{"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 \/ admonition to an 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 concrete deficiency, clarify what must 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\u003cp style=\"margin:0\"\u003e\u003cstrong\u003eImportant information about legal use\u003c\/strong\u003e\u003c\/p\u003e\n\u003cp style=\"margin:6px 0 0\"\u003eThis is general document support under Swedish employment law, not an individual legal opinion or a claim of review by a lawyer. Adapt the content to the circumstances and check the Employment Protection Act (LAS), applicable collective agreements, and any need for workplace adjustment or rehabilitation.\u003c\/p\u003e\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 template – Word\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEditable template for a written warning\/admonition.\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 action or termination\u003c\/h2\u003e\n\n\u003cp\u003eA standard written LAS warning\/admonition is primarily used to document misconduct or deficiencies, 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 action 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 at hand,\u003c\/li\u003e\n\n\u003cli\u003edate, location, and exactly what occurred,\u003c\/li\u003e\n\n\u003cli\u003ethe obligation, instruction, or policy affected,\u003c\/li\u003e\n\n\u003cli\u003eprevious conversations, 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 correction and follow-up dates,\u003c\/li\u003e\n\n\u003cli\u003esupport, training, workplace adjustment, rehabilitation, or reassignment issues,\u003c\/li\u003e\n\n\u003cli\u003ehandover, receipt, 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\u003eThe Labor Court's practice shows that in many cases, it is important that the employee clearly understands that the employer takes the deficiency seriously and, when the situation may develop toward termination, that the employment may be at risk. The template therefore includes a specific legal clarification while avoiding any suggestion that a future termination has already been decided upon or is automatically valid.\u003c\/p\u003e\n\n\n\u003ch2\u003eConcrete facts instead of general criticism\u003c\/h2\u003e\n\n\u003cp\u003eThe template is designed to describe \u003cstrong\u003econcrete events and verifiable deficiencies\u003c\/strong\u003e – not vague phrasing like \"bad attitude\" or \"lack of professionalism\" without a connection to work tasks. The employer can state dates, context, instructions\/policies, supporting documentation, and what is actually expected going forward.\u003c\/p\u003e\n\n\n\u003ch2\u003eThe employee's version is documented\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 a legal assessment being based on a one-sided or incomplete sequence of events.\u003c\/p\u003e\n\n\n\u003ch2\u003eSupport, rehabilitation, and workplace adjustment\u003c\/h2\u003e\n\n\u003cp\u003eIf the deficiency may be related to illness, reduced work capacity, or a disability, the employer needs to assess obligations regarding rehabilitation and workplace adjustment. The template therefore contains a specific check section for support measures and clearly highlights that a warning must not replace such an investigation.\u003c\/p\u003e\n\n\n\u003ch2\u003eIf termination later becomes relevant\u003c\/h2\u003e\n\n\u003cp\u003eA written warning does not replace the formal rules that apply before a termination or dismissal. In such cases, the employer needs to assess 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\u003eReceipt without admission\u003c\/h2\u003e\n\n\u003cp\u003eThe document contains a specific receipt text: the employee's signature only confirms that the document has been received. It does not mean 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 departments, 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 suitable, when the employer should wait, how each section is filled out, how a clear LAS warning should be formulated, the importance of less intrusive measures, rehabilitation and workplace adjustment, the issue of reassignment, time limits, receipts, 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 departments,\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 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 documents:\u003c\/strong\u003e 8 files.\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\u003eMust a warning always be in writing?\u003c\/h3\u003e\n\n\u003cp\u003eNo, but written documentation makes it significantly easier to show what has been communicated, when it happened, 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 the severity of the misconduct, 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 regardless. The template includes space for this.\u003c\/p\u003e\n\n\u003cp style=\"margin:10px 0 20px\"\u003e\u003cstrong\u003eIn-depth guides:\u003c\/strong\u003e Read \u003ca href=\"\/en\/blogs\/skriftlig-varning-till-anstalld-information-och-vagledning\/vagra-skriva-pa-skriftlig-varning\"\u003ewhat applies if the employee refuses to sign the warning\u003c\/a\u003e and \u003ca href=\"\/en\/blogs\/skriftlig-varning-till-anstalld-information-och-vagledning\/steg-for-steg-hur-upprattar-man-en-skriftlig-varning\"\u003ehow the employer draws up a written warning step-by-step\u003c\/a\u003e.\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 or dismissal proceedings are 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 a risk of termination, dismissal, discrimination, rehabilitation disputes, or other more extensive disputes, a qualified advisor should be engaged.\u003c\/em\u003e\u003c\/p\u003e\n\n\u003csection id=\"mb-seo-varning-intent-20261016\" style=\"margin:22px 0;padding:18px 20px;border:1px solid #d8e1eb;background:#f7f9fc;border-radius:9px\"\u003e\u003ch3 style=\"margin:0 0 10px\"\u003eHow to choose the right document for a written warning\u003c\/h3\u003e\n\n\u003cp\u003eA written warning or admonition is often used to describe a concrete deficiency, clear requirements for change, and how follow-up should occur. The document should not automatically be described as a \u003cstrong\u003edisciplinary penalty\u003c\/strong\u003e; its legal function depends on the content, the agreement, and the circumstances.\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/blogs\/skriftlig-varning-till-anstalld-information-och-vagledning\/skillnad-mellan-en-skriftlig-varning-och-erinran\"\u003eThe difference between a written warning, an admonition, and a disciplinary penalty\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/blogs\/skriftlig-varning-till-anstalld-information-och-vagledning\/viktiga-aspekter-att-beakta-vid-utforandet-av-en-skriftlig-varning\"\u003e10 checks before a factual written warning\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/blogs\/skriftlig-erinran-information-och-vagledning-1\/hur-manga-erinran-innan-uppsagning\"\u003eHow many admonitions are required before termination?\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003cli\u003e\u003ca href=\"\/en\/blogs\/skriftlig-varning-till-anstalld-information-och-vagledning\/kommunikation-fore-varningen\"\u003eBefore the written warning: conversation and documentation\u003c\/a\u003e\u003c\/li\u003e\n\u003c\/ul\u003e\n\n\u003cp\u003eFor a purely general admonition, there is also a \u003ca href=\"\/en\/products\/skriftlig-erinran-mall-generell\"\u003eseparate template for a written admonition\u003c\/a\u003e. Follow the Employment Protection Act (LAS), relevant collective agreements, and the company's documentation routines; the template does not replace individual legal assessment.\u003c\/p\u003e\u003c\/section\u003e\n\n\u003csection id=\"mb-warning-example-20261020\" class=\"mb-warning-example\" lang=\"en\" style=\"border:1px solid #d9e2ec;border-radius:12px;padding:18px 20px;margin:22px 0;background:#f8fafc\"\u003e\u003ch3\u003eExample of a written warning – factual wording\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eFictional illustration, not a ready-to-issue warning. Verify actual events, workplace rules and the employee’s explanation before using any wording.\u003c\/strong\u003e\u003c\/p\u003e\u003cdiv style=\"border-left:3px solid #2c5d7c;padding:10px 14px;background:#fff\"\u003e\u003cp\u003eIncident: “According to the agreed roster, work was scheduled to begin at 08:00 on [date]. The time record indicates arrival at [time]. Please give your account of the event.”\u003c\/p\u003e\u003cp\u003eExpected correction: “The employer expects the agreed working hours to be observed. If you are prevented from arriving on time, notify [responsible person] in accordance with the workplace procedure. A follow-up will be held on [date].”\u003c\/p\u003e\u003cp\u003ePossible consequences: “If substantiated misconduct continues after clear instructions and a reasonable opportunity to improve, it may, following a separate assessment under Swedish law, have employment-law consequences and in some cases lead to dismissal.”\u003c\/p\u003e\u003c\/div\u003e\u003cp\u003eBefore use, establish the facts, hear the employee and consider whether illness, accommodations or working-environment factors require investigation. This example describes a corrective notice (LAS warning), not a disciplinary sanction or a notice of dismissal. \u003ca href=\"\/en\/blogs\/skriftlig-varning-till-anstalld-information-och-vagledning\/steg-for-steg-hur-upprattar-man-en-skriftlig-varning\"\u003eStep-by-step guide\u003c\/a\u003e · \u003ca href=\"https:\/\/verksamt.se\/personal-rekrytering\/uppsagning-uppsagningstid\/personliga-skal\" rel=\"nofollow\"\u003eVerksamt.se\u003c\/a\u003e.\u003c\/p\u003e\u003c\/section\u003e\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":"\u003cdiv\u003e\n\u003cp\u003e\u003cstrong\u003eWritten notice – general template for employers\u003c\/strong\u003e, including Swedish and English Word\/PDF versions and 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\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\u003eImportant information about legal use\u003c\/strong\u003e\u003c\/p\u003e\n\u003cp style=\"margin:6px 0 0\"\u003eThis template is general document support under Swedish law, not an individual legal opinion. Check the applicable rules, agreements and circumstances before use.\u003c\/p\u003e\n\u003c\/div\u003e\n\u003ch2\u003eWhat is included in the package\u003c\/h2\u003e\n\u003ctable style=\"width:100%;border-collapse:collapse;margin:14px 0 24px\"\u003e\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eWritten notice – Swedish\u003c\/strong\u003e\u003c\/td\u003e\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEditable Word template + print-friendly PDF.\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003ctr\u003e\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eWritten notice – English\u003c\/strong\u003e\u003c\/td\u003e\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eEnglish language version in Word + PDF, designed for Swedish law.\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003ctr\u003e\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003e\u003cstrong\u003eSwedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\u003ctd style=\"padding:10px;border-bottom:1px solid #e5e7eb\"\u003eStep-by-step guide in Word + PDF.\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003ctr\u003e\n\u003ctd style=\"padding:10px\"\u003e\u003cstrong\u003eEnglish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\u003ctd style=\"padding:10px\"\u003eEnglish guide in Word + PDF.\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003c\/tbody\u003e\u003c\/table\u003e\n\u003cdiv style=\"margin:24px 0;padding:18px;border:1px solid #e0c96d;border-radius:12px;background:#fff9dd\"\u003e\n\u003ch2 style=\"margin-top:0\"\u003eA notice is not automatically a disciplinary sanction\u003c\/h2\u003e\n\u003cp\u003eA standard employment law notice is primarily used to document a deficiency, clarify the employer’s requirements, and provide the employee with 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 sanction unless permitted by a collective bargaining agreement or other specific regulations.\u003c\/p\u003e\n\u003c\/div\u003e\n\u003ch2\u003eA general template for many types of personnel matters\u003c\/h2\u003e\n\u003cp\u003eThe template is intended for situations where a more specialized notice is not needed. It can, for example, be adapted for deficiencies in work performance, repeated failure to follow instructions, conduct issues, cooperation problems, or other work-related obligations – provided the employer describes \u003cstrong\u003econcrete incidents\u003c\/strong\u003e and makes an individual assessment.\u003c\/p\u003e\n\u003ch2\u003eWhat the template helps you document\u003c\/h2\u003e\n\u003cul\u003e\n\u003cli\u003eemployer, employee, position, and any applicable collective bargaining agreement,\u003c\/li\u003e\n\u003cli\u003ebackground and purpose of the notice,\u003c\/li\u003e\n\u003cli\u003edate, time, location, and specific incident or deficiency,\u003c\/li\u003e\n\u003cli\u003ewhich task, instruction, policy, or obligation is concerned,\u003c\/li\u003e\n\u003cli\u003esupporting documentation and previous dialogue,\u003c\/li\u003e\n\u003cli\u003ethe employee's own explanation,\u003c\/li\u003e\n\u003cli\u003ethe employer's objective assessment,\u003c\/li\u003e\n\u003cli\u003econcrete requirements for correction, timeframe, and follow-up,\u003c\/li\u003e\n\u003cli\u003esupport, workplace accommodation, rehabilitation, and any redeployment issues,\u003c\/li\u003e\n\u003cli\u003edelivery, receipt, and documentation if the employee refuses to sign.\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch2\u003eConcrete facts instead of vague judgments\u003c\/h2\u003e\n\u003cp\u003eThe new template is built to describe what has actually happened. Phrasings such as “poor attitude” or “lack of professionalism” should not stand alone but be linked to concrete actions, tasks, or instructions. This creates clearer communication and better documentation.