emain workplace,\u003c\/li\u003e\n\n\u003cli\u003ework at other locations,\u003c\/li\u003e\n\n\u003cli\u003eremote or hybrid work.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThere is also a balanced standard clause regarding the scope of the duties, ensuring the agreement does not become unnecessarily narrow while keeping the content of the employment clear.\u003c\/p\u003e\n\n\u003ch3\u003eEmployment rate and working hours\u003c\/h3\u003e\n\u003cp\u003eThe template includes fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eemployment rate in percent,\u003c\/li\u003e\n\n\u003cli\u003efull-time or part-time,\u003c\/li\u003e\n\n\u003cli\u003enormal working hours per week,\u003c\/li\u003e\n\n\u003cli\u003eregular working hours,\u003c\/li\u003e\n\n\u003cli\u003efixed, scheduled, or varying working hour arrangements,\u003c\/li\u003e\n\n\u003cli\u003eminimum notice period for schedule changes,\u003c\/li\u003e\n\n\u003cli\u003eshifts, on-call duty, and standby.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eFull-time is the baseline according to the LAS unless otherwise agreed. If the employment is part-time, the employment rate should therefore be stated clearly.\u003c\/p\u003e\n\n\u003ch3\u003eSalary and other compensation\u003c\/h3\u003e\n\u003cp\u003eThe agreement has a separate salary and compensation section where the employer can specify:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emonthly salary or hourly wage,\u003c\/li\u003e\n\n\u003cli\u003esalary payment date,\u003c\/li\u003e\n\n\u003cli\u003epayment method,\u003c\/li\u003e\n\n\u003cli\u003einconvenient working hours (OB) allowance,\u003c\/li\u003e\n\n\u003cli\u003eovertime and additional hours compensation,\u003c\/li\u003e\n\n\u003cli\u003ebonus or commission,\u003c\/li\u003e\n\n\u003cli\u003eother salary benefits.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThis makes it easier to fulfill the LAS requirement that starting salary and other salary benefits must be stated separately.\u003c\/p\u003e\n\n\u003ch3\u003eVacation and leave\u003c\/h3\u003e\n\u003cp\u003eVacation and vacation pay are regulated by the Annual Leave Act, applicable collective agreements, and any individual agreements. The template includes fields for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003evacation benefit,\u003c\/li\u003e\n\n\u003cli\u003evacation year,\u003c\/li\u003e\n\n\u003cli\u003eany advance vacation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCollective agreements, pension, and insurance\u003c\/h3\u003e\n\u003cp\u003eBecause collective agreements can affect a large part of the employment terms, the template contains its own section for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhether a collective agreement exists,\u003c\/li\u003e\n\n\u003cli\u003ewhich collective agreement and sector apply,\u003c\/li\u003e\n\n\u003cli\u003eoccupational pension,\u003c\/li\u003e\n\n\u003cli\u003ecollectively agreed or other insurance.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eTraining and introduction\u003c\/h3\u003e\n\u003cp\u003eThe LAS information rules also include the right to training provided by the employer, when applicable. The template therefore has fields for introduction, mandatory training, and other training.\u003c\/p\u003e\n\n\u003ch3\u003eConfidentiality and information security\u003c\/h3\u003e\n\u003cp\u003eThe agreement contains a balanced provision regarding trade secrets, confidentiality, data protection, and information security. The provision is explicitly designed not to limit statutory rights, such as rights under whistleblower regulations or other mandatory law.\u003c\/p\u003e\n\n\u003ch3\u003eOther employment and secondary occupations\u003c\/h3\u003e\n\u003cp\u003eThe LAS contains protections against general prohibitions on holding other employment. The template follows this principle and states that restrictions may be relevant when the other employment prevents the employee from performing their work, involves harmful competition, or could otherwise harm the employer's business.\u003c\/p\u003e\n\n\u003ch3\u003eHow is probationary employment terminated?\u003c\/h3\u003e\n\u003cp\u003eIf the employer wants to terminate the probationary employment early or end it without it transitioning into permanent employment, the employee must, according to Section 31 of the LAS, normally be \u003cstrong\u003enotified at least two weeks in advance\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eIf the employee is unionized, the employer must simultaneously notify the local employee organization to which the employee belongs. The employee and the organization have the right to consultation.\u003c\/p\u003e\n\u003cp\u003eThe template therefore contains a clear warning box regarding the two-week rule and refers to the fact that the employer should use a separate written notice when the probationary employment is to be ended. The Mallbutiken (template shop) already has separate templates for this purpose.\u003c\/p\u003e\n\n\u003ch3\u003eObjective grounds are normally not required – but decisions must not be prohibited\u003c\/h3\u003e\n\u003cp\u003eA probationary employment can normally be terminated without the employer needing to demonstrate objective grounds in the same way as with the dismissal of permanent employment. However, this does not mean that the employer has the unrestricted right to end the probationary employment on any grounds whatsoever.\u003c\/p\u003e\n\u003cp\u003eFor instance, termination must not conflict with:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe Discrimination Act,\u003c\/li\u003e\n\n\u003cli\u003ethe Parental Leave Act,\u003c\/li\u003e\n\n\u003cli\u003eother mandatory protective legislation,\u003c\/li\u003e\n\n\u003cli\u003egood practice in the labor market.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe agreement and the guide highlight this clearly to reduce the risk of incorrect use of the probationary employment form.\u003c\/p\u003e\n\n\u003ch3\u003eParental leave and VAB (Temporary Parental Leave) during probation\u003c\/h3\u003e\n\u003cp\u003eThe employer may not terminate a probationary employment because the employee exercises their statutory right to parental leave or VAB. If an extended parental leave has made it impossible to assess the employee's performance, the legal situation may in certain cases instead necessitate an extension of the probationary period to a corresponding extent.\u003c\/p\u003e\n\u003cp\u003eThe user guide addresses this as a specific risk factor.\u003c\/p\u003e\n\n\u003ch3\u003eChecklist for Section 6 c of the LAS\u003c\/h3\u003e\n\u003cp\u003eThe main agreement contains a special checklist with the key information points according to the LAS, including:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eparties, start date, and workplace,\u003c\/li\u003e\n\n\u003cli\u003eduties and job title,\u003c\/li\u003e\n\n\u003cli\u003eform of employment and probationary period,\u003c\/li\u003e\n\n\u003cli\u003esalary and salary benefits,\u003c\/li\u003e\n\n\u003cli\u003eworking hours,\u003c\/li\u003e\n\n\u003cli\u003eovertime and additional hours,\u003c\/li\u003e\n\n\u003cli\u003escheduling of working hours,\u003c\/li\u003e\n\n\u003cli\u003eclient company in staffing\/agency work,\u003c\/li\u003e\n\n\u003cli\u003etraining,\u003c\/li\u003e\n\n\u003cli\u003evacation,\u003c\/li\u003e\n\n\u003cli\u003erules for when employment ends,\u003c\/li\u003e\n\n\u003cli\u003esocial protection,\u003c\/li\u003e\n\n\u003cli\u003ecollective agreements.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDetailed User Guide included\u003c\/h3\u003e\n\u003cp\u003eThe separate guide covers, among other things:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ewhen probationary employment is the right form of employment,\u003c\/li\u003e\n\n\u003cli\u003ehow the probationary period is calculated and monitored,\u003c\/li\u003e\n\n\u003cli\u003ehow collective agreements affect the agreement,\u003c\/li\u003e\n\n\u003cli\u003eLAS information requirements,\u003c\/li\u003e\n\n\u003cli\u003ehow to fill in salary, working hours, and benefits,\u003c\/li\u003e\n\n\u003cli\u003eduties and workplace,\u003c\/li\u003e\n\n\u003cli\u003ehow the employer terminates the probationary employment correctly,\u003c\/li\u003e\n\n\u003cli\u003eprohibited grounds and risk of discrimination,\u003c\/li\u003e\n\n\u003cli\u003eparental leave during the probationary period,\u003c\/li\u003e\n\n\u003cli\u003evacation, illness, and other absences,\u003c\/li\u003e\n\n\u003cli\u003esecondary occupations and other employment,\u003c\/li\u003e\n\n\u003cli\u003efinal checklist before signing.\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\u003eEmployment Protection Act (1982:80) (LAS)\u003c\/strong\u003e, particularly Sections 4a, 6, 6 c, and 31.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAnnual Leave Act (1977:480)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWorking Hours Act (1982:673)\u003c\/strong\u003e, where applicable.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDiscrimination Act (2008:567)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eParental Leave Act (1995:584)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTrade Secrets Act (2018:558)\u003c\/strong\u003e, where 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\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 A4 format.