\u003c\/p\u003e\n\u003ch2\u003eThe employee's version has its own section\u003c\/h2\u003e\n\u003cp\u003eThe employee should be given the opportunity to respond to the employer’s information. Therefore, there is a specific section for explanations, objections, and relevant circumstances. If new information emerges, the employer may need to investigate the matter further before a final assessment is made.\u003c\/p\u003e\n\u003ch2\u003eRequirements for correction and follow-up\u003c\/h2\u003e\n\u003cp\u003eA notice should not only describe what was wrong. It should also clarify \u003cstrong\u003ewhat is to be changed, when it must be corrected, and how it will be followed up\u003c\/strong\u003e. The template therefore contains a separate section for correction and follow-up.\u003c\/p\u003e\n\u003ch2\u003eWhen employment may be at risk\u003c\/h2\u003e\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 real opportunity to rectify the deficiencies. How clear such a clarification needs to be depends on the situation and the severity of the misconduct.\u003c\/p\u003e\n\u003ch2\u003eWorkplace accommodation and rehabilitation\u003c\/h2\u003e\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 may not be used as a substitute for such measures. The template therefore contains specific check questions regarding support, accommodation, and other less intrusive measures.\u003c\/p\u003e\n\u003ch2\u003eIf termination is later considered\u003c\/h2\u003e\n\u003cp\u003eA notice does not replace the formal rules that apply to a possible future dismissal or termination. In such a case, the employer needs to make a separate assessment of, among other things, objective grounds, redeployment, time limits, and notification\/warning requirements.\u003c\/p\u003e\n\u003ch2\u003eAcknowledgment of receipt without admission\u003c\/h2\u003e\n\u003cp\u003eThe signature in the template confirms only that the employee has received the document. It does not mean that the employee approves the employer’s description or assessment. If the employee refuses to sign, there is a special field for documenting how and when the document was delivered anyway.\u003c\/p\u003e\n\u003ch2\u003eSwedish + English in the same package\u003c\/h2\u003e\n\u003cp\u003eThe English version is a \u003cstrong\u003elanguage version under Swedish law\u003c\/strong\u003e and is suitable for Swedish businesses 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\u003ch2\u003eDetailed user guide included\u003c\/h2\u003e\n\u003cp\u003eThe guide describes when a general notice is appropriate, when the employer should be cautious, how to document concrete incidents, how to formulate correction requirements, the significance of the employee's version, workplace accommodation and rehabilitation, what applies if employment may later be at risk, and practical handling of receipts and filing.\u003c\/p\u003e\n\u003ch2\u003eFile formats and delivery\u003c\/h2\u003e\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e DOCX, PDF, and ZIP.\u003cbr\u003e\u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish and English.\u003cbr\u003e\u003cstrong\u003eNumber of files:\u003c\/strong\u003e 8.\u003cbr\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital download. No physical product is sent.\u003c\/p\u003e\n\u003ch2\u003eCommon questions\u003c\/h2\u003e\n\u003ch3\u003eIs a notice the same as a warning?\u003c\/h3\u003e\n\u003cp\u003eThe terms are sometimes used interchangeably in working life. What is important is what the document actually communicates and how it is used. This product is designed as a general notice\/clarification.\u003c\/p\u003e\n\u003ch3\u003eMust the employee sign?\u003c\/h3\u003e\n\u003cp\u003eNo. If the employee refuses, the employer can document how and when the document was delivered.\u003c\/p\u003e\n\u003ch3\u003eCan the template be used as a notice of termination?\u003c\/h3\u003e\n\u003cp\u003eNo. Termination and dismissal are subject to separate formal and time regulations.\u003c\/p\u003e\n\u003ch3\u003eHow many notices are required before termination?\u003c\/h3\u003e\n\u003cp\u003eThere is no general rule regarding a specific number. The assessment depends on the circumstances, the severity of the deficiency, what measures the employer has taken, and what the employee has understood.\u003c\/p\u003e\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 labor law measures or complicated personnel matters, a qualified advisor should be consulted.\u003c\/em\u003e\u003c\/p\u003e\n\u003csection id=\"mb-seo-erindran-guides-20261016\" aria-label=\"Guidance on written notice\" style=\"margin:24px 0;padding:19px 22px;background:#f6f8fc;border-left:4px solid #3c57a6;border-radius:6px\"\u003e\u003ch3 style=\"margin:0 0 10px\"\u003eGuides: written notice and labor law\u003c\/h3\u003e\n\u003cp\u003eA notice is a way to clarify the change the employer expects. It must not be confused with a disciplinary sanction, and there is no general legal requirement for a certain number of notices before termination.\u003c\/p\u003e\n\u003cul\u003e\n\u003cli\u003e\u003ca href=\"\/en\/blogs\/skriftlig-erinran-information-och-vagledning-1\/hur-manga-erinran-innan-uppsagning\"\u003eHow many notices are needed before termination?\u003c\/a\u003e\u003c\/li\u003e\n\u003cli\u003e\u003ca href=\"\/en\/blogs\/skriftlig-erinran-information-och-vagledning-1\/hur-lange-galler-en-erinran\"\u003eHow long is a notice relevant? The two-month rule and purging\u003c\/a\u003e\u003c\/li\u003e\n\u003cli\u003e\u003ca href=\"\/en\/blogs\/skriftlig-varning-till-anstalld-information-och-vagledning\/skillnad-mellan-en-skriftlig-varning-och-erinran\"\u003eWritten warning or notice – choose the right legal function\u003c\/a\u003e\u003c\/li\u003e\n\u003cli class=\"mb-erinran-internal-links-20261018\"\u003e\u003ca href=\"\/en\/blogs\/skriftlig-erinran-information-och-vagledning-1\/vad-ska-en-erinran-innehalla\"\u003eWhat should a written admonition contain?\u003c\/a\u003e\u003c\/li\u003e\u003cli class=\"mb-erinran-internal-links-20261018\"\u003e\u003ca href=\"\/en\/blogs\/skriftlig-erinran-information-och-vagledning-1\/kan-man-vagra-att-skriva-pa-en-skriftlig-erinran\"\u003eMust an employee sign a written admonition?\u003c\/a\u003e\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003cp style=\"font-size:.94em\"\u003eThe template is a documentation aid. If the employer considers termination, dismissal, or disciplinary action, the law, collective bargaining agreements, and the circumstances of the individual case must be assessed separately.\u003c\/p\u003e\u003c\/section\u003e\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\u003eGeneral document template for Swedish employment law; not individual legal advice.\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\n\u003csection class=\"mb-related-guide-20261021\" aria-label=\"Related guide to written notices\"\u003e\u003ch2\u003eRelated guide to written notices\u003c\/h2\u003e\u003cp\u003e\u003ca href=\"\/en\/blogs\/skriftlig-erinran-information-och-vagledning-1\/vad-ska-en-erinran-innehalla\"\u003eRead our Swedish-law guide on what a written notice should contain, including documentation and special precautions for safety violations.\u003c\/a\u003e \u003csmall\u003e(Link to the Swedish version)\u003c\/small\u003e\u003c\/p\u003e\u003c\/section\u003e\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\u003eGeneral document template for Swedish employment law; not individual legal advice.\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\u003eInformation on Swedish employment law\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eThis template is general documentation support under Swedish law and does not replace individual legal advice. Check the applicable rules and circumstances of each case.\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\u003eInformation on Swedish employment law\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eThis template is general documentation support under Swedish law and does not replace individual legal advice. Check the applicable rules and circumstances of each case.\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\n\u003csection class=\"mb-relaterad-guide-20261021\"\u003e\u003ch2\u003eGuide: written notice: absence and lateness\u003c\/h2\u003e\u003cp\u003e\u003ca href=\"\/en\/blogs\/skriftlig-erinran-information-och-vagledning-1\/vad-ska-en-erinran-innehalla\"\u003eRead our checklist under Swedish law for drafting a written notice.\u003c\/a\u003e \u003csmall\u003e(Link to Swedish guide)\u003c\/small\u003e\u003c\/p\u003e\u003c\/section\u003e\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\u003eGeneral documentation support under Swedish employment law\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eThis template is general documentation support for employers in Sweden. It does not replace individual legal advice. Check applicable law, collective agreements and the circumstances of the specific case.\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\u003eGeneral documentation support under Swedish employment law\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eThis template is general documentation support for employers in Sweden. It does not replace individual legal advice. Check applicable law, collective agreements and the circumstances of the specific case.\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\n\u003csection class=\"mb-relaterad-guide-20261021\"\u003e\u003ch2\u003eGuide: written notice: poor work performance\u003c\/h2\u003e\u003cp\u003e\u003ca href=\"\/en\/blogs\/skriftlig-erinran-information-och-vagledning-1\/vad-ska-en-erinran-innehalla\"\u003eRead our checklist under Swedish law for drafting a written notice.\u003c\/a\u003e \u003csmall\u003e(Link to Swedish guide)\u003c\/small\u003e\u003c\/p\u003e\u003c\/section\u003e\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\u003eGeneral documentation aid under Swedish law\u003c\/strong\u003e\u003c\/p\u003e\n\u003cp style=\"margin:6px 0 0\"\u003eThis template is intended as a general aid for documenting employment matters governed by Swedish law. Its wording and use must be assessed in each individual case against the applicable rules; it does not replace individual legal advice.\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\u003eGeneral documentation aid under Swedish law\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp style=\"margin:6px 0 0\"\u003eThis template is intended as a general aid for documenting employment matters governed by Swedish law. Its wording and use must be assessed in each individual case against the applicable rules; it does not replace individual legal advice.\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\n\u003csection class=\"mb-related-guide\" data-mb-link-audit=\"english-templates-20261021\" aria-label=\"Related legal guidance\"\u003e\u003ch2\u003eGuidance: English warning to employee\u003c\/h2\u003e\n\n\u003cp\u003eAn English-language written warning must be adapted to Swedish employment-law regulations and the applicable collective agreement. Read the \u003ca href=\"\/en\/blogs\/news\/engelska-dokumentmallar-svensk-ratt-avtal-fullmakter\"\u003eguide on English legal document templates under Swedish law\u003c\/a\u003e for language requirements, formal requirements, translations and practical checklists.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection class=\"mb-warning-english-guides-20261021\"\u003e\u003ch2\u003eGuides for using a written warning in Sweden\u003c\/h2\u003e\u003cp\u003eRead the practical steps before issuing a written warning and check whether a written warning or an erinran fits the circumstances. \u003ca href=\"\/en\/blogs\/skriftlig-varning-till-anstalld-information-och-vagledning\/steg-for-steg-hur-upprattar-man-en-skriftlig-varning\"\u003eStep-by-step written warning guide\u003c\/a\u003e. \u003ca href=\"\/en\/blogs\/skriftlig-varning-till-anstalld-information-och-vagledning\/skillnad-mellan-en-skriftlig-varning-och-erinran\"\u003eWritten warning versus erinran\u003c\/a\u003e.\u003c\/p\u003e\u003cp\u003e\u003csmall\u003eBoth guides are in Swedish. Consider applicable collective agreements and make sure the employee understands the letter.\u003c\/small\u003e\u003c\/p\u003e\u003c\/section\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\/provanstallning-besked-huvudbild-2027_23419e88-dfc1-48c9-919d-0b05d68c2312.jpg?v=1791625560"},{"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\/probation-final-notice-english-hero-2027_4c546237-0a6a-4cc9-8910-d0628d485883.png?v=1791628978"},{"product_id":"uppsagning-pa-grund-av-arbetsbrist-mall-word-pdf","title":"Notice of Termination due to Redundancy – Word\/PDF","description":"\u003cdiv class=\"mb-product-copy mb-redundancy\"\u003e\n\n\u003cp\u003e\u003cstrong\u003eDismissal due to shortage of work – Word\/PDF with Swedish Employment Protection Act (LAS), Co-determination Act (MBL), and user guides.\u003c\/strong\u003e A comprehensive HR document package for employers who need to prepare and document the redundancy process and issue a written notice of termination. You receive the main Swedish version, English reference documents governed by Swedish law, and separate working templates for redeployment, order of priority, negotiation, and preferential right of re-employment.\u003c\/p\u003e\n\n\u003cdiv style=\"background:#edf4f8;border-left:4px solid #2c5d7c;padding:16px 18px;border-radius:8px\"\u003e\n\n\u003cstrong\u003eImportant before use:\u003c\/strong\u003e A document cannot in itself ensure that a dismissal due to redundancy is legal. Objective grounds (Section 7 LAS), the duty to investigate redeployment, correct order of priority (Section 22 LAS), union MBL negotiations, and, in certain cases, notification to the Swedish Public Employment Service must be examined before dismissal. Applicable collective agreements may alter important rules. \u003cstrong\u003eLegally reviewed: October 10, 2026. Version 2.0.