\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e2 documents \/ 4 files \/ 8 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\u003eHow long can a probationary period be?\u003c\/strong\u003e\u003cbr\u003eNormally a maximum of six months according to the LAS. Always check the collective agreement as deviating rules may exist.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhat happens if the employer misses the end date?\u003c\/strong\u003e\u003cbr\u003eIf notice that the employment will not continue is not provided by the end of the probationary period, the probationary employment transitions into permanent employment.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust the employer have objective grounds?\u003c\/strong\u003e\u003cbr\u003eNot in the same way as when dismissing someone from permanent employment, but the decision must not conflict with the Discrimination Act, the Parental Leave Act, or other mandatory law.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eHow far in advance must the employer notify?\u003c\/strong\u003e\u003cbr\u003eAt least two weeks in advance according to Section 31 of the LAS when the employer wants to terminate the probationary employment early or end it without a transition to permanent employment.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs information according to Section 6 c of the LAS included?\u003c\/strong\u003e\u003cbr\u003eYes. The template has been built to collect the majority of the information that the employer must provide in writing.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the template be used at workplaces with collective agreements?\u003c\/strong\u003e\u003cbr\u003eYes, but the collective agreement must be checked, and deviating rules shall take precedence where they are valid.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe template is a professional general document base. Collective agreements, industry rules, and the specific circumstances of the individual employment may require adjustments. In case of complicated labor law conditions, individual advice should be sought.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55597123764566,"sku":"PROVANSTALLNING-2026-2027","price":99.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/provanstallningsavtal-2026-2027-word-pdf-las.png?v=1791134906"},{"product_id":"sarskild-visstidsanstallning-sava-2026-2027-word-pdf","title":"Special Fixed-Term Employment (SÄVA) 2026\/2027 – Word\/PDF + User Guide","description":"\n\u003ch2\u003eSpecial Fixed-term Employment (SÄVA) 2026\/2027 – Word\/PDF + User Guide\u003c\/h2\u003e\n\u003cp\u003eThis is a complete and professional template for \u003cstrong\u003especial fixed-term employment (SÄVA)\u003c\/strong\u003e according to Swedish labor law. The template is designed for employers who want to document a fixed-term employment correctly in accordance with the \u003cstrong\u003eEmployment Protection Act (1982:80) (LAS)\u003c\/strong\u003e while simultaneously providing the written information on employment terms required by Section 6 c of the Employment Protection Act.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, and is intended for use during \u003cstrong\u003e2026\/2027\u003c\/strong\u003e. It specifically takes into account the regulations regarding SÄVA in Sections 5 and 5 a of the Employment Protection Act, the three-employment rule in Section 3, the information requirements in Section 6 c, notice according to Section 15, and priority rights according to Section 25.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e SÄVA agreement in Word and PDF as well as a separate detailed user guide in Word and PDF – a total of \u003cstrong\u003e4 files and 10 A4 pages\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\u003eSpecial Fixed-term Employment (SÄVA) 2026\/2027\u003c\/strong\u003e – 6 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed user guide\u003c\/strong\u003e – 4 pages.\u003c\/li\u003e\n\n\u003cli\u003eWord (DOCX) – fully editable.\u003c\/li\u003e\n\n\u003cli\u003ePDF – print-ready A4 format.\u003c\/li\u003e\n\n\u003cli\u003eHistory table for previous fixed-term employments.\u003c\/li\u003e\n\n\u003cli\u003eCheck of the 12-month limit, the 9-month limit, and the three-SÄVA rule.\u003c\/li\u003e\n\n\u003cli\u003eChecklist according to Section 6 c of the Employment Protection Act.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat is special fixed-term employment?\u003c\/h3\u003e\n\u003cp\u003eSpecial fixed-term employment is one of the types of fixed-term employment that may be used according to Section 5 of the Employment Protection Act. It replaced the previous general fixed-term employment. Unlike, for example, substitute positions, the employer generally does not need to provide a specific objective reason for the SÄVA form itself, but collective agreements may contain other or supplementary rules.\u003c\/p\u003e\n\u003cp\u003eIt is important that the form of employment is explicitly stated as \u003cstrong\u003especial fixed-term employment\u003c\/strong\u003e. The Employment Protection Act requires that the information stating that the employment is SÄVA be provided at the time the employment is entered into, regardless of how short the employment is.\u003c\/p\u003e\n\n\u003ch3\u003eAutomatic conversion after more than 12 months\u003c\/h3\u003e\n\u003cp\u003eOne of the most important rules is that SÄVA automatically converts to permanent employment when the employee has been employed in special fixed-term employment for a total of \u003cstrong\u003emore than 12 months\u003c\/strong\u003e:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eduring a five-year period, or\u003c\/li\u003e\n\n\u003cli\u003eduring a period where SÄVA, substitute employment, or seasonal work have followed one another.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eEmployments are considered to have followed one another when the next employment begins within six months of the end date of the previous one.\u003c\/p\u003e\n\u003cp\u003eThe template therefore contains a special history table where previous SÄVA, substitute, and seasonal employment can be documented before a new agreement is entered into.\u003c\/p\u003e\n\n\u003ch3\u003eThree or more SÄVA in the same calendar month\u003c\/h3\u003e\n\u003cp\u003eIf the employee has had three or more special fixed-term employments with the same employer during one and the same calendar month, the time between the employments shall also be counted as SÄVA time when applying several central Employment Protection Act rules.\u003c\/p\u003e\n\u003cp\u003eThis rule is particularly important for employers who use short shifts, single days, or recurring short fixed-term periods.\u003c\/p\u003e\n\u003cp\u003eThe template contains a special check point for this so that intervening days are not overlooked.\u003c\/p\u003e\n\n\u003ch3\u003eNotice after more than nine months of SÄVA\u003c\/h3\u003e\n\u003cp\u003eAn employee who is not to receive continued employment may be entitled to notice according to Section 15 of the Employment Protection Act. For SÄVA, a specific time limit applies: the employee is covered by the duty to provide notice if, at the end of the employment, he or she has been employed in SÄVA for a total of \u003cstrong\u003emore than nine months during the last three years\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe notice should generally be given at least one month before the end of the employment. If the employment is so short that notice cannot be given one month in advance, it should instead be given when the employment begins.\u003c\/p\u003e\n\n\u003ch3\u003ePriority right to new SÄVA\u003c\/h3\u003e\n\u003cp\u003eIf continued employment is not offered due to redundancy, an employee may gain a priority right to re-employment if the conditions in the Employment Protection Act are met. For a priority right to a \u003cstrong\u003enew special fixed-term employment\u003c\/strong\u003e, a central time limit is more than nine months of SÄVA during the last three years.\u003c\/p\u003e\n\u003cp\u003eThe template therefore contains separate fields for estimated SÄVA time and a check on whether priority rights need to be assessed.\u003c\/p\u003e\n\n\u003ch3\u003eStart and end of employment\u003c\/h3\u003e\n\u003cp\u003eSÄVA is a fixed-term employment and as a main rule ends when the agreed time expires, unless otherwise agreed, provided by a collective agreement, or the employment has previously converted to permanent employment.\u003c\/p\u003e\n\u003cp\u003eThe template contains a clear selection section regarding whether the parties wish to agree on a possibility of termination during the employment period itself. This reduces the risk of someone mistakenly assuming that a standard notice period automatically applies.\u003c\/p\u003e\n\n\u003ch3\u003eEmployer and employee\u003c\/h3\u003e\n\u003cp\u003eThe agreement has structured fields for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ecompany name and organization number,\u003c\/li\u003e\n\n\u003cli\u003eemployer's address and contact details,\u003c\/li\u003e\n\n\u003cli\u003econtact person,\u003c\/li\u003e\n\n\u003cli\u003eemployee's name and personal identity number\/coordination number,\u003c\/li\u003e\n\n\u003cli\u003eaddress, phone, and email.