\u003c\/strong\u003e\n\n\u003c\/div\u003e\n\n\u003ch2\u003eIncluded in the document package – 24 files\u003c\/h2\u003e\n\n\u003ctable style=\"width:100%;border-collapse:collapse\"\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth style=\"padding:9px;background:#eaf1f5;text-align:left\"\u003eDocument\u003c\/th\u003e\n\n\u003cth style=\"padding:9px;background:#eaf1f5;text-align:left\"\u003eFunction\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003e\u003cstrong\u003e1. Notice of termination\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003eWritten notice specifying notice period, final date, preferential rights, and information regarding invalidity and damages pursuant to Section 8 LAS.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003e\u003cstrong\u003e2. Redeployment investigation\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003eDocument vacant positions, qualifications, redeployment offers, and investigation results pursuant to Section 7 LAS.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003e\u003cstrong\u003e3. Basis for order of priority\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003eScope, operating unit, collective bargaining area, total length of service, exceptions, and qualifications pursuant to Section 22 LAS.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003e\u003cstrong\u003e4. MBL negotiation basis\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003eRequest for negotiation and information regarding planned cutbacks pursuant to Sections 11–15 MBL.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003e\u003cstrong\u003e5. Claim for preferential right\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003eForm for employees who need to register a claim for re-employment pursuant to Sections 25–27 LAS.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003e\u003cstrong\u003e6. Swedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #e0e7ed\"\u003eTwelve concrete steps, checklists, examples, legal sources, and risk controls.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px\"\u003e\u003cstrong\u003e7–12. English reference set\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px\"\u003eEnglish versions of all six documents, \u003cem\u003eEnglish-language versions governed by Swedish law\u003c\/em\u003e.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003e\u003cstrong\u003eFile formats:\u003c\/strong\u003e According to the package description, the edition includes 12 DOCX files and 12 searchable A4 PDF files. No Excel file is required. The 2027 ZIP is already attached to this product in Shopify Digital Products and is currently the only file listed for this product variant.\u003c\/p\u003e\n\n\u003ch2\u003eWhat does dismissal due to redundancy mean?\u003c\/h2\u003e\n\n\u003cp\u003eRedundancy (arbetsbrist) can refer to an actual decrease in the need for labor, reorganization, or other business-related reasons, not a pretext for personal allegations. According to Section 7 LAS, a dismissal must be based on objective grounds. An employer must, among other things, investigate whether there is reasonable other work available for the employee and consider applicable collective agreements and special employment protection before a decision is made.\u003c\/p\u003e\n\n\u003ch2\u003eRedeployment pursuant to Section 7 LAS\u003c\/h2\u003e\n\n\u003cp\u003eDocument actual vacant positions with the employer, whether the person has sufficient qualifications, reasonable induction or training, and the terms of the offer. A checked box does not replace an actual investigation. In the case of reorganization involving only reduced working hours, Sections 7a–7b LAS may entail special protection rules. The employer's documentation must be based on actual assessments.\u003c\/p\u003e\n\n\u003ch2\u003eOrder of priority pursuant to Section 22 LAS\u003c\/h2\u003e\n\n\u003cp\u003eAccording to the main rule, the order of priority is determined based on the operating unit and sometimes the collective bargaining area. Total length of service determines the order, with age as a tie-breaker, and a requirement for sufficient qualifications for continued work. Before the order is determined, the employer may, under the law, normally exempt up to three employees of special importance to continued operations, regardless of the number of scope areas. A three-month limitation for new exemptions applies. Collective agreements may provide for deviations, and specially protected situations require extra verification.\u003c\/p\u003e\n\n\u003ch2\u003eNegotiation obligation pursuant to MBL\u003c\/h2\u003e\n\n\u003cp\u003eAn employer must normally negotiate with relevant employee organizations \u003cstrong\u003ebefore\u003c\/strong\u003e a decision on redundancy dismissals. Determine which organizations are covered by Sections 11–14 MBL; even employers without collective agreements may have obligations under Section 13 MBL. Pursuant to Section 15, the employer must provide written information in good time regarding the reasons for planned dismissals, the number of employees affected and their occupational categories, the normal number of employees and categories, the planned time frame, and the method for any extra compensation. The negotiation documentation does not replace an actual negotiation or minutes.\u003c\/p\u003e\n\n\u003ch2\u003eNotice to the Swedish Public Employment Service – separate authority process\u003c\/h2\u003e\n\n\u003cp\u003eAccording to the Employment Promotion Act (1974:13), notice may be required if at least \u003cstrong\u003efive employees\u003c\/strong\u003e are affected by the cutback or if at least 20 dismissals can be expected within 90 days. For permanent employees, there is normally a two-month notice period for 5–25 affected, four months for 26–100, and six months for more than 100. There are special rules for, e.g., fixed-term employment. The Swedish Public Employment Service's official service must be used for authority notification. The notice, MBL negotiation, and the individual dismissal notice are three separate things.\u003c\/p\u003e\n\n\u003ch2\u003eNotice period, written form, and delivery\u003c\/h2\u003e\n\n\u003cp\u003eDismissal by the employer must be in writing according to Section 8 LAS. The notice must contain information on how the employee can challenge the validity or claim damages, and if there is a right to re-employment. According to Section 11 LAS, the notice period is normally at least one month and increases after at least 2, 4, 6, 8, and 10 years of service to two, three, four, five, and six months respectively; collective agreements may affect this. In the case of certain parental leave, the notice period may begin to run later. The notice should normally be delivered personally according to Section 10; alternatively, registered mail may be used under certain conditions. Document when the employee actually receives the notice.\u003c\/p\u003e\n\n\u003ch2\u003ePreferential right to re-employment\u003c\/h2\u003e\n\n\u003cp\u003eAccording to Sections 25–27 LAS, certain employees dismissed due to redundancy have a preferential right to re-employment, provided they have more than twelve months of total employment during the last three years and possess sufficient qualifications. The preferential right generally applies from the dismissal until nine months after the employment has ended. The employee may need to lodge a claim to invoke the right. There are special rules, and collective agreements can change the assessment.\u003c\/p\u003e\n\n\u003ch2\u003eInformation on legal remedies and deadlines\u003c\/h2\u003e\n\n\u003cp\u003eAn employee wishing to declare a dismissal invalid must normally notify the employer within two weeks according to Section 40 LAS. For damages and other claims, a four-month deadline generally applies according to Section 41. If negotiations have been requested, special deadlines for filing a lawsuit apply, and collective agreements may change certain rules. According to Section 34 LAS, a dismissal cannot be declared invalid solely because the order of priority rules were breached, but damages may be applicable. Assess legal remedy information and exact dates individually.\u003c\/p\u003e\n\n\u003ch2\u003eHow to use the documents\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCheck the circumstances:\u003c\/strong\u003e establish actual business reasons, correct form of employment, collective agreements, and any protection rules.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInvestigate redeployment:\u003c\/strong\u003e register vacant positions, qualifications, and actual offers in document 2.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCalculate order of priority:\u003c\/strong\u003e identify scope, employment times, and special exemptions in document 3.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eNegotiate before decision:\u003c\/strong\u003e use document 4 as a basis and retain union minutes.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCheck authority notice:\u003c\/strong\u003e notify according to the Employment Service's rules if thresholds are met.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFinalize the notice:\u003c\/strong\u003e fill in the actual grounds, date, notice period, preferential rights, and legal remedies.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDeliver correctly:\u003c\/strong\u003e save receipts of delivery and information regarding the actual date of notice.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eConclude and follow up:\u003c\/strong\u003e final salary, holiday pay, certificates, transition support, pension, and any re-employment rights.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eWhen is the template not suitable?\u003c\/h2\u003e\n\n\u003cp\u003eThe package is not intended for dismissal for personal reasons, summary dismissal (avskedande), probationary employment, voluntary severance agreements, or a unilateral notice without the necessary preparatory work. Seek legal advice in the event of disputes, rehabilitation responsibilities, protected leave, large-scale personnel reductions, business transfers, or ambiguous collective agreement interpretations.\u003c\/p\u003e\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eCan a dismissal occur before the MBL negotiation is completed?\u003c\/h3\u003e\n\n\u003cp\u003eAs a main rule, relevant negotiation must be conducted before a decision on redundancy dismissal. Exceptions and collective agreement rules require special assessment.\u003c\/p\u003e\n\n\u003ch3\u003eMust the employer offer redeployment?\u003c\/h3\u003e\n\n\u003cp\u003eThe employer must normally investigate whether reasonable redeployment to an actually vacant position is possible; there is no general obligation to create a new position.\u003c\/p\u003e\n\n\u003ch3\u003eMay the employer exempt three people from the order of priority?\u003c\/h3\u003e\n\n\u003cp\u003eThe legal rule normally allows up to three exemptions for employees of special importance, but collective agreements and non-discrimination prohibitions must be checked.\u003c\/p\u003e\n\n\u003ch3\u003eIs the notice to the Employment Service the same as dismissing staff?\u003c\/h3\u003e\n\n\u003cp\u003eNo, authority notice warns of cutbacks. It does not replace MBL negotiation or written individual dismissal.\u003c\/p\u003e\n\n\u003ch3\u003eAre English files included?\u003c\/h3\u003e\n\n\u003cp\u003eYes, the six documents are also included as English DOCX and PDF files, designed according to Swedish labor law and not as templates based on UK or US law.\u003c\/p\u003e\n\n\u003ch3\u003eDo all employees dismissed due to redundancy have preferential rights?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Factors such as length of service, qualifications, and collective agreements are decisive. The notice must clearly inform about the assessment.\u003c\/p\u003e\n\n\u003ch2\u003eRelated document templates\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/uppsagning-pga-personliga-skal-mall-word-pdf\"\u003eNotice of dismissal due to personal reasons\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/uppsagning-fran-anstalld-mall-word-pdf\"\u003eResignation by employee\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/overenskommelse-om-att-anstallning-upphor-mall-word-pdf\"\u003eAgreement on termination of employment\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/besked-om-att-provanstallning-upphor-mall-word-pdf\"\u003eNotice of termination of probationary employment\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch2\u003eLegal basis and primary sources\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-198280-om-anstallningsskydd_sfs-1982-80\/\"\u003eThe Employment Protection Act (1982:80) – LAS\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-1976580-om-medbestammande-i-arbetslivet_sfs-1976-580\/\"\u003eThe Co-determination Act (1976:580) – MBL\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-197413-om-vissa-anstallningsframjande_sfs-1974-13\/\"\u003eThe Employment Promotion Act (1974:13)\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/verksamt.se\/personal-rekrytering\/uppsagning-uppsagningstid\/arbetsbrist\"\u003eVerksamt – Redundancy\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/arbetsformedlingen.se\/for-arbetsgivare\/anmal-varsel-och-permittering\"\u003eArbetsförmedlingen – Notify redundancy\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003csmall\u003eLegally reviewed October 10, 2026. Document version 2.0. The document package is general documentation support, not individual legal advice or a guarantee that a specific dismissal is valid. Always adapt to the actual situation and collective agreements. The 2027 ZIP is already linked to the product's digital delivery.\u003c\/small\u003e\u003c\/p\u003e\n\n\n\u003c\/div\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\/uppsagning-arbetsbrist-hero-2027_a27fcef2-b290-46ef-b429-03a8f1310d87.png?v=1791642133"},{"product_id":"uppsagning-pga-personliga-skal-mall-word-pdf","title":"Notice of Termination for Personal Reasons – Word\/PDF","description":"\u003cdiv class=\"mb-product-copy mb-personliga-skal\"\u003e\n\n\u003cp\u003e\u003cstrong\u003eNotice of termination due to personal reasons – document templates in Word and PDF.\u003c\/strong\u003e When an employer intends to dismiss a permanent employee for reasons relating to the employee personally, there must be objective grounds and a correct procedure. This package includes a final notice of termination, separate prior notification and union notice pursuant to Section 30 of the Employment Protection Act (LAS), internal documentation, reassignment assessment, and user guides. Swedish master version and English reference versions based on Swedish law.\u003c\/p\u003e\n\n\u003cdiv style=\"background:#edf3f8;border-left:4px solid #2c5d7c;padding:16px 18px;margin:18px 0;border-radius:7px\"\u003e\n\n\u003cstrong\u003ePlease note: a template does not make a termination legal.\u003c\/strong\u003e\u003cp\u003eAn employer must verify whether the actual circumstances constitute \u003cstrong\u003eobjective grounds according to Section 7 of the Employment Protection Act (LAS)\u003c\/strong\u003e. In cases of personal reasons, the employer must also assess, among other things, the two-month rule, potential opportunities for rectification, the duty of reassignment, rehabilitation, protection against discrimination, collective agreements, and the procedure under Section 30 of the LAS. Dismissal (summary discharge), probationary employment, and redundancy are subject to partially different rules.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eLegally reviewed:\u003c\/strong\u003e October 10, 2026 · Document version 2.0 · Swedish labor law.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2\u003eIncluded in the document package – 24 files\u003c\/h2\u003e\n\n\u003ctable style=\"width:100%;border-collapse:collapse\"\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth style=\"background:#eaf1f5;text-align:left;padding:10px\"\u003eDocument\u003c\/th\u003e\n\n\u003cth style=\"background:#eaf1f5;text-align:left;padding:10px\"\u003eScope of use\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003e\u003cstrong\u003e1. Notice of termination\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003eFinal written notice including notice period, last day of employment, information on invalidity, damages, and right of priority according to Section 8 of the LAS.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003e\u003cstrong\u003e2. Prior notification\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003eSpecific notification to the employee at least two weeks prior to the intended termination according to Section 30 of the LAS.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003e\u003cstrong\u003e3. Union notice\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003eNotice to the relevant local employee organization when the employee is unionized.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003e\u003cstrong\u003e4. Event and communication log\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003eDated, factual documentation of events, evidence, the employee’s explanation, reprimands, and follow-ups.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003e\u003cstrong\u003e5. Reassignment and protection assessment\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003eInternal assessment of possible alternatives, qualifications, rehabilitation, workplace adaptation, and specific protection rules.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003e\u003cstrong\u003e6. Swedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"border-bottom:1px solid #dae5ed;padding:9px\"\u003e12 concrete steps, deadlines, common mistakes, legal sources, and documentation advice.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px\"\u003e\u003cstrong\u003e7–12. English reference versions\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px\"\u003eCorresponding six English-language documents: \u003cem\u003eEnglish-language versions governed by Swedish law\u003c\/em\u003e.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003eAll twelve documents are available in \u003cstrong\u003eeditable Word (DOCX)\u003c\/strong\u003e and \u003cstrong\u003esearchable A4 PDF\u003c\/strong\u003e – a total of 24 files. The English documents are not intended for use as instruments under UK or US employment law. The 2027 ZIP package is already linked to this product in Shopify Digital Products and is currently the only download file listed for this variant.\u003c\/p\u003e\n\n\u003ch2\u003eWhat is termination due to personal reasons?\u003c\/h2\u003e\n\n\u003cp\u003eAccording to Section 7 of the Employment Protection Act (1982:80), LAS, \u003cstrong\u003eobjective grounds\u003c\/strong\u003e are required. Termination due to personal reasons presupposes a sufficiently serious breach in the employee's performance of the employment contract. Examples that may need to be assessed include repeated unauthorized absence, serious misconduct, disloyalty, or significant cooperation problems. The actual assessment depends on events, evidence, the employee's insight, and the measures taken by the employer. A general allegation of misconduct is not sufficient.\u003c\/p\u003e\n\n\u003ch2\u003eWarning, reprimand, and documentation\u003c\/h2\u003e\n\n\u003cp\u003eIn many cases, the employee needs to understand what shortcomings the employer observes and that continued behavior may jeopardize the employment. Therefore, a concrete written reprimand, clear instructions, and documented opportunity for rectification are often important. However, there is no general legal requirement for three warnings or a fixed number of written reprimands before every termination. The package's event log helps you gather facts and document the employee's own explanation.\u003c\/p\u003e\n\n\u003ch2\u003eThe two-month rule in Section 7 of the LAS\u003c\/h2\u003e\n\n\u003cp\u003eAs a general rule, a termination for personal reasons may not be based \u003cstrong\u003esolely\u003c\/strong\u003e on circumstances that the employer has known about for more than two months before the notification according to Section 30 of the LAS was provided. If no notification was provided, the time is normally calculated from the termination. Statutory exceptions apply, among other things, when the delay occurred at the employee's request or consent, or if extraordinary grounds exist. Therefore, document exactly when relevant representatives became aware of an event.\u003c\/p\u003e\n\n\u003ch2\u003eReassignment, rehabilitation, and protected circumstances\u003c\/h2\u003e\n\n\u003cp\u003eA termination may lack objective grounds if it is reasonable to offer other work with the employer. According to Section 7 of the LAS, a previous reassignment due to personal circumstances normally fulfills this obligation, unless special grounds suggest otherwise. If it involves illness, disability, or reduced work capacity, a genuine review of workplace adaptation and rehabilitation is also required. Always review prohibitions against discrimination and disadvantage regarding parental leave or union activity.\u003c\/p\u003e\n\n\u003ch2\u003eNotification, union notice, and consultation according to Section 30 of the LAS\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eStep 1 – prior notification:\u003c\/strong\u003e the employee must normally receive a separate notification at least two weeks before the employer intends to terminate the person.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eStep 2 – union notice:\u003c\/strong\u003e if the employee belongs to an employee organization, the relevant local organization must be notified at the same time.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eStep 3 – opportunity for consultation:\u003c\/strong\u003e the employee or the local organization may request consultation no later than one week after the notification or union notice. If consultation is requested in time, the termination may not be carried out until it has been concluded.\u003c\/p\u003e\n\n\u003cp\u003eThis specific order is not identical to MBL negotiations regarding redundancy. Also, check whether specific collective agreement or negotiation rules apply in the current employment relationship.\u003c\/p\u003e\n\n\u003ch2\u003eFinal notice of termination and notice period\u003c\/h2\u003e\n\n\u003cp\u003eTermination by the employer must be in writing according to Section 8 of the LAS and normally delivered in person according to Section 10 of the LAS. If personal delivery cannot reasonably be required, there is an option for registered mail under the conditions of the law. The statutory notice period is normally between one and six months according to Section 11 of the LAS, depending on total employment time; collective agreements and other specific rules should be checked. Do not specify a last day of employment before the correct starting point for the notice period is clarified.\u003c\/p\u003e\n\n\u003ch2\u003eInvalidity, damages, and information on rights\u003c\/h2\u003e\n\n\u003cp\u003eThe final notice must state what the employee must do to claim that the termination is invalid or to request damages. According to \u003cstrong\u003eSection 40 of the LAS\u003c\/strong\u003e, notice of invalidity must normally be provided within \u003cstrong\u003etwo weeks\u003c\/strong\u003e after the termination, while a lawsuit must normally be filed within two weeks after a timely requested negotiation has concluded or after the notification period has expired. According to \u003cstrong\u003eSection 41 of the LAS\u003c\/strong\u003e, a four-month period generally applies for notifying of claims for damages, and a special deadline for lawsuits. If mandatory legal information is missing, different time limits may apply. Always check collective agreements and specific procedural rules.\u003c\/p\u003e\n\n\u003cp\u003eIn the case of termination due to personal reasons, there is normally \u003cstrong\u003eno priority right to re-employment according to Section 25 of the LAS\u003c\/strong\u003e; this must also be stated in the notice of termination. At the employee's request, the employer must provide the grounds for termination according to Section 9 of the LAS, in writing if the employee requests it.\u003c\/p\u003e\n\n\u003ch2\u003eHow to use the documents\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003eVerify employment type, collective agreement, and any special rules.\u003c\/li\u003e\n\n\u003cli\u003eDocument concrete, verified events and the employee's own explanation.\u003c\/li\u003e\n\n\u003cli\u003eCheck the need for reprimands, support, and a reasonable opportunity for rectification.\u003c\/li\u003e\n\n\u003cli\u003eCalculate the two-month rule and assess what may legally be invoked.\u003c\/li\u003e\n\n\u003cli\u003eConduct and document a reasonable assessment of reassignment, workplace adaptation, and rehabilitation.\u003c\/li\u003e\n\n\u003cli\u003eProvide the prior notification at least two weeks before the intended termination.\u003c\/li\u003e\n\n\u003cli\u003eNotify the relevant local employee organization at the same time if the employee is a member.\u003c\/li\u003e\n\n\u003cli\u003eReceive and handle any requests for consultation within one week.\u003c\/li\u003e\n\n\u003cli\u003eFinalize the notice of termination when the procedure allows.\u003c\/li\u003e\n\n\u003cli\u003eCalculate the notice period and document correct delivery.\u003c\/li\u003e\n\n\u003cli\u003eFollow up on salary, employment benefits, holiday pay, and relevant certificates.\u003c\/li\u003e\n\n\u003cli\u003eArchive necessary documents securely and restrict access to sensitive information.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eWhen should the template not be used without specific advice?\u003c\/h2\u003e\n\n\u003cp\u003eContact a labor law attorney in the event of a dispute regarding the actual circumstances, illness or rehabilitation, protected leave, suspected discrimination, suspected retaliation, serious criminal charges, public sector employment, employees over 69, unclear collective agreements, or when dismissal is considered. A standard form does not replace the employer's investigative responsibility or an individual legal assessment.\u003c\/p\u003e\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eIs termination for personal reasons the same as summary discharge (avsked)?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Summary discharge is a different measure with higher requirements for misconduct and a different procedure. Do not use this notice of termination as a summary discharge document.\u003c\/p\u003e\n\n\u003ch3\u003eMust the employee have received three warnings?\u003c\/h3\u003e\n\n\u003cp\u003eNo. There is no general requirement for three warnings. The legal significance of previous clarifications and opportunities for rectification is assessed based on the specific case.\u003c\/p\u003e\n\n\u003ch3\u003eIs it always mandatory to offer reassignment?\u003c\/h3\u003e\n\n\u003cp\u003eA reasonableness assessment is required according to Section 7 of the LAS. Serious misconduct or previous relevant reassignment may influence the assessment. The template includes a separate internal assessment document.\u003c\/p\u003e\n\n\u003ch3\u003eMust the union always be notified?\u003c\/h3\u003e\n\n\u003cp\u003eAccording to Section 30 of the LAS, the local employee organization to which the employee belongs must be notified at the same time as the notification to the employee. If there is no such membership, the same union notice obligation does not apply, but other contractual rules may be relevant.\u003c\/p\u003e\n\n\u003ch3\u003eWhat happens if the employee requests consultation?\u003c\/h3\u003e\n\n\u003cp\u003eIf it is requested within one week, the termination may not be carried out until the consultation is concluded.\u003c\/p\u003e\n\n\u003ch3\u003eHow long is the notice period?\u003c\/h3\u003e\n\n\u003cp\u003eThe main rule according to Section 11 of the LAS is at least one month, with a longer time up to six months depending on the total employment time. Employment contracts and collective agreements may influence this.\u003c\/p\u003e\n\n\u003ch3\u003eAre English versions included?\u003c\/h3\u003e\n\n\u003cp\u003eYes, English reference documents based on Swedish law are included. They should not be used as general notices of termination according to UK or US labor law.