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003ePosition, duties, and workplace\u003c\/h3\u003e\n\u003cp\u003eThe template contains clear fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eposition\/job title,\u003c\/li\u003e\n\n\u003cli\u003emain duties,\u003c\/li\u003e\n\n\u003cli\u003eimmediate supervisor,\u003c\/li\u003e\n\n\u003cli\u003eprimary workplace,\u003c\/li\u003e\n\n\u003cli\u003ework at other locations,\u003c\/li\u003e\n\n\u003cli\u003eremote or hybrid work.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eEmployment rate and working hours\u003c\/h3\u003e\n\u003cp\u003eThe agreement documents, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eemployment rate,\u003c\/li\u003e\n\n\u003cli\u003efull-time or part-time,\u003c\/li\u003e\n\n\u003cli\u003enormal working hours per week,\u003c\/li\u003e\n\n\u003cli\u003eregular working hours or schedule,\u003c\/li\u003e\n\n\u003cli\u003evarying working hours,\u003c\/li\u003e\n\n\u003cli\u003elead time for schedule changes,\u003c\/li\u003e\n\n\u003cli\u003eshifts, on-call duty, and readiness.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe Employment Protection Act assumes full-time unless otherwise agreed. If the employment is part-time, the employment rate should therefore be stated clearly.\u003c\/p\u003e\n\n\u003ch3\u003eSalary and other compensation\u003c\/h3\u003e\n\u003cp\u003eThe template contains separate fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emonthly or hourly salary,\u003c\/li\u003e\n\n\u003cli\u003esalary payment date,\u003c\/li\u003e\n\n\u003cli\u003epayment method,\u003c\/li\u003e\n\n\u003cli\u003einconvenient working hours (OB) compensation,\u003c\/li\u003e\n\n\u003cli\u003eovertime and additional hours compensation,\u003c\/li\u003e\n\n\u003cli\u003ebonus or commission,\u003c\/li\u003e\n\n\u003cli\u003eother salary benefits.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eVacation, pension, and insurance\u003c\/h3\u003e\n\u003cp\u003eThe agreement has special sections for vacation, occupational pension, insurance, and social security. The terms shall be adapted according to the Annual Leave Act, collective agreements, and the individual employment.\u003c\/p\u003e\n\n\u003ch3\u003eCollective agreements can change standard rules\u003c\/h3\u003e\n\u003cp\u003eThe Employment Protection Act allows for collective agreement deviations from, among other things, Sections 5 and 5 a. A collective agreement can therefore affect which fixed-term employment forms may be used and how conversion rules should be calculated.\u003c\/p\u003e\n\u003cp\u003eBoth the main agreement and the user guide contain clear reminders that the employer must check the correct collective agreement before employment begins.\u003c\/p\u003e\n\n\u003ch3\u003eUnion information\u003c\/h3\u003e\n\u003cp\u003eIf the employer is bound by a collective agreement, the relevant local employee organization should generally be notified when an agreement for fixed-term employment is concluded for work within the scope of the agreement. Notification according to Section 28 of the Employment Protection Act does not generally need to be provided if the employment period is a maximum of one month.\u003c\/p\u003e\n\u003cp\u003eWhen the employer gives notice according to Section 15 that a fixed-term employment will not continue, the local employee organization to which the employee belongs should generally be notified at the same time according to Section 30 a of the Employment Protection Act.\u003c\/p\u003e\n\n\u003ch3\u003eChecklist according to Section 6 c of the Employment Protection Act\u003c\/h3\u003e\n\u003cp\u003eThe agreement contains a complete checklist for the written information that the employer must provide regarding essential employment terms, including:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eparties, workplace, and start date,\u003c\/li\u003e\n\n\u003cli\u003eduties and job title,\u003c\/li\u003e\n\n\u003cli\u003eSÄVA form and end date,\u003c\/li\u003e\n\n\u003cli\u003esalary and salary benefits,\u003c\/li\u003e\n\n\u003cli\u003eworking hours, overtime, and additional hours,\u003c\/li\u003e\n\n\u003cli\u003escheduling of working hours,\u003c\/li\u003e\n\n\u003cli\u003eclient company for temporary agency work,\u003c\/li\u003e\n\n\u003cli\u003etraining,\u003c\/li\u003e\n\n\u003cli\u003evacation,\u003c\/li\u003e\n\n\u003cli\u003erules for termination of employment,\u003c\/li\u003e\n\n\u003cli\u003esocial protection,\u003c\/li\u003e\n\n\u003cli\u003ecollective agreements.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDetailed user guide included\u003c\/h3\u003e\n\u003cp\u003eThe separate user guide explains step-by-step:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ewhen SÄVA can be used,\u003c\/li\u003e\n\n\u003cli\u003ewhy the employment form must be stated explicitly,\u003c\/li\u003e\n\n\u003cli\u003ehow previous employments are checked,\u003c\/li\u003e\n\n\u003cli\u003ehow the 12-month limit works,\u003c\/li\u003e\n\n\u003cli\u003ehow the three-SÄVA rule works,\u003c\/li\u003e\n\n\u003cli\u003ehow employment time is counted,\u003c\/li\u003e\n\n\u003cli\u003ewhen the 9-month limit becomes relevant,\u003c\/li\u003e\n\n\u003cli\u003epriority right to a new SÄVA,\u003c\/li\u003e\n\n\u003cli\u003ehow a SÄVA ends,\u003c\/li\u003e\n\n\u003cli\u003eunion obligations,\u003c\/li\u003e\n\n\u003cli\u003eSection 6 c of the Employment Protection Act,\u003c\/li\u003e\n\n\u003cli\u003ecollective agreement deviations,\u003c\/li\u003e\n\n\u003cli\u003ecommon mistakes and final checklist.\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\u003eThe Employment Protection Act (1982:80) (LAS)\u003c\/strong\u003e, especially Sections 2 b, 3, 4, 4 a, 5, 5 a, 6 c, 6 f, 6 g, 15, 16, 25, 28, and 30 a.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Annual Leave Act (1977:480)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Working Hours Act (1982:673)\u003c\/strong\u003e, where applicable.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Discrimination Act (2008:567)\u003c\/strong\u003e, where relevant.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Parental Leave Act (1995:584)\u003c\/strong\u003e, where relevant.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Trade Secrets Act (2018:558)\u003c\/strong\u003e, where relevant.\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\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 A4 format.\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e2 documents \/ 4 files \/ 10 A4 pages.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDigital product\u003c\/strong\u003e – no physical goods are shipped.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eHow long can SÄVA be used?\u003c\/strong\u003e\u003cbr\u003eSÄVA normally converts to permanent employment when the total SÄVA time exceeds 12 months according to Section 5 a of the Employment Protection Act, also taking into account the special chain and calculation rules.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the employer need to provide a specific reason?\u003c\/strong\u003e\u003cbr\u003eThe Employment Protection Act generally does not require a specific objective reason for the SÄVA form itself, but collective agreements and other rules must always be checked.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhat does the three-SÄVA rule mean?\u003c\/strong\u003e\u003cbr\u003eFor three or more SÄVA in the same calendar month, the time between employments may also be counted as SÄVA time for several central Employment Protection Act rules.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhen does the employer need to provide notice?\u003c\/strong\u003e\u003cbr\u003eAmong other times, when the employee has more than nine months of SÄVA during the last three years and will not receive continued employment.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs there an automatic notice period?\u003c\/strong\u003e\u003cbr\u003eA fixed-term SÄVA normally ends at the end time without termination. If the parties want the opportunity to terminate the agreement during the period, it should be regulated explicitly or follow from a collective agreement.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan collective agreements change the rules?\u003c\/strong\u003e\u003cbr\u003eYes. Collective agreements can make valid deviations from several Employment Protection Act provisions, including Sections 5 and 5 a.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe template is a professional general document foundation. Collective agreements, previous employment history, and the individual workplace's terms may require adjustments. In complex labor law matters, individual advice should be obtained.