\u003c\/p\u003e\n\n\u003ch2\u003eRelated document templates\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/uppsagning-pa-grund-av-arbetsbrist-mall-word-pdf\"\u003eTermination due to redundancy\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/besked-om-att-provanstallning-upphor-mall-word-pdf\"\u003eNotice of termination of probationary employment\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/overenskommelse-om-att-anstallning-upphor-mall-word-pdf\"\u003eAgreement on termination of employment\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/skriftlig-varning-till-anstalld-mall\"\u003eWritten reprimand or warning to an employee\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch2\u003eLegal sources\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-198280-om-anstallningsskydd_sfs-1982-80\/\"\u003eThe Employment Protection Act (1982:80) – Sections 7–12, 30, 34, 38 and 40–42\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/verksamt.se\/personal-rekrytering\/uppsagning-uppsagningstid\/personliga-skal\"\u003eVerksamt – Termination for personal reasons\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.arbetsgivarverket.se\/arbetsgivarguiden\/avsluta-anstallning\"\u003eSwedish Agency for Government Employers – Terminating employment\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003csmall\u003eLegally reviewed October 10, 2026. General documentation support according to Swedish law, not individual legal advice or a guarantee of legal termination. The user must verify current laws, collective agreements, actual circumstances, and legal deadlines. The 2027 ZIP package is already linked to this product in Shopify Digital Products and is currently the only download file listed for this variant.\u003c\/small\u003e\u003c\/p\u003e\n\n\n\u003c\/div\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\/uppsagning-personliga-skal-huvudbild-2027.png?v=1791642835"},{"product_id":"uppsagning-fran-anstalld-mall-word-pdf","title":"Employee Resignation Template – Word\/PDF","description":"\u003cdiv class=\"mb-product-copy mb-egen-uppsagning\"\u003e\n\n\u003cp\u003e\u003cstrong\u003eResignation by employee – Word and PDF template according to Swedish labor law.\u003c\/strong\u003e Do you want to resign from your employment and simultaneously document when the employer received the notification? This package contains a professionally drafted letter for the resignation of permanent employment, a specific notice for probationary employment, an employer receipt, a separate agreement regarding an earlier end date, and detailed guides. Swedish is the primary language, and English reference documents are included.\u003c\/p\u003e\n\n\u003cdiv style=\"border-left:4px solid #2c5d7c;background:#edf3f8;border-radius:8px;padding:16px 18px;margin:16px 0\"\u003e\n\n\u003cstrong\u003eImportant information before you resign.\u003c\/strong\u003e\u003cp\u003eAn employee with permanent employment can normally resign without stating a reason. According to Section 11 of the Employment Protection Act (LAS), the starting point is at least one month's notice period. A longer notice period for the employee's own resignation may follow from an employment contract or collective agreement. The longer statutory notice periods for longer periods of service primarily concern the employee's rights when the employer gives notice and should not be uncritically used as requirements for one's own resignation.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eLegally reviewed October 10, 2026.\u003c\/strong\u003e Document version 2.0. A written template provides good evidence, but there is no general requirement in LAS for the employee's own resignation to be in writing.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2\u003eThis is included – 20 customer files\u003c\/h2\u003e\n\n\u003ctable style=\"width:100%;border-collapse:collapse\"\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth style=\"text-align:left;padding:10px;background:#eaf1f5\"\u003eDocument\u003c\/th\u003e\n\n\u003cth style=\"text-align:left;padding:10px;background:#eaf1f5\"\u003eUsage\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003e\u003cstrong\u003e1. Resignation – permanent\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003eClear written notice of termination from the employee with employer details, notice period, desired last day of employment, and receipt option.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003e\u003cstrong\u003e2. Terminate probationary employment\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003eSpecific employee notice for probationary employment. To be used after checking the employment contract and collective agreement.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003e\u003cstrong\u003e3. Receipt of notification\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003eSeparate form for the employer to confirm when the notice was actually received. The receipt does not change the terms.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003e\u003cstrong\u003e4. Agreement on earlier end date\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003eVoluntary agreement for both parties regarding a changed end date, work obligation, salary, benefits, and final settlement.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003e\u003cstrong\u003e5. Swedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dee8ee\"\u003e12 concrete steps for resignation, documentation, deadlines, unemployment insurance (a-kassa), and checking final salary.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px\"\u003e\u003cstrong\u003e6–10. English versions\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px\"\u003eCorresponding five documents, \u003cem\u003eEnglish-language versions governed by Swedish law\u003c\/em\u003e.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003eEach document is available as an \u003cstrong\u003eeditable Word file (DOCX)\u003c\/strong\u003e and as a \u003cstrong\u003esearchable PDF in A4 format\u003c\/strong\u003e, totaling 10 DOCX and 10 PDF files. Word can be used to fill in details before printing and signing. The PDF files also work for review and documentation. No Excel sheet is needed for this package.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDigital delivery:\u003c\/strong\u003e The 2027 ZIP package \u003cstrong\u003eegen-uppsagning-fran-anstalld-word-pdf-2027.zip\u003c\/strong\u003e is attached to this product variant in Shopify Digital Products. It is the sole downloadable file currently listed for this variant.\u003c\/p\u003e\n\n\u003ch2\u003eHow do you resign?\u003c\/h2\u003e\n\n\u003cp\u003eFor permanent employment, the starting point is that the employee can provide a clear notice of resignation. It is normally not required for the employer to approve the resignation, and the employee does not normally need to state any reason. The resignation must be clear and communicated to the employer. Written form is recommended to be able to prove what was said and when the employer received the message. A signature from the employer on a receipt is therefore something other than an approval that the resignation may take place.\u003c\/p\u003e\n\n\u003ch2\u003eWhich notice period applies to resignation?\u003c\/h2\u003e\n\n\u003cp\u003eSection 11 of LAS generally provides for at least one month's notice. Employment contracts and collective agreements may regulate a different or longer period for an employee's own resignation. Check these before writing a final date of employment. With a one-month notice period from, for example, March 15, the last day of employment is normally April 15. Distinguish between \u003cstrong\u003elast day of employment\u003c\/strong\u003e, \u003cstrong\u003elast day of work\u003c\/strong\u003e, and any taking of vacation or leave from work duties.\u003c\/p\u003e\n\n\u003ch3\u003eCan I leave earlier?\u003c\/h3\u003e\n\n\u003cp\u003eYou can ask the employer to approve a different last day of employment. The separate document in the package is a \u003cstrong\u003evoluntary agreement\u003c\/strong\u003e that must be signed by both the employee and the employer. A unilateral wish for an earlier end date does not automatically change the notice period. If an employee does not observe the statutory notice period, liability for damages may arise under Section 38 of LAS.\u003c\/p\u003e\n\n\u003ch2\u003eResignation from probationary or fixed-term employment\u003c\/h2\u003e\n\n\u003cp\u003eProbationary employment can normally be terminated by the employee during the probationary period according to Section 6 of LAS. For the employer, a specific two-week procedure applies under Section 31 of LAS, but that requirement should not be applied to the employee without further consideration. \u003cstrong\u003eAlways check any special notice periods in collective agreements or employment contracts.\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003cp\u003eFixed-term employment, such as certain substitute positions or specific fixed-term employments, however, normally ends on the end date and cannot always be terminated prematurely. If there is no permitted termination clause or other legal basis, the termination of employment should be handled through a separate agreement after consultation, not just by using the standard letter.\u003c\/p\u003e\n\n\u003ch2\u003eWhat happens to unemployment insurance (a-kassa) if I resign?\u003c\/h2\u003e\n\n\u003cp\u003eResignation without a valid reason can lead to suspension from unemployment benefits. According to Chapter 7, Section 4 of the Unemployment Insurance Act (2024:506), the general rule is 45 benefit days, with special rules in certain situations. Older benefit periods may be covered by transitional provisions. The circumstances are assessed by the unemployment insurance fund; a resignation letter or agreement on an earlier end date does not guarantee a specific right to benefits. Consult your unemployment insurance fund before making a decision if you are uncertain.\u003c\/p\u003e\n\n\u003ch2\u003eFinal salary, vacation pay, and certificates\u003c\/h2\u003e\n\n\u003cp\u003eCheck salary, inconvenient working hours (OB), overtime, any time bank, and other earned compensation. According to Sections 28 and 30 of the Annual Leave Act, earned vacation that has not been taken should normally be compensated at the end of employment and paid out without unreasonable delay, as a general rule within one month. If necessary, request an employer certificate and relevant service certificates, and coordinate the return of equipment, authorizations, confidentiality, and any non-compete clauses.\u003c\/p\u003e\n\n\u003ch2\u003eStep-by-step – using the documents\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eIdentify employment type:\u003c\/strong\u003e permanent, probationary, or fixed-term.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCheck the notice period:\u003c\/strong\u003e read collective agreements and employment contracts before filling in the date.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChoose the right document:\u003c\/strong\u003e use the main template for permanent employment and the specific notice for probationary employment.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFill in the details:\u003c\/strong\u003e name, employer, position, date of notification, and confirmed end date.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSubmit the resignation:\u003c\/strong\u003e to the authorized manager or HR, in a way where receipt can be documented.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRequest a receipt:\u003c\/strong\u003e use the separate receipt of notification, without claiming that the employer must approve the resignation.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDo you wish to leave earlier?\u003c\/strong\u003e draw up a separate written agreement with both parties' signatures.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePerform final settlement:\u003c\/strong\u003e check salary, vacation pay, time bank, employer certificate, and equipment.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSave evidence:\u003c\/strong\u003e archive the resignation letter, receipt, any end-date agreement, and salary documentation.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eMust a resignation be in writing?\u003c\/h3\u003e\n\n\u003cp\u003eSection 8 of LAS requires written notice of termination from the employer. There is no general written requirement for an employee's own resignation. Written documentation is recommended for evidentiary security.\u003c\/p\u003e\n\n\u003ch3\u003eDo I need to state why I am resigning?\u003c\/h3\u003e\n\n\u003cp\u003eNo, an employee with permanent employment does not normally need to state reasons for their resignation.\u003c\/p\u003e\n\n\u003ch3\u003eMust the employer sign?\u003c\/h3\u003e\n\n\u003cp\u003eNo, not normally for an employee's resignation to be valid. A receipt of notification, however, is useful to show that the employer has received the letter. If you are to agree on a shorter time, an actual agreement is required.\u003c\/p\u003e\n\n\u003ch3\u003eCan I resign during probationary employment?\u003c\/h3\u003e\n\n\u003cp\u003eNormally yes, but check any deadlines in employment and collective agreements. The two-week rule in Section 31 of LAS is not automatically the employee's notice period.\u003c\/p\u003e\n\n\u003ch3\u003eCan I resign from fixed-term employment?\u003c\/h3\u003e\n\n\u003cp\u003eIt depends on the agreement and applicable rules. A fixed-term agreement without the possibility of premature termination can normally not be terminated unilaterally ahead of time.\u003c\/p\u003e\n\n\u003ch3\u003eCan I retract my resignation?\u003c\/h3\u003e\n\n\u003cp\u003eA clearly received notice of resignation is normally binding. Retraction generally requires the employer to agree to it, although special circumstances may need to be assessed individually.\u003c\/p\u003e\n\n\u003ch3\u003eAre English documents included?