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55597153419606,"sku":"SAVA-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/sarskild-visstidsanstallning-sava-2026-2027-word-pdf.png?v=1791135710"},{"product_id":"uppsagning-hyresavtal-bostad-privatuthyrning-lokal-2026-2027","title":"Termination of Tenancy Agreement 2026\/2027 – Residential, Private Rental \u0026 Commercial Premises Word\/PDF","description":"\n\u003ch2\u003eTermination of Lease Agreement 2026\/2027 – Residential, Private Rental \u0026amp; Commercial\u003c\/h2\u003e\n\u003cp\u003eThis is a comprehensive template package for a \u003cstrong\u003etenant’s termination of a lease agreement\u003c\/strong\u003e under Swedish law. The package contains three separate termination forms for different rental situations: standard residential tenancy under Chapter 12 of the Swedish Land Code, private rental under the new Private Rental Act (2026:772), and commercial tenancy where the tenant wishes to terminate the agreement to vacate the premises.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, and developed for use during \u003cstrong\u003e2026\/2027\u003c\/strong\u003e. The separate breakdown is important because the rules regarding notice periods, how notice may be served, and which legal framework applies differ between standard residential tenancy, private rental, and commercial premises.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 4 documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e8 files and 5 A4 pages\u003c\/strong\u003e. The product is delivered digitally.\u003c\/p\u003e\n\n\u003ch3\u003eIncluded in this package\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTermination of lease agreement – Residential 2026\/2027\u003c\/strong\u003e, 1 A4 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTermination – Private rental 2026\/2027\u003c\/strong\u003e, 1 A4 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTermination of commercial lease agreement – Tenant 2026\/2027\u003c\/strong\u003e, 1 A4 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed user guide\u003c\/strong\u003e, 2 A4 pages.\u003c\/li\u003e\n\n\u003cli\u003eAll documents in both Word and PDF.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThree different forms – choose the correct legal framework\u003c\/h3\u003e\n\u003cp\u003eOne of the biggest risks when terminating a lease agreement is using a general form without first checking which law applies. Therefore, this package contains three clearly defined templates.\u003c\/p\u003e\n\n\u003ch3\u003e1. Standard residential tenancy according to Chapter 12 of the Swedish Land Code\u003c\/h3\u003e\n\u003cp\u003eThe first form is intended for a tenant’s termination of a residence covered by the rental rules in \u003cstrong\u003eChapter 12 of the Swedish Land Code\u003c\/strong\u003e (Jordabalken).\u003c\/p\u003e\n\u003cp\u003eAccording to Chapter 12, Section 5 of the Swedish Land Code, a residential tenant may always terminate the agreement so that it expires at the end of the calendar month occurring at the earliest three months after the notice of termination. In some situations, the lease agreement may provide the tenant with more favorable rights, and the agreement must therefore always be checked.\u003c\/p\u003e\n\u003cp\u003eThe form includes fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003etenant and landlord,\u003c\/li\u003e\n\n\u003cli\u003erental object and apartment number,\u003c\/li\u003e\n\n\u003cli\u003edate of the lease agreement,\u003c\/li\u003e\n\n\u003cli\u003eindefinite or fixed-term agreement,\u003c\/li\u003e\n\n\u003cli\u003eagreed notice period,\u003c\/li\u003e\n\n\u003cli\u003edesired and calculated final day of rental,\u003c\/li\u003e\n\n\u003cli\u003enew address, inspection, and practical details,\u003c\/li\u003e\n\n\u003cli\u003esignature and acknowledgement of receipt.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWritten termination and evidence\u003c\/h3\u003e\n\u003cp\u003eIf the tenancy has lasted longer than three months, the notice of termination must, according to Chapter 12, Section 8 of the Swedish Land Code, normally be in writing. A tenant’s oral termination may in some cases be accepted if the landlord provides a written acknowledgement, but written termination is normally safest from an evidentiary standpoint.\u003c\/p\u003e\n\u003cp\u003eFor standard rentals, registered mail may be used under the conditions of the law, which is also covered in the user guide.\u003c\/p\u003e\n\n\u003ch3\u003e2. Private rental according to the Private Rental Act (2026:772)\u003c\/h3\u003e\n\u003cp\u003eThe second form is specifically developed for agreements covered by the \u003cstrong\u003ePrivate Rental Act (2026:772)\u003c\/strong\u003e, which entered into force on July 1, 2026, replacing the Act (2012:978) on the Letting of Private Homes.\u003c\/p\u003e\n\u003cp\u003eThe new law applies, among other things, when a natural person or an estate rents out a house or part of a house for residential purposes, but it contains important exceptions. For example, not all subletting of a tenant-owned apartment (hyresrätt) is covered.\u003c\/p\u003e\n\n\u003ch3\u003eThree months' notice period according to the new law\u003c\/h3\u003e\n\u003cp\u003eAccording to Chapter 6, Sections 1–2 of the Private Rental Act, the tenant may terminate both fixed-term and indefinite agreements so that they expire at the end of the calendar month occurring at the earliest three months after the notice of termination.\u003c\/p\u003e\n\u003cp\u003eThe form includes specific fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe identity of the tenant and landlord,\u003c\/li\u003e\n\n\u003cli\u003ethe privately rented residence,\u003c\/li\u003e\n\n\u003cli\u003etype and date of the agreement,\u003c\/li\u003e\n\n\u003cli\u003edate the termination is sent or delivered,\u003c\/li\u003e\n\n\u003cli\u003edesired and calculated final day of rental,\u003c\/li\u003e\n\n\u003cli\u003elandlord's specified electronic address,\u003c\/li\u003e\n\n\u003cli\u003evacating details and acknowledgement of receipt.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eElectronic address and registered mail for private rentals\u003c\/h3\u003e\n\u003cp\u003eThe Private Rental Act contains its own rules regarding when a termination is considered to have taken place. If the recipient has provided an electronic address for messages regarding the lease agreement, the termination may, according to the law, be considered to have taken place when it was sent to that address. Registered mail may also be used according to the law's rules.\u003c\/p\u003e\n\u003cp\u003eThis makes the separate private rental form particularly relevant after the 2026 legislative change.\u003c\/p\u003e\n\n\u003ch3\u003eTransitional rules – older private rental agreements\u003c\/h3\u003e\n\u003cp\u003eThe new Private Rental Act entered into force on July 1, 2026. The previous act (2012:978) still applies to agreements entered into according to the older law before the entry into force. Therefore, the user guide reminds users to check the \u003cstrong\u003edate of the agreement and which legal framework the agreement is subject to\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003e3. Commercial premises – tenant's termination to vacate\u003c\/h3\u003e\n\u003cp\u003eThe third form is for the \u003cstrong\u003ecommercial tenant who actually wishes to end the tenancy and vacate the premises\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eFor a commercial lease agreement that is indefinite, the notice period under the law, according to Chapter 12, Section 4 of the Swedish Land Code, is normally until the end of the month that occurs closest to nine months after the termination, unless a longer notice period has been agreed upon.\u003c\/p\u003e\n\u003cp\u003eFor fixed-term commercial agreements, the statutory minimum notice period depends on the length of the lease. Furthermore, commercial agreements often contain their own termination and extension clauses, making it particularly important to check the agreement.\u003c\/p\u003e\n\n\u003ch3\u003eVacating is not the same as a change of terms\u003c\/h3\u003e\n\u003cp\u003eThe form for commercial premises should \u003cstrong\u003enot\u003c\/strong\u003e be used when the tenant wishes to stay in the premises but change the rent or other terms of the lease.\u003c\/p\u003e\n\u003cp\u003eFor termination due to a change of terms, Chapter 12, Section 58 a of the Swedish Land Code applies. In such cases, the notice of termination must, among other things, state the requested change and, if the parties do not reach an agreement, the dispute may need to be referred to the Rent Tribunal within two months.\u003c\/p\u003e\n\n\u003ch3\u003eThe commercial template includes\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003etenant and landlord,\u003c\/li\u003e\n\n\u003cli\u003eaddress of the premises and object number,\u003c\/li\u003e\n\n\u003cli\u003edate of the lease agreement,\u003c\/li\u003e\n\n\u003cli\u003eindefinite or fixed-term agreement,\u003c\/li\u003e\n\n\u003cli\u003eagreed notice period,\u003c\/li\u003e\n\n\u003cli\u003eextension clause,\u003c\/li\u003e\n\n\u003cli\u003edesired and calculated final day of rental,\u003c\/li\u003e\n\n\u003cli\u003einspection, keys, and restoration,\u003c\/li\u003e\n\n\u003cli\u003esignature and acknowledgement of receipt.