\u003c\/h3\u003e\n\n\u003cp\u003eYes, five English reference documents according to Swedish law are included. They should not be used as British or American legal templates.\u003c\/p\u003e\n\n\u003ch2\u003eRelated labor law templates\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/overenskommelse-om-att-anstallning-upphor-mall-word-pdf\"\u003eAgreement on termination of employment\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/besked-om-att-provanstallning-upphor-mall-word-pdf\"\u003eNotice that probationary employment is ending – employer's version\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/uppsagning-pga-personliga-skal-mall-word-pdf\"\u003eNotice of termination from employer – personal reasons\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/uppsagning-pa-grund-av-arbetsbrist-mall-word-pdf\"\u003eNotice of termination from employer – redundancy\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch2\u003eLegal basis and sources\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-198280-om-anstallningsskydd_sfs-1982-80\/\"\u003eThe Employment Protection Act (1982:80), specifically Sections 4, 6, 11, and 38\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/semesterlag-1977480_sfs-1977-480\/\"\u003eThe Annual Leave Act (1977:480), specifically Sections 28–30\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-2024506-om-arbetsloshetsforsakring_sfs-2024-506\/\"\u003eThe Unemployment Insurance Act (2024:506), Chapter 7, Section 4\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.unionen.se\/rad-och-stod\/egen-uppsagning-att-saga-upp-sig-sjalv\"\u003eUnionen – resignation and notice periods\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003csmall\u003eLegally reviewed October 10, 2026. Version 2.0. This package is a general documentation aid according to Swedish law, not individual legal advice or a guarantee of legal effect. Check special contract terms and conditions before use. The 2027 ZIP file is already attached to the digital delivery in Shopify Digital Products. It is currently the only file listed for this product variant.\u003c\/small\u003e\u003c\/p\u003e\n\n\n\u003c\/div\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\/egen-uppsagning-fran-anstalld-huvudbild-2027_56cdffb8-5d91-442a-914e-687983dd25e7.png?v=1791645577"},{"product_id":"overenskommelse-om-att-anstallning-upphor-mall-word-pdf","title":"Agreement on termination of employment – Word\/PDF + guide","description":"\u003cdiv class=\"mb-product-copy mb-separation\"\u003e\n\n\u003cp\u003e\u003cstrong\u003eSettlement agreement regarding termination of employment – Word\/PDF with final financial settlement and guides.\u003c\/strong\u003e A professional contract template for when an employer and employee voluntarily agree to terminate the employment under specified terms. The template package includes a Swedish master agreement, a separate final financial settlement, a handover protocol, a pre-signature checklist, and a detailed user guide – as well as English-language reference versions governed by Swedish law.\u003c\/p\u003e\n\n\u003cdiv style=\"background:#edf4f8;border-left:4px solid #2c5d7c;border-radius:8px;padding:16px 18px;margin:18px 0\"\u003e\n\n\u003cstrong\u003eImportant: a settlement agreement is not the same as a notice of termination.\u003c\/strong\u003e\n\u003cp\u003eThis is a \u003cstrong\u003evoluntary agreement between both parties\u003c\/strong\u003e. It cannot be used to circumvent mandatory labor law, conceal undue pressure, or guarantee a specific assessment from an unemployment insurance fund (a-kassa) or government authorities. The fact that an agreement is in writing does not automatically mean that the terms are valid in every situation. The parties should be given sufficient time to consider the terms and the opportunity to seek independent advice.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eLegally reviewed:\u003c\/strong\u003e October 10, 2026. Document version 2.0.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2\u003eIncluded in the document package – 20 files\u003c\/h2\u003e\n\n\u003ctable style=\"width:100%;border-collapse:collapse\"\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth style=\"text-align:left;padding:10px;background:#eaf1f5\"\u003eDocument\u003c\/th\u003e\n\n\u003cth style=\"text-align:left;padding:10px;background:#eaf1f5\"\u003eFunction\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003e\u003cstrong\u003e1. Settlement agreement regarding termination of employment\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003eSwedish master agreement including parties, factual background, final day of employment, garden leave, salary, severance pay, certificates, equipment, remaining rights, and signatures.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003e\u003cstrong\u003e2. Appendix A – Final financial settlement\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003eSeparate specification of salary, holiday pay, severance pay, bonus, overtime, other benefits, tax deductions, and payment dates.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003e\u003cstrong\u003e3. Appendix B – Handover protocol\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003eReturn of equipment, keys, documentation, and access credentials, with a dated receipt of acknowledgment.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003e\u003cstrong\u003e4. Appendix C – Pre-signature checklist\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003ePractical checklist covering voluntariness, actual initiative, compensation, collective agreements, vacation, insurance, and professional advice.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003e\u003cstrong\u003e5. Swedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #dee6ec\"\u003eTwelve-step product-specific instructions, key legal sources, common risks, and post-termination follow-up.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px\"\u003e\u003cstrong\u003e6–10. English-language reference set\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px\"\u003eEnglish master agreement, three appendices, and user guide. \u003cem\u003eEnglish-language versions governed by Swedish law.\u003c\/em\u003e\n\n\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003eAll ten documents are available in \u003cstrong\u003eeditable Word (DOCX) and searchable A4-PDF\u003c\/strong\u003e, for a total of 20 files. The English versions are governed by Swedish law and are not universal UK or US contracts. Fillable fields, amounts, and contractual options must be completed and reviewed before use.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDigital delivery:\u003c\/strong\u003e The 2027 ZIP package is already attached to the product's digital delivery in Shopify Digital Products and is currently the only listed download for this variant.\u003c\/p\u003e\n\n\u003ch2\u003eWhat is a settlement agreement regarding termination of employment?\u003c\/h2\u003e\n\n\u003cp\u003eIt is an agreement in which the employer and employee jointly determine that the employment will end at a certain time and under specified terms. It is not a unilateral notice of termination by the employer under the Swedish Employment Protection Act (LAS), nor is it a resignation by the employee. The consent of both parties is central. Labor law, collective agreements, mandatory protective rules, and the circumstances under which the agreement is reached can influence the assessment.\u003c\/p\u003e\n\n\u003ch2\u003eVoluntariness and the opportunity to seek advice\u003c\/h2\u003e\n\n\u003cp\u003eSettlement agreements should not be forced through false information or undue threats. The Contracts Act (1915:218), particularly sections 28–36, contains rules regarding issues such as duress, fraud, and unconscionable terms. It is important that the parties have the opportunity to review the final text, including any claims proposed for final settlement. Therefore, the template \u003cstrong\u003edoes not\u003c\/strong\u003e contain an automatic general waiver of all known and unknown claims.\u003c\/p\u003e\n\n\u003ch2\u003eFinal date, garden leave, and notice pay\u003c\/h2\u003e\n\n\u003cp\u003eThe master agreement distinguishes between the \u003cstrong\u003efinal day of employment\u003c\/strong\u003e and the \u003cstrong\u003efinal day of work\u003c\/strong\u003e. Garden leave (release from work duties) does not in itself mean that the employment ends early. Therefore, specify whether salary, vacation accrual, pension premiums, insurance, and other benefits continue until the final date. If income from a new employment is to be deducted, this must be explicitly addressed. Do not automatically assume the statutory notice period in the case of a truly voluntary settlement, but verify whether collective agreements or previous rights affect which terms should be agreed upon.\u003c\/p\u003e\n\n\u003ch2\u003eSeverance pay, salary, and holiday pay are separate items\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eSalary during continued employment\u003c\/strong\u003e, \u003cstrong\u003eseverance pay\u003c\/strong\u003e, and \u003cstrong\u003eaccrued holiday pay\u003c\/strong\u003e should be accounted for separately. Severance pay is normally taxable earned income and is typically subject to employer social security contributions. It does not automatically serve as a basis for holiday pay or occupational pension. Compensation for accrued vacation must be calculated separately in accordance with the Annual Leave Act, agreements, and actual balance.\u003c\/p\u003e\n\n\u003cp\u003eAccording to sections 28–30 of the Annual Leave Act (1977:480), holiday pay upon termination of employment should normally be paid without undue delay and, as a general rule, no later than one month after the final date. There may be specific rules regarding situations such as advance vacation and certain changes in employment.\u003c\/p\u003e\n\n\u003ch2\u003eHow does a settlement agreement affect unemployment insurance (a-kassa)?\u003c\/h2\u003e\n\n\u003cp\u003eAccording to the Unemployment Insurance Act (2024:506), individuals who cause their own unemployment may normally be disqualified from benefits. Chapter 7, Section 5, contains specific exceptions, including when the employer has initiated the termination of employment and the parties subsequently reach an agreement. The unemployment fund assesses the actual circumstances; it is not enough to write that the initiative came from the employer if this is not true.\u003c\/p\u003e\n\n\u003cp\u003eSeverance pay can also postpone the time at which unemployment benefits can be paid out. A person on garden leave who is still employed cannot normally receive unemployment benefits for the same period. Contact your unemployment fund and, if necessary, the Social Insurance Agency (Försäkringskassan) to check the consequences for aspects such as SGI (sickness benefit qualifying income) and benefit entitlement.\u003c\/p\u003e\n\n\u003ch2\u003eVacation, pension, insurance, and other rights\u003c\/h2\u003e\n\n\u003cp\u003eAppendix A has space for final salary, holiday pay, shift premiums, overtime, time bank, commission, bonus, expenses, and special severance pay. Separate verification is needed for occupational pension, collective insurance, health insurance, company cars, share programs, and other benefits. A financial item should never be labeled as severance pay or salary solely to achieve a certain tax effect. The application depends on the actual meaning and applicable rules.\u003c\/p\u003e\n\n\u003ch2\u003eConfidentiality, non-compete clauses, and final settlement\u003c\/h2\u003e\n\n\u003cp\u003eA settlement agreement may need to address the continued protection of trade secrets and existing non-compete clauses. The restrictions must not be more far-reaching than what applicable law and agreements allow, and the right to contact authorities or advisors should not be unduly hindered. A broad, general \"all claims settled\" clause is particularly risky if the parties have not documented which claims were actually discussed and which mandatory rights apply.\u003c\/p\u003e\n\n\u003ch2\u003eHow to use the documents\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCheck the employment:\u003c\/strong\u003e note the form of employment, employment date, employer, collective agreement, and specific terms.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDescribe the initiative correctly:\u003c\/strong\u003e document who actually initiated the termination, when, and under what circumstances.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eReview the proposal:\u003c\/strong\u003e both parties should have a reasonable opportunity to read through, ask questions, and obtain legal or union advice.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetermine dates:\u003c\/strong\u003e fill in the final day of employment, final day of work, and any period of garden leave.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRegulate the finances:\u003c\/strong\u003e state all gross compensation, due dates, and separate settlement items in Appendix A.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCheck continued terms:\u003c\/strong\u003e document pension, insurance, bonus, company equipment, certificates, and any existing non-compete restrictions.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eUse Appendix B:\u003c\/strong\u003e perform an actual handover protocol and document returned equipment.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eComplete Appendix C:\u003c\/strong\u003e check off only those points that have truly been verified. The appendix is intended as a working document, not as binding terms.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSign:\u003c\/strong\u003e verify authorized employer representative, date, unfilled fields, and that both parties have the same version.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFollow up:\u003c\/strong\u003e verify payments, holiday pay, employer certificates, and termination of system access rights.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003c\/ol\u003e\n\n\u003ch2\u003eFrequently Asked Questions\u003c\/h2\u003e\n\n\u003ch3\u003eCan the employer require me to sign?\u003c\/h3\u003e\n\n\u003cp\u003eNo, a voluntary agreement is based on the approval of both parties. An agreement reached through undue influence may trigger invalidity or adjustment rules.\u003c\/p\u003e\n\n\u003ch3\u003eIs it the same as resigning?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Resignation is unilateral. A settlement agreement is regulated jointly and may have other consequences for matters such as unemployment insurance, depending on the actual circumstances.\u003c\/p\u003e\n\n\u003ch3\u003eMust the employer pay severance?\u003c\/h3\u003e\n\n\u003cp\u003eNo, there is no general statutory right to severance pay simply because a settlement agreement is reached. The amount and other terms are determined based on the parties' actual agreement and applicable rules.\u003c\/p\u003e\n\n\u003ch3\u003eCan holiday pay be included in a fixed settlement amount?\u003c\/h3\u003e\n\n\u003cp\u003eIt should be itemized separately and verified according to the Annual Leave Act and collective agreements. Mandatory rights to accrued holiday pay are not automatically waived through a generically formulated final settlement.\u003c\/p\u003e\n\n\u003ch3\u003eDo I get unemployment benefits immediately after such an agreement?\u003c\/h3\u003e\n\n\u003cp\u003eNot necessarily. It depends on factors such as the initiative for the termination, the rules of the unemployment insurance fund, and any time covered by severance pay. The unemployment fund decides.\u003c\/p\u003e\n\n\u003ch3\u003eCan the parties agree on garden leave?\u003c\/h3\u003e\n\n\u003cp\u003eYes, but explicitly state continued salary, benefits, pension terms, whether other employment is permitted, and if any deductions are to be made.\u003c\/p\u003e\n\n\u003ch3\u003eIs an English version of the contract included?\u003c\/h3\u003e\n\n\u003cp\u003eYes, the master agreement, appendices, and guide are also included in English, but they have been developed according to Swedish law.\u003c\/p\u003e\n\n\u003ch2\u003eRelated labor law templates\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/uppsagning-fran-anstalld-mall-word-pdf\"\u003eResignation by the employee\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/uppsagning-pa-grund-av-arbetsbrist-mall-word-pdf\"\u003eTermination due to redundancy (shortage of work)\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/uppsagning-pga-personliga-skal-mall-word-pdf\"\u003eNotice of termination for personal reasons\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"\/en\/products\/besked-om-att-provanstallning-upphor-mall-word-pdf\"\u003eNotice of termination of probationary employment\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch2\u003eLegal basis and sources\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-198280-om-anstallningsskydd_sfs-1982-80\/\"\u003eEmployment Protection Act (1982:80)\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/semesterlag-1977480_sfs-1977-480\/\"\u003eAnnual Leave Act (1977:480)\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-1915218-om-avtal-och-andra-rattshandlingar_sfs-1915-218\/\"\u003eContracts Act (1915:218)\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-2024506-om-arbetsloshetsforsakring_sfs-2024-506\/\"\u003eUnemployment Insurance Act (2024:506)\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www4.skatteverket.se\/rattsligvagledning\/\"\u003eSwedish Tax Agency's legal guidance on severance pay\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003csmall\u003eLegally reviewed October 10, 2026. Version 2.0. General documentation support, not individual legal, tax, or insurance-related advice. Adapt the agreement to the actual circumstances and check collective agreements and any mandatory provisions before signing. The 2027 ZIP package is already attached to the product's digital delivery in Shopify Digital Products and is currently the only listed download for this variant.\u003c\/small\u003e\u003c\/p\u003e\n\n\n\u003c\/div\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\/overenskommelse-anstallning-upphor-huvudbild-2027_abc2ab60-e232-4e83-8fc9-cc300e59b0c6.png?v=1791648107"},{"product_id":"besked-om-pensionering-mall-till-anstalld-word-pdf-excel","title":"Retirement Notice to Employee Template – Word\/PDF\/Excel","description":"\u003cp id=\"mb-delivery-localized-20261020-om4\" lang=\"en\"\u003e\u003cstrong\u003eCurrent digital delivery verified 20 October 2026: besked-om-pensionering-2027.zip is attached to this product in Shopify and available as a downloadable ZIP after purchase. Review the product description for included formats and adapt the files before use.\u003c\/strong\u003e\u003c\/p\u003e\n\u003csection class=\"mb-product-copy mb-retirement-2027\" lang=\"en\"\u003e\n\u003cp\u003e\u003cstrong\u003eNotice of retirement – Word, PDF, and Excel for employers and HR.\u003c\/strong\u003e A complete bilingual document package according to Swedish law, distinguishing between \u003cstrong\u003epre-retirement information\u003c\/strong\u003e, \u003cstrong\u003etermination after age 69\u003c\/strong\u003e, and the \u003cstrong\u003eemployee's own voluntary resignation\u003c\/strong\u003e. Includes clear letters, checklists, guides, and a functional Excel register.\u003c\/p\u003e\n\n\n\n\u003cdiv style=\"padding:20px;margin:22px 0;background:#f1f6f9;border:1px solid #c7d9e5;border-radius:12px\"\u003e\n\n\u003ch2 style=\"color:#17324d;margin-top:0\"\u003eIncluded in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003e29 customer files: 14 editable Word (DOCX), 14 searchable PDF, and 1 Excel (XLSX).\u003c\/strong\u003e Seven document types in both Swedish and English, each in Word and PDF:\u003c\/p\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRetirement Planning Notice\u003c\/strong\u003e – invitation to dialogue without termination (4 files).\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTermination Notice after age 69\u003c\/strong\u003e – formal document with Employment Protection Act (LAS) checks (4 files).\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAdvance Notification (LAS Sections 30 and 33a)\u003c\/strong\u003e – preparatory, not final termination (4 files).\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eUnion Consultation Notice and Minutes\u003c\/strong\u003e – LAS\/MBL process with dates and evidence references (4 files).\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eVoluntary Resignation Acknowledgement\u003c\/strong\u003e – only when the employee has truly resigned themselves (4 files).\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFinal Payroll and Handover Checklist\u003c\/strong\u003e – HR controls (4 files).\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guides\u003c\/strong\u003e – legal instructions in both languages (4 files).\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eExcel Register\u003c\/strong\u003e with eight sheets for salary reconciliation, cases, timeline, union handling, and dashboard (1 file).\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003cp\u003e\u003cem\u003eEnglish-language reference versions governed by Swedish law.\u003c\/em\u003e No foreign legislation is claimed to apply.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003cdiv style=\"padding:20px;margin:22px 0;background:#fff;border:1px solid #b7cddb;border-radius:12px\"\u003e\n\n\u003ch2 style=\"color:#17324d;margin-top:0\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Information Letter\u003c\/strong\u003e is used for voluntary retirement dialogue regarding continued work, working hours, and pension planning. It does not constitute a notice of termination or a pension application.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe formal Termination Notice\u003c\/strong\u003e includes fields for parties, the employee's date of birth, correctly verified termination date, notice period, final day of employment, and receipt acknowledgement without waiver of rights.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Advance Notification\u003c\/strong\u003e distinguishes between the LAS notification and the final decision; includes checkpoints for dates, union notice, and the right to consultation.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Union document\u003c\/strong\u003e identifies the current LAS\/MBL process, relevant organization, date, consultation, and documented supporting materials.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Voluntary Resignation Acknowledgement\u003c\/strong\u003e is based on the employee's actual own notice and must not be used to mask an employer-initiated termination.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Final Payroll Checklist\u003c\/strong\u003e covers salary, holiday pay, overtime, overtime supplements (OB), time bank, occupational pension, equipment, access rights, and archiving.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe guides\u003c\/strong\u003e cover document selection, LAS Sections 32a–33b, union procedures, pension withdrawal issues, collective agreements, common mistakes, and sources of law.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Excel workbook\u003c\/strong\u003e has exactly eight tabs: Start, Personnel Register, Timeline, Consultation, Final Payroll, Controls, Dashboard, and Sources. Formulas sum up entered salary items, deductions, and case status. Example rows must be replaced. Excel does not determine lawful termination, nor does it calculate statutory deadlines or pensions.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2\u003eNotice of retirement at 65, 67, or 69 – what applies?\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eEmployment does not automatically end on a birthday.\u003c\/strong\u003e According to \u003cstrong\u003eSection 32a of the Employment Protection Act (LAS)\u003c\/strong\u003e, an employee generally has the right to remain in employment until the end of the month in which they turn \u003cstrong\u003e69\u003c\/strong\u003e. There is thus no general statutory requirement to retire at 65 or 67. The employer may initiate a voluntary retirement dialogue, but such a letter is not a notice of termination. Read our \u003ca href=\"\/en\/blogs\/foretag\/pensionering-anstallning-69-ar-las\"\u003eguide on retirement and employment at 69 according to LAS\u003c\/a\u003e.\u003c\/p\u003e\n\n\u003ch2\u003eWhen the employer terminates someone after age 69\u003c\/h2\u003e\n\n\u003cp\u003eFor those who have turned 69, specific rules apply under \u003cstrong\u003eSections 33–33b of the LAS\u003c\/strong\u003e, including certain exemptions from the requirement of objective grounds. According to Section 33b, the employee is not entitled to a notice period longer than one month under the provision, but this \u003cstrong\u003edoes not\u003c\/strong\u003e mean that the employment ends automatically. The employer must also respect the right to continue working until the end of the birth month and verify collective agreements and the current termination process.\u003c\/p\u003e\n\n\u003ch2\u003eNotification, notice, consultation, and MBL\u003c\/h2\u003e\n\n\u003cp\u003eWhen terminating an employee who has turned 69, \u003cstrong\u003eSection 33a of the LAS\u003c\/strong\u003e states that Section 30 regarding notification, notice, and the right to consultation must be applied, unless negotiations under Sections 11–14 of the Co-Determination Act (MBL) have been held on the matter. LAS Section 30 normally contains a \u003cstrong\u003etwo-week advance period\u003c\/strong\u003e before termination in these situations; verify the exact circumstances. This is distinct from the formal notice period. Use the separate notification template and union attachment and document the procedure actually chosen.\u003c\/p\u003e\n\n\u003ch2\u003eWhen the employee resigns to retire\u003c\/h2\u003e\n\n\u003cp\u003eThe employee's own decision to stop working is a different legal situation. A verified notice period and a real notification from the employee are required. The start of pension payments does not end employment. Never create a sham voluntary resignation. See our \u003ca href=\"\/en\/blogs\/foretag\/overenskommelse-anstallning-upphor-avtal\"\u003eguide on agreements when employment ends\u003c\/a\u003e and the \u003ca href=\"\/en\/products\/overenskommelse-om-att-anstallning-upphor-mall-word-pdf\"\u003etemplate for an agreement to terminate employment\u003c\/a\u003e for other legal options.\u003c\/p\u003e\n\n\u003ch2\u003eFinal salary, holiday, and occupational pension\u003c\/h2\u003e\n\n\u003cp\u003eThe employer must separately verify earned salary, overtime, OB-supplements, holiday pay, any comp-time and time bank balances, and applicable pension terms. The rules for occupational pension may vary depending on the collective agreement and insurance. The state pension normally requires an individual application to the Swedish Pensions Agency. For specific questions on pension contributions, there is the \u003ca href=\"\/en\/blogs\/foretag\/lonevaxling-pension-2026-grans-itp-avtal\"\u003eguide on salary exchange for pensions\u003c\/a\u003e and the \u003ca href=\"\/en\/products\/lonevaxlingsavtal-pension-2026-2027-avtal-policy-itp-checklista-guide-word-pdf\"\u003esalary exchange agreement with ITP checklist\u003c\/a\u003e.\u003c\/p\u003e\n\n\u003ch2\u003eHow to use the documents\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003eDetermine whether the case concerns a dialogue, employer-initiated termination after 69, or voluntary resignation.\u003c\/li\u003e\n\n\u003cli\u003eVerify date of birth, employment contract, collective agreement, and authorized employer representative.\u003c\/li\u003e\n\n\u003cli\u003eIn the case of formal termination: follow and document the applicable LAS\/MBL process before using the termination notice.\u003c\/li\u003e\n\n\u003cli\u003eSelect the correct Word document and replace all placeholders with real, verified information.