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDetailed user guide included\u003c\/h3\u003e\n\u003cp\u003eThe separate user guide helps the user choose the correct form and goes through the following step-by-step:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ethe difference between standard residential tenancy, private rental, and commercial premises,\u003c\/li\u003e\n\n\u003cli\u003ethe main rules regarding notice periods,\u003c\/li\u003e\n\n\u003cli\u003ehow to verify the final day of rental,\u003c\/li\u003e\n\n\u003cli\u003ewritten form and evidence,\u003c\/li\u003e\n\n\u003cli\u003ehow the termination can be sent,\u003c\/li\u003e\n\n\u003cli\u003ewhat happens after residential termination,\u003c\/li\u003e\n\n\u003cli\u003ethe new Private Rental Act from July 1, 2026,\u003c\/li\u003e\n\n\u003cli\u003ethe difference between vacating commercial premises and changing terms,\u003c\/li\u003e\n\n\u003cli\u003ewhen the templates should not be used,\u003c\/li\u003e\n\n\u003cli\u003efinal checklist before sending.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eWhen the package should not be used\u003c\/h3\u003e\n\u003cp\u003eThe package is intentionally limited to the \u003cstrong\u003etenant's ordinary termination\u003c\/strong\u003e. It should not be used for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe landlord's termination of a residence,\u003c\/li\u003e\n\n\u003cli\u003ethe landlord's termination of commercial premises,\u003c\/li\u003e\n\n\u003cli\u003etermination due to forfeiture or other immediate breach of contract,\u003c\/li\u003e\n\n\u003cli\u003ethe commercial tenant's termination for a change of terms under Section 58 a,\u003c\/li\u003e\n\n\u003cli\u003edisputes where the final day of rental or applicable legal framework is already contested.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThis is important because landlord terminations and commercial leases involving changes of terms have their own mandatory formal requirements and procedural rules.\u003c\/p\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\u003eChapter 12, Sections 3–8 of the Swedish Land Code\u003c\/strong\u003e – lease term, notice period, and manner of termination.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChapter 12, Section 58 a of the Swedish Land Code\u003c\/strong\u003e – commercial tenant's termination for a change of terms.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePrivate Rental Act (2026:772)\u003c\/strong\u003e, especially Chapter 1 and Chapter 6.\u003c\/li\u003e\n\n\u003cli\u003ethe transitional provisions to the Private Rental Act.\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\n\n\u003cstrong\u003eWord (DOCX)\u003c\/strong\u003e – fully editable forms and guide.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePDF\u003c\/strong\u003e – print-ready A4 versions.\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e4 documents \/ 8 files \/ 5 A4 pages.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDigital product\u003c\/strong\u003e – no physical goods are sent.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eWhich form should I use for a standard rental apartment?\u003c\/strong\u003e\u003cbr\u003eNormally the residential form according to Chapter 12 of the Swedish Land Code.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan I use the same form when renting a privately owned condominium or villa?\u003c\/strong\u003e\u003cbr\u003eNot without first checking if the agreement is covered by the Private Rental Act (2026:772). The package therefore contains a separate private rental form.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eHow long is a residential tenant's notice period?\u003c\/strong\u003e\u003cbr\u003eAccording to Chapter 12, Section 5 of the Swedish Land Code, the tenant may always terminate the residential agreement to the end of the month that occurs at the earliest three months after the notice.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eHow long is the notice period for private rentals after July 1, 2026?\u003c\/strong\u003e\u003cbr\u003eAccording to the new Private Rental Act, the tenant may terminate the agreement to the end of the month that occurs at the earliest three months after the notice.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eHow long is the notice period for commercial premises?\u003c\/strong\u003e\u003cbr\u003eFor indefinite agreements, normally nine months to the end of a month, unless a longer period has been agreed upon. Fixed-term agreements must be checked against both the agreement and Chapter 12, Section 4 of the Swedish Land Code.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the commercial template be used to negotiate a lower rent?\u003c\/strong\u003e\u003cbr\u003eNo. If the goal is to stay but change the terms, the rules on changing terms in Chapter 12, Section 58 a must be followed.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe template package is professional general documentation. Always check the current lease agreement, applicable law, and the exact notice period before sending the termination. In the event of a dispute or uncertainty regarding the legal framework, individual legal advice should be sought.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55597258539350,"sku":"UPPSAGNING-HYRA-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/uppsagning-hyresavtal-bostad-2026-2027.png?v=1791137808"},{"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":"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":"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":"lonevaxlingsavtal-pension-2026-2027-avtal-policy-itp-checklista-guide-word-pdf","title":"Salary Sacrifice Agreement Pension 2026\/2027 – Agreement, Policy, ITP Checklist \u0026 Guide Word\/PDF","description":"\n\u003ch2\u003eSalary sacrifice agreement for pension 2026\/2027 – complete template package\u003c\/h2\u003e\n\u003cp\u003eThis is a complete and practical template package for employers and employees who want to document \u003cstrong\u003esalary sacrifice for extra occupational pension\u003c\/strong\u003e in a clear and manageable way. The package contains not only a simple salary sacrifice agreement, but also an employer policy, individual calculation appendix, form for change\/pause\/termination, employer checklist, and a detailed user guide.\u003c\/p\u003e\n\n\u003cp\u003eThe template package was \u003cstrong\u003ereviewed from a legal and tax perspective on October 5, 2026\u003c\/strong\u003e, based on current information from the Swedish Pensions Agency (Pensionsmyndigheten), the Swedish Tax Agency (Skatteverket), and Collectum, as well as relevant rules regarding occupational pensions, employer contributions, special payroll tax, and the employer's right to tax deductions.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 16 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\u003eSalary sacrifice agreement for pension 2026\/2027\u003c\/strong\u003e – 3 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAppendix – salary sacrifice amount \u0026amp; pension solution\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePolicy \u0026amp; guidelines for salary sacrifice\u003c\/strong\u003e – 3 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChange \/ pause \/ termination of salary sacrifice\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eEmployer checklist for HR, payroll, and finance\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed user guide\u003c\/strong\u003e – 4 pages.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat is salary sacrifice for pension?\u003c\/h3\u003e\n\u003cp\u003eSalary sacrifice means that an employee voluntarily waives part of their future gross cash salary, and the employer instead pays an extra premium into an occupational pension. The arrangement requires the employer to offer or approve salary sacrifice and should be documented in writing before the first salary deduction is made.\u003c\/p\u003e\n\n\u003cp\u003eThe template package helps the parties to clearly regulate, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003esalary before and after salary sacrifice,\u003c\/li\u003e\n\n\u003cli\u003emonthly salary sacrifice amount,\u003c\/li\u003e\n\n\u003cli\u003epension solution and choice center,\u003c\/li\u003e\n\n\u003cli\u003ethe employer's potential extra top-up,\u003c\/li\u003e\n\n\u003cli\u003ehow the regular occupational pension is affected,\u003c\/li\u003e\n\n\u003cli\u003ewhich salary serves as the basis for various employer-based benefits,\u003c\/li\u003e\n\n\u003cli\u003eITP 1, ITP 2, or other pension plans,\u003c\/li\u003e\n\n\u003cli\u003echange, pause, and termination,\u003c\/li\u003e\n\n\u003cli\u003eannual check of base amounts and salary levels.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe most important check for 2026 – SEK 56,050 after salary sacrifice\u003c\/h3\u003e\n\u003cp\u003eThe Swedish Pensions Agency states that during 2026, one should not engage in salary sacrifice if the monthly salary \u003cstrong\u003eafter salary sacrifice\u003c\/strong\u003e falls below \u003cstrong\u003eSEK 56,050\u003c\/strong\u003e. Below that level, accrual for the state pension decreases.\u003c\/p\u003e\n\n\u003cp\u003eThe limit is related to the ceiling for pension-qualifying income and the 2026 income base amount of SEK 83,400. The package's agreement, appendix, policy, and checklist therefore include an express check of the salary after the sacrifice.\u003c\/p\u003e\n\n\u003ch3\u003eWhat applies to 2027?\u003c\/h3\u003e\n\u003cp\u003eThe price base amount for 2027 is already set at \u003cstrong\u003eSEK 59,600\u003c\/strong\u003e. However, the 2027 income base amount is not yet formally determined as of October 5, 2026. Therefore, the package does not specify a speculative 2027 amount for the minimum salary after salary sacrifice.\u003c\/p\u003e\n\n\u003cp\u003eInstead, the templates contain an annual check rule: once the 2027 income base amount and the Swedish Pensions Agency's current recommendation have been determined, the employer shall update the level. 8.07 × current income base amount \/ 12 is used as a calculation reference.\u003c\/p\u003e\n\n\u003ch3\u003eWhy is there often talk of about 5.8% extra?\u003c\/h3\u003e\n\u003cp\u003eFor most employees, the full employer contribution is 31.42% in 2026. Special payroll tax is levied at 24.26% on the employer's pension costs. When full employer contributions would otherwise have been charged on the sacrificed salary, the employer can, in many standard cases, let the cost difference be transferred to the pension premium.\u003c\/p\u003e\n\n\u003cp\u003eThis corresponds to approximately \u003cstrong\u003e5.8% extra premium\u003c\/strong\u003e. If an employee, for example, waives SEK 5,000 per month, such a model can provide a pension premium of approximately SEK 5,290.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eImportant:\u003c\/strong\u003e 5.8% is not a statutory right and should not be used mechanically. If the employer, for example, has reduced employer contributions for the person, the actual cost difference may be different.\u003c\/p\u003e\n\n\u003ch3\u003eTwo different issues: 5.8% and compensation for regular occupational pension\u003c\/h3\u003e\n\u003cp\u003eThe package clearly distinguishes between two issues that are often confused:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCost neutrality\u003c\/strong\u003e – if the employer transfers all or parts of the contribution difference between salary and pension cost to the employee's extra pension premium.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePremium compensation\u003c\/strong\u003e – if the employer also compensates for the fact that the regular occupational pension premium may decrease when the pensionable salary becomes lower.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003cp\u003eThus, one cannot assume that a 5.8% top-up automatically compensates for all other pension losses.\u003c\/p\u003e\n\n\u003ch3\u003eITP 1 – specific check\u003c\/h3\u003e\n\u003cp\u003eFor ITP 1, Collectum states that the employer reports the actual monthly salary after the salary sacrifice. The regular ITP premium may therefore be affected.\u003c\/p\u003e\n\n\u003cp\u003eFor 2026, Collectum states that the employer, when wanting to compensate for the lower regular ITP premium, may need to add:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e4.5% of the sacrificed amount for salary portions under SEK 52,125 per month, and\u003c\/li\u003e\n\n\u003cli\u003e30% on salary portions over SEK 52,125 per month.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003eThese levels are a different issue than the approximately 5.8% cost-neutral top-up. The template package therefore has separate choices and control points for both.\u003c\/p\u003e\n\n\u003ch3\u003eITP 2 – salary before and after sacrifice\u003c\/h3\u003e\n\u003cp\u003eFor ITP 2, according to Collectum's rules, the employer can choose to report only the reduced annual salary after salary sacrifice. If the employer wants to compensate the employee for certain pension consequences, salaries before and after sacrifice can be reported according to Collectum's model.\u003c\/p\u003e\n\n\u003cp\u003eHowever, ITP disability pension is calculated on the salary after salary sacrifice. The package therefore explicitly highlights that disability pension, premium waiver, and other insurance components must be checked separately.\u003c\/p\u003e\n\n\u003ch3\u003eSalary-based benefits – before or after salary sacrifice?\u003c\/h3\u003e\n\u003cp\u003eIt is important that a salary sacrifice agreement does not only specify the pension premium. The cash salary is also used as a basis in other contexts. The package therefore contains tables where the employer can document whether internal benefits should be calculated on the salary before or after the sacrifice, to the extent that law, collective agreements, and insurance terms allow this.\u003c\/p\u003e\n\n\u003cp\u003eControl points include, among others:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003esalary review,\u003c\/li\u003e\n\n\u003cli\u003eholiday pay and holiday compensation,\u003c\/li\u003e\n\n\u003cli\u003esick pay,\u003c\/li\u003e\n\n\u003cli\u003eparental leave pay,\u003c\/li\u003e\n\n\u003cli\u003ebonus and commission,\u003c\/li\u003e\n\n\u003cli\u003eovertime and inconvenient working hours (OB) related compensation,\u003c\/li\u003e\n\n\u003cli\u003einsurance,\u003c\/li\u003e\n\n\u003cli\u003eseverance pay and other salary-based compensation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eTax for the employee\u003c\/h3\u003e\n\u003cp\u003eWhen the employer pays a premium to an occupational pension insurance policy that meets tax requirements, the premium is normally not a taxable benefit for the employee. Instead, the occupational pension is taxed when it is paid out.\u003c\/p\u003e\n\n\u003cp\u003eThis means that salary sacrifice effectively swaps taxed cash salary today for future taxed pension, with pension savings in between.\u003c\/p\u003e\n\n\u003ch3\u003eSpecial payroll tax on pension costs\u003c\/h3\u003e\n\u003cp\u003eEmployers who have made pension commitments pay special payroll tax on pension costs. According to current rules, the tax rate is \u003cstrong\u003e24.26%\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eEmployer's right to tax deductions\u003c\/h3\u003e\n\u003cp\u003eAccording to the general rule for securing occupational pensions, the employer's deduction for an employee may not exceed \u003cstrong\u003e35% of the salary\u003c\/strong\u003e and not exceed \u003cstrong\u003e10 price base amounts\u003c\/strong\u003e, with the additional limitations and rules that follow from the Income Tax Act and the chosen form of security.\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e10 price base amounts 2026 = \u003cstrong\u003eSEK 592,000\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003eThe price base amount 2027 is SEK 59,600, which means 10 price base amounts = \u003cstrong\u003eSEK 596,000\u003c\/strong\u003e for 2027.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003eVery high pension premiums, direct pensions, international solutions, or special arrangements should be assessed separately.\u003c\/p\u003e\n\n\u003ch3\u003ePolicy for the employer\u003c\/h3\u003e\n\u003cp\u003eThe separate policy document helps the employer determine uniform rules before individual agreements are signed. The policy includes, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhich employment categories are allowed to sacrifice salary,\u003c\/li\u003e\n\n\u003cli\u003eminimum and maximum amounts,\u003c\/li\u003e\n\n\u003cli\u003eminimum salary after salary sacrifice,\u003c\/li\u003e\n\n\u003cli\u003ecost-neutral top-up,\u003c\/li\u003e\n\n\u003cli\u003ecompensation for regular pension premium,\u003c\/li\u003e\n\n\u003cli\u003ebenefit basis,\u003c\/li\u003e\n\n\u003cli\u003epause and termination,\u003c\/li\u003e\n\n\u003cli\u003eresponsibility between HR, payroll, finance, and pension administration,\u003c\/li\u003e\n\n\u003cli\u003eannual review.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eChange, pause, and termination\u003c\/h3\u003e\n\u003cp\u003eSalary sacrifice should not continue unchanged when circumstances change. Therefore, a separate form is included to change, pause, resume, or terminate the salary sacrifice.\u003c\/p\u003e\n\n\u003cp\u003eIt is particularly useful in cases of:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003esalary change,\u003c\/li\u003e\n\n\u003cli\u003esick leave,\u003c\/li\u003e\n\n\u003cli\u003eparental leave,\u003c\/li\u003e\n\n\u003cli\u003eleave of absence,\u003c\/li\u003e\n\n\u003cli\u003echanged working hours,\u003c\/li\u003e\n\n\u003cli\u003echange of pension plan or choice center,\u003c\/li\u003e\n\n\u003cli\u003eannual update of base amounts.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eEmployer checklist – from decision to first premium\u003c\/h3\u003e\n\u003cp\u003eThe checklist is designed for HR, payroll administration, finance, and pension administration. It goes step by step through:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003eeligibility and form of employment,\u003c\/li\u003e\n\n\u003cli\u003ecollective agreement and pension plan,\u003c\/li\u003e\n\n\u003cli\u003esalary before and after sacrifice,\u003c\/li\u003e\n\n\u003cli\u003ethe Swedish Pensions Agency's current salary limit,\u003c\/li\u003e\n\n\u003cli\u003ethe 5.8% model or other employer model,\u003c\/li\u003e\n\n\u003cli\u003eany ITP compensation,\u003c\/li\u003e\n\n\u003cli\u003ededuction limit,\u003c\/li\u003e\n\n\u003cli\u003epension provider,\u003c\/li\u003e\n\n\u003cli\u003epayroll system and first payroll run,\u003c\/li\u003e\n\n\u003cli\u003especial payroll tax,\u003c\/li\u003e\n\n\u003cli\u003eannual check.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eTwo practical examples\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eExample 1:\u003c\/strong\u003e An employee has a monthly salary of SEK 70,000 and wants to sacrifice SEK 5,000. Salary after the sacrifice will be SEK 65,000, which is above the 2026 SEK 56,050 level. If the employer uses a 5.8% cost-neutral top-up, the extra pension premium will be approximately SEK 5,290. Any compensation for the regular ITP premium is assessed separately.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eExample 2:\u003c\/strong\u003e An employee has a monthly salary of SEK 59,000 and wants to sacrifice SEK 5,000. Salary after the sacrifice will be SEK 54,000, which is below the Swedish Pensions Agency's 2026 level. The standard recommendation is therefore not to carry out the salary sacrifice at that level; the amount should be reduced, or the salary sacrifice should be abandoned.\u003c\/p\u003e\n\n\u003ch3\u003eCommon questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eIs salary sacrifice a statutory right?\u003c\/strong\u003e\u003cbr\u003eNo. Salary sacrifice requires the employer to offer or accept the arrangement, with reservations for what may follow from collective agreements or other specific regulations.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eIs 5.8% mandatory?\u003c\/strong\u003e\u003cbr\u003eNo. It is a common cost-neutral model when full employer contributions are compared with special payroll tax on pension costs. The employer must use the model that actually applies in the organization.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eCan salary sacrifice affect the state pension?\u003c\/strong\u003e\u003cbr\u003eYes. Therefore, the salary after sacrifice is central. For 2026, the Swedish Pensions Agency specifies SEK 56,050 per month.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eCan salary sacrifice affect the occupational pension?\u003c\/strong\u003e\u003cbr\u003eYes. Within, for example, ITP 1, the actual salary after sacrifice is reported and the regular premium may decrease if the employer does not compensate.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eCan salary sacrifice be paused?\u003c\/strong\u003e\u003cbr\u003eYes. The package contains both contract clauses and a separate form for pause, change, resumption, and termination.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eWhat is the correct limit for 2027?\u003c\/strong\u003e\u003cbr\u003eIt must be updated once the 2027 income base amount and the Swedish Pensions Agency's current recommendation have been determined. The package is deliberately designed so that the employer does not use a speculative amount.\u003c\/p\u003e\n\n\u003ch3\u003eWhen individual counseling is particularly appropriate\u003c\/h3\u003e\n\u003cp\u003eExternal pension, tax, or legal advice should be considered for, e.g., very high pension premiums, owners or senior executives, direct pensions, international employment, foreign pension solutions, complicated collective agreements, or uncertainty about the employer's deduction capacity.\u003c\/p\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 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\u003e16 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\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThese are general templates for salary sacrifice for occupational pension under Swedish conditions. The final assessment must always be made against the employee's actual salary, pension plan, collective agreement, insurance terms, and the employer's current tax and contribution conditions.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55600131211606,"sku":"LONEVAXLING-PENSION-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/lonevaxlingsavtal-pension-2026-2027.png?v=1791171403"},{"product_id":"bilpolicy-formansbilavtal-2026-2027-korjournal-skatteguide-aterlamning-word-pdf","title":"Company Car Policy \u0026 Benefit Car Agreement 2026\/2027 – Mileage Log, Tax Guide \u0026 Return Word\/PDF","description":"\n\u003ch2\u003eCar Policy \u0026amp; Company Car Agreement 2026\/2027 – complete template package for employers\u003c\/h2\u003e\n\u003cp\u003eThis is a complete governance and agreement package for Swedish employers providing company cars, service vehicles, or benefit cars. The package combines \u003cstrong\u003ecar policy, individual company car agreement, vehicle and cost appendix, mileage log, return and damage checklist, and a detailed tax and user guide\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe template package has been legally and tax-reviewed as of \u003cstrong\u003eOctober 5, 2026\u003c\/strong\u003e, against current regulations regarding car benefits, fuel benefits, net salary deductions, business travel, congestion tax, charging electricity, and salary set-off.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 6 documents in both Word (DOCX) and PDF – a total of \u003cstrong\u003e12 files and 16 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\u003eCar policy for company and benefit cars\u003c\/strong\u003e – 3 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eCompany car agreement\u003c\/strong\u003e – 3 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eAppendix – vehicle, costs, and tax handling\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eMileage log – business and private driving\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eReturn, damages, and termination – checklist\u003c\/strong\u003e – 2 pages.\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\u003eCar policy and individual agreement in the same package\u003c\/h3\u003e\n\u003cp\u003eA car policy should regulate the company's general principles, while the individual company car agreement documents the actual terms applicable to the specific employee and the vehicle in question. The package keeps these two levels separate to make administration clearer.\u003c\/p\u003e\n\u003cp\u003eThe car policy includes rules for eligibility, vehicle class, private use, cost responsibility, fuel, charging, mileage logs, business travel, congestion tax, damages, extended absence, return, and annual review.\u003c\/p\u003e\n\n\u003ch3\u003eWhen does a car benefit arise?\u003c\/h3\u003e\n\u003cp\u003eWhen the employer's car is used for private purposes to more than a negligible extent, a taxable car benefit normally arises. For 2026, the Swedish Tax Agency's limit means that private use on \u003cstrong\u003emore than 10 occasions or more than 1000 km per calendar year\u003c\/strong\u003e normally leads to a car benefit. Travel between home and place of work is generally counted as private travel.\u003c\/p\u003e\n\u003cp\u003eFor companies that wish to limit a company car to business use, the package therefore includes clear options, a prohibition against private use beyond a negligible extent, and a mileage log that can be used as documentation.\u003c\/p\u003e\n\n\u003ch3\u003eHow the 2026 car benefit value is calculated\u003c\/h3\u003e\n\u003cp\u003eThe car benefit is valued based on a standard rate. For 2026, the value is affected by, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe car's new price,\u003c\/li\u003e\n\n\u003cli\u003eextra equipment,\u003c\/li\u003e\n\n\u003cli\u003ethe price base amount,\u003c\/li\u003e\n\n\u003cli\u003ethe state lending rate,\u003c\/li\u003e\n\n\u003cli\u003ethe car's vehicle tax,\u003c\/li\u003e\n\n\u003cli\u003eenvironmental car regulations,\u003c\/li\u003e\n\n\u003cli\u003eif the car is used for at least 3,000 km in business.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe price base amount for 2026 is \u003cstrong\u003eSEK 59,200\u003c\/strong\u003e. For cars covered by the model in force since July 1, 2021, the standard rate consists of, among other things, 0.29 price base amount, an interest-related amount, a price-related amount, and relevant vehicle tax. The package does not contain a static benefit value – the employer must use the Swedish Tax Agency's current calculation for the actual vehicle.\u003c\/p\u003e\n\n\u003ch3\u003eEnvironmental cars – electric, plug-in hybrid, and gas-powered cars\u003c\/h3\u003e\n\u003cp\u003eFor environmentally friendly cars put into service on or after July 1, 2022, the benefit-based new price can be reduced according to a standard rate. For 2026, the following applies:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eSEK 350,000\u003c\/strong\u003e for electric and hydrogen cars,\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eSEK 140,000\u003c\/strong\u003e for plug-in hybrids,\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eSEK 100,000\u003c\/strong\u003e for gas-powered cars.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe reduction may not exceed 50 percent of the car's new price. The vehicle appendix has specific check-points for environmental cars and the current benefit value.\u003c\/p\u003e\n\n\u003ch3\u003eNet salary deduction and gross salary deduction – important difference\u003c\/h3\u003e\n\u003cp\u003eThe package clearly distinguishes between two common models:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eNet salary deduction\/actual payment:\u003c\/strong\u003e normally reduces the car benefit value by the same amount, down to a minimum of SEK 0.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eGross salary deduction:\u003c\/strong\u003e is a salary reduction before tax and does not reduce the tax-legal car benefit value.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe company car agreement and the vehicle appendix contain separate fields for both models to minimize the risk of them being confused.\u003c\/p\u003e\n\n\u003ch3\u003eFuel benefit\u003c\/h3\u003e\n\u003cp\u003ePrivate fuel or electricity paid for by the employer is normally not included in the car benefit standard rate. It is instead handled as a separate fuel benefit.\u003c\/p\u003e\n\u003cp\u003eFor a company car, the employee's taxable value is normally calculated at \u003cstrong\u003e120 percent of the market value\u003c\/strong\u003e for the portion of fuel relating to private driving. For employer contributions, the market value is used without the 1.2 multiplier. An accurate mileage log is therefore central when the employer pays for fuel.\u003c\/p\u003e\n\n\u003ch3\u003ePermanent tax-free charging electricity at the workplace\u003c\/h3\u003e\n\u003cp\u003eAs of \u003cstrong\u003eJuly 1, 2026\u003c\/strong\u003e, the tax exemption for charging electricity at a charging point or power outlet provided by the employer in connection with the workplace is permanent. The package therefore distinguishes between workplace charging, home charging, and public charging.\u003c\/p\u003e\n\n\u003ch3\u003eTax-free mileage allowance for business travel\u003c\/h3\u003e\n\u003cp\u003eFor 2026, the Swedish Tax Agency's standard rates are:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eSEK 12\/10 km\u003c\/strong\u003e for a company car not powered entirely by electricity, including plug-in hybrids,\u003c\/li\u003e\n\n\u003cli\u003e\n\u003cstrong\u003eSEK 9.50\/10 km\u003c\/strong\u003e for a fully electric company car.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe right to tax-free compensation or deduction requires that the rules regarding fuel costs are met. From July 1, 2026, there is also an extended rule for plug-in hybrids.\u003c\/p\u003e\n\n\u003ch3\u003e3,000 business kilometers – 25 percent lower benefit value\u003c\/h3\u003e\n\u003cp\u003eIf the employee drives at least \u003cstrong\u003e3,000 km in business during the calendar year\u003c\/strong\u003e, the car benefit value can be reduced by 25 percent. The package's mileage log and vehicle appendix help the employer track accumulated business driving and document the basis.\u003c\/p\u003e\n\n\u003ch3\u003eCongestion tax and infrastructure charges\u003c\/h3\u003e\n\u003cp\u003eCongestion tax and infrastructure charges relating to private travel are not included in the standard car benefit value. If the employer pays for private passages, a separate taxable benefit normally arises. The mileage log can be used to distinguish private trips from business trips.\u003c\/p\u003e\n\n\u003ch3\u003eMileage log that is actually usable\u003c\/h3\u003e\n\u003cp\u003eThe package contains a two-page mileage log with space for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edate,\u003c\/li\u003e\n\n\u003cli\u003estart and end time,\u003c\/li\u003e\n\n\u003cli\u003efrom and to address\/client,\u003c\/li\u003e\n\n\u003cli\u003epurpose of the trip,\u003c\/li\u003e\n\n\u003cli\u003ebusiness kilometers,\u003c\/li\u003e\n\n\u003cli\u003eprivate kilometers,\u003c\/li\u003e\n\n\u003cli\u003eodometer reading,\u003c\/li\u003e\n\n\u003cli\u003eperiod summary and accumulated business kilometers.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe log can be used as a manual backup even if the company normally uses an electronic mileage log.\u003c\/p\u003e\n\n\u003ch3\u003eDamages, deductibles, and salary set-off\u003c\/h3\u003e\n\u003cp\u003eMany car policies are overly categorical in stating that an employee must automatically pay for all damages or deductibles. This package avoids such oversimplification.\u003c\/p\u003e\n\u003cp\u003eThe individual agreement can regulate procedures and suggested cost responsibility, but an actual claim for compensation and potential set-off against salary must be assessed according to applicable law. The Act (1970:215) on the Employer's Right to Set-off limits when an employer may make deductions from an employee's salary.\u003c\/p\u003e\n\n\u003ch3\u003eExtended absence and parental leave\u003c\/h3\u003e\n\u003cp\u003eCar benefits may continue to be taxed even during, for example, parental leave or other unpaid absence if the car is still at the employee's disposal. Therefore, both the car policy and the company car agreement contain specific options for extended absence, leave of absence, sick leave, and work exemption.\u003c\/p\u003e\n\n\u003ch3\u003eReturn and car replacement\u003c\/h3\u003e\n\u003cp\u003eThe two-page return checklist documents, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eodometer reading and charge\/fuel level,\u003c\/li\u003e\n\n\u003cli\u003ekeys and documents,\u003c\/li\u003e\n\n\u003cli\u003echarging cables and accessories,\u003c\/li\u003e\n\n\u003cli\u003ebodywork, glass, rims, and tires,\u003c\/li\u003e\n\n\u003cli\u003einterior and functionality,\u003c\/li\u003e\n\n\u003cli\u003edamage claims and photo appendices,\u003c\/li\u003e\n\n\u003cli\u003efinal reconciliation of mileage log, fuel, congestion tax, and mileage allowance.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eRecommended workflow\u003c\/h3\u003e\n\u003col\u003e\n\n\u003cli\u003eEstablish the company's car policy and which roles are entitled to a car.\u003c\/li\u003e\n\n\u003cli\u003eDetermine vehicle class, cost framework, and environmental\/safety requirements.\u003c\/li\u003e\n\n\u003cli\u003eSelect a car and check the current benefit value with the Swedish Tax Agency.\u003c\/li\u003e\n\n\u003cli\u003eFill in the vehicle and cost appendix.\u003c\/li\u003e\n\n\u003cli\u003eSign an individual company car agreement before handover.\u003c\/li\u003e\n\n\u003cli\u003eDetermine fuel model, charging, congestion tax, and mileage allowance.\u003c\/li\u003e\n\n\u003cli\u003eSet up a mileage log and monthly control.\u003c\/li\u003e\n\n\u003cli\u003eMonitor the 3,000 km limit and any changes in the benefit value.\u003c\/li\u003e\n\n\u003cli\u003eUse the return checklist upon car replacement or termination of employment.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eIs private driving up to 1,000 km always tax-free?\u003c\/strong\u003e\u003cbr\u003eOnly if private use also occurs on no more than 10 occasions during the calendar year. If either limit is exceeded, a car benefit normally exists.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs travel to and from work business driving?\u003c\/strong\u003e\u003cbr\u003eNormally no. Travel between home and place of work is normally private travel.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes a gross salary deduction reduce the benefit value?\u003c\/strong\u003e\u003cbr\u003eNo.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes a net salary deduction reduce the benefit value?\u003c\/strong\u003e\u003cbr\u003eYes, actual payment normally reduces the car benefit value by the corresponding amount, down to a minimum of SEK 0.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs private fuel included in the car benefit?\u003c\/strong\u003e\u003cbr\u003eNo. Private fuel paid for by the employer is normally handled as a separate fuel benefit.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs private congestion tax included in the benefit value?\u003c\/strong\u003e\u003cbr\u003eNo. It is handled separately if the employer pays it.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhat happens after 3,000 km in business?\u003c\/strong\u003e\u003cbr\u003eThe car benefit value can be reduced by 25 percent if the requirement is met and can be substantiated.\u003c\/p\u003e\n\n\u003ch3\u003eLegal and tax basis\u003c\/h3\u003e\n\u003cp\u003eThe package has been reviewed based on, among other things, the Income Tax Act (1999:1229), specifically rules regarding charging at the workplace, business travel, and car benefits in chapters 11, 12, and 61, as well as the Act (1970:215) on the Employer's Right to Set-off and the Swedish Tax Agency's current guidance for the 2026 tax year.\u003c\/p\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\u003e16 A4 pages per format series.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eDigital product – no physical items will be shipped.\u003c\/strong\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThese are general templates for Swedish employers. Collective agreements, leasing agreements, insurance terms, specific tax adjustments, international employment, or other individual circumstances may require separate assessment.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55600288661846,"sku":"BILPOLICY-FORMANSBIL-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/bilpolicy-formansbilavtal-2026-2027.png?v=1791172433"}],"url":"https:\/\/mallbutiken.se\/en\/collections\/hr-arbetsratt-visselblasning-mallar.oembed?page=3","provider":"Mallbutiken","version":"1.0","type":"link"}