\u003c\/li\u003e\n\n\u003cli\u003eFill in the Excel register, replace the example figures, and use its technical checks without relying on them for legal decisions.\u003c\/li\u003e\n\n\u003cli\u003eCheck salary, holiday entitlement, pension provider, handover, and access rights separately.\u003c\/li\u003e\n\n\u003cli\u003eReview complicated cases with qualified HR or labor law expertise before sending.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eCommon questions\u003c\/h2\u003e\n\n\u003ch3\u003eMay an employer automatically retire an employee at 65?\u003c\/h3\u003e\n\n\u003cp\u003eNo. There is no general rule to that effect. LAS Section 32a normally provides the right to continue working until the end of the month in which the employee turns 69.\u003c\/p\u003e\n\n\u003ch3\u003eIs an information letter about retirement a notice of termination?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Retirement dialogue and formal employer-initiated termination are different documents and must not be confused.\u003c\/p\u003e\n\n\u003ch3\u003eMust the union be contacted before termination after 69?\u003c\/h3\u003e\n\n\u003cp\u003eThat depends on union affiliation and the correct LAS\/MBL track. LAS Section 33a refers to Section 30, unless relevant MBL negotiations have already been held.\u003c\/p\u003e\n\n\u003ch3\u003eCan someone continue to work and draw a pension at the same time?\u003c\/h3\u003e\n\n\u003cp\u003eThat may be possible. Rules for the state pension and occupational pension must be assessed separately. Retirement in itself is not a termination.\u003c\/p\u003e\n\n\u003ch3\u003eDoes Excel calculate the notice period automatically?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Excel sums up registered amounts and checks completed tasks, but does not calculate legal deadlines.\u003c\/p\u003e\n\n\u003ch3\u003eIs English included?\u003c\/h3\u003e\n\n\n\n\u003ch2\u003eSources of law\u003c\/h2\u003e\n\n\u003cp\u003e\u003ca href=\"https:\/\/rkrattsbaser.gov.se\/sfst?bet=1982:80\"\u003eThe Employment Protection Act (1982:80)\u003c\/a\u003e, particularly Sections 30, 32a, 33, 33a, and 33b; \u003ca href=\"https:\/\/rkrattsbaser.gov.se\/sfst?bet=1976:580\"\u003eThe Co-Determination Act (1976:580)\u003c\/a\u003e, particularly Sections 11–14; \u003ca href=\"https:\/\/www.pensionsmyndigheten.se\/\"\u003eThe Swedish Pensions Agency\u003c\/a\u003e; \u003ca href=\"https:\/\/www.unionen.se\/rad-och-stod\/ga-i-pension\"\u003eUnionen's retirement guidance\u003c\/a\u003e.\u003c\/p\u003e\n\n\u003cp\u003e\u003cem\u003eLegal and professional review October 14, 2026. General template package, not individual legal or pension advice. No external legal review is claimed. Digital product without physical shipping.\u003c\/em\u003e\u003c\/p\u003e\n\n\u003c\/section\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\/01_pension_huvudbild_1600.png?v=1792003878"},{"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 implement, 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 verified against the current \u003cstrong\u003eWhistleblowing Act (2021:890)\u003c\/strong\u003e, Ordinance (2021:949), GDPR, current guidance from the Swedish Work Environment Authority (Arbetsmiljöverket) and the Swedish Authority for Privacy Protection (IMY), as well as the EU Whistleblowing Directive.\u003c\/p\u003e\u003cp\u003eThe previous package list describes \u003cstrong\u003efour working documents in Word\/PDF\u003c\/strong\u003e totaling 15 A4 pages, plus a README. Separate files beyond the verified policy, PDF version, and ZIP archive need to be checked against the ZIP content.\u003c\/p\u003e\u003csection aria-label=\"What is included in the package\" style=\"border:1px solid #dbe2e8;border-radius:12px;background:#f8fafc;padding:20px;margin:24px 0;\"\u003e\u003ch2 style=\"margin:0 0 12px;font-size:1.3rem;\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eThree digital download items\u003c\/strong\u003e are verified in Digital Products:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWhistleblowing_policy_and_reporting_procedure_2026.docx\u003c\/strong\u003e – editable Word document.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWhistleblowing_policy_and_reporting_procedure_2026.pdf\u003c\/strong\u003e – corresponding PDF.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWhistleblowing_package_2026_WORD_PDF.zip\u003c\/strong\u003e – collective ZIP archive.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp style=\"margin-bottom:0;\"\u003eThe original content summary describes four working documents and a README. The internal contents of the ZIP file have not been inventoried; the additional files are therefore not verified as separate downloads. Language: Swedish. Document version: 1.0.\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #dbe2e8;border-radius:12px;background:#ffffff;padding:20px;margin:24px 0;\"\u003e\u003ch2 style=\"margin:0 0 12px;font-size:1.3rem;\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003eThe Word and PDF files provide a structure for deciding on an internal reporting channel, appointing authorized recipients, and documenting processes for receipt, confidentiality, investigation, and feedback. The previous package summary also lists the following parts; separate original files within the ZIP must be checked:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWhistleblowing policy and reporting procedure:\u003c\/strong\u003e the organization's principles, responsibilities, and contact channels.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eReporting form:\u003c\/strong\u003e information about incidents, parties involved, and contact details.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInvestigation and case protocol:\u003c\/strong\u003e check of authority, log, conclusions, and measures.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eOperational checklist:\u003c\/strong\u003e checkpoints for deadlines and feedback.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe main policy covers\u003c\/h3\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eapplicability check 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\u003ecategories of persons who should be able 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\u003eduty of confidentiality and protection of identity\u003c\/li\u003e\n\n\u003cli\u003epersonal data, GDPR, and access restriction\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 management\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003c\/section\u003e\u003ch2\u003eKey legal requirements built into the template\u003c\/h2\u003e\u003cp\u003eBusiness operators that had \u003cstrong\u003e50 or more employees at the beginning 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 process steps that receipt should normally be acknowledged \u003cstrong\u003ewithin seven days\u003c\/strong\u003e and that the reporting person should receive feedback on the follow-up \u003cstrong\u003ewithin three months\u003c\/strong\u003e, with the exceptions and limitations provided by law.\u003c\/p\u003e\u003ch2\u003eGDPR and whistleblowing cases\u003c\/h2\u003e\u003cp\u003eThe package includes a specific section for personal data processing. Only necessary personal data should be processed in the follow-up case, access must be restricted to authorized persons, and obviously irrelevant personal data must be erased 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 is closed\u003c\/strong\u003e.\u003c\/p\u003e\u003cp\u003eThe template also notes that organizations with fewer than 50 employees that voluntarily introduce a whistleblowing system need to conduct a specific data protection assessment, including when processing data on 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 know legal terms. The form includes, among other things:\u003c\/p\u003e\u003cul\u003e\n\n\u003cli\u003econtact and request for feedback\u003c\/li\u003e\n\n\u003cli\u003eincident, location, and time period\u003c\/li\u003e\n\n\u003cli\u003edescription of the misconduct\u003c\/li\u003e\n\n\u003cli\u003esources and possible evidence\u003c\/li\u003e\n\n\u003cli\u003eimmediate risk, continued harm, 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 authority 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, no later than day 7, during follow-up, no later than after three months, and at 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 companies, 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 verified 2026\u003c\/h2\u003e\u003cp\u003eVersion 1.0 has been legally checked as of \u003cstrong\u003eSeptember 27, 2026\u003c\/strong\u003e, against, among others:\u003c\/p\u003e\u003cul\u003e\n\n\u003cli\u003eAct (2021:890) on the protection of persons who report misconduct\u003c\/li\u003e\n\n\u003cli\u003eOrdinance (2021:949) on the protection of persons who report misconduct, amended up to SFS 2025:1157 at the time of check\u003c\/li\u003e\n\n\u003cli\u003eDirective (EU) 2019\/1937 of the European Parliament and of the Council\u003c\/li\u003e\n\n\u003cli\u003eGeneral Data Protection Regulation (EU) 2016\/679\u003c\/li\u003e\n\n\u003cli\u003eAct (2018:218) with supplementary provisions to the GDPR\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 note on 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, freedom of information and secrecy rules, and any sector-specific regulations. 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\u003eDigital Products has three verified download attachments: a DOCX file, a PDF file, and a ZIP archive. The content of the ZIP archive has not been inventoried in this review. No physical product is sent.\u003c\/p\u003e\u003ch2\u003eGuides and official legal sources\u003c\/h2\u003e\u003cp\u003eDo you need to determine if your business must have a reporting channel? Read the \u003ca href=\"\/en\/blogs\/foretag\/visselblasarpolicy-krav-innehall\"\u003eguide on requirements for whistleblowing policies\u003c\/a\u003e. For privacy issues, the \u003ca href=\"\/en\/blogs\/foretag\/gdpr-gallring-lagringstid-radering\"\u003eguide on GDPR and disposal\u003c\/a\u003e may also be valuable.\u003c\/p\u003e\u003cp\u003eFor current requirements, see \u003ca href=\"https:\/\/www.av.se\/arbetsmiljoarbete-och-inspektioner\/lagar-och-regler-om-arbetsmiljo\/visselblasarlagen\/interna-kanaler-for-visselblasning\/\"\u003eThe Swedish Work Environment Authority's guidance on internal whistleblowing channels\u003c\/a\u003e and \u003ca href=\"https:\/\/www.imy.se\/vanliga-fragor-och-svar\/vilka-krav-galler-enligt-visselblasarlagen-for-personuppgiftsbehandling\/\"\u003eIMY's guidance on personal data in whistleblowing cases\u003c\/a\u003e.\u003c\/p\u003e\u003ch2\u003eFrequently Asked Questions\u003c\/h2\u003e\u003ch3\u003eMust every employer have a whistleblowing function?\u003c\/h3\u003e\u003cp\u003eNo. The general obligation under the Whistleblowing Act applies to business operators that had at least 50 employees at the beginning 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 far-reaching requirements for identity protection and confidentiality, but the template makes anonymous reporting a choice that the organization must decide and configure based on its channel. If contact details are missing, feedback and follow-up may be more difficult.\u003c\/p\u003e\u003ch3\u003eCan reporting occur via email?\u003c\/h3\u003e\u003cp\u003eThe organization is responsible for ensuring that the reporting channel is secure and appropriate. Regular unencrypted email may involve risks of identity disclosure and should be carefully risk-assessed.\u003c\/p\u003e\u003ch3\u003eHow long may 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 is closed. Irrelevant data must be erased earlier.\u003c\/p\u003e\u003ch3\u003eWhat do I get as individual download files?\u003c\/h3\u003e\u003cp\u003eA DOCX file, a PDF, and a ZIP archive are shown as downloads in Digital Products. The older description mentions additional working documents, but the archive's content could not be verified in this review.\u003c\/p\u003e\u003ch3\u003eMust personal data be disposed of immediately when a case is closed?\u003c\/h3\u003e\u003cp\u003eObviously irrelevant personal data must be erased as soon as possible. Personal data in a follow-up case may, as a general rule, not be processed for longer than two years after the case is closed; for public authorities, archival regulations may involve other retention requirements.\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's table of contents lists separate templates for the most common forms of employment, a specific annex for hourly wages and varying working hours, a document for changes to employment terms, as well as an employer guide with a checklist.\u003c\/p\u003e\u003cp\u003eThe templates are designed to be easy to fill out while being sufficiently detailed to cover the written information that an employer normally needs to provide under the Employment Protection Act (LAS). The package's existing table of contents lists Word and PDF versions; the files in the ZIP archive need to be verified separately.\u003c\/p\u003e\u003csection aria-label=\"What is included in the package\" style=\"border:1px solid #dbe2e8;border-radius:12px;background:#f8fafc;padding:20px;margin:24px 0;\"\u003e\u003ch2 style=\"margin:0 0 12px;font-size:1.3rem;\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eThree verified download items\u003c\/strong\u003e are available in Digital Products:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eEmployer guide and checklist – DOCX.\u003c\/li\u003e\n\n\u003cli\u003eEmployer guide and checklist – PDF.\u003c\/li\u003e\n\n\u003cli\u003eEmployment Contract Template Package 2026 – ZIP file.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003eThe existing package description lists seven document types in Word and PDF, including permanent employment, probationary employment, SÄVA (special fixed-term employment), substitute employment, and supplementary annexes. The internal file list in the ZIP archive has not been verified, and the agreement types are therefore not promised as separately checked file attachments.\u003c\/p\u003e\n\n\u003cp style=\"margin-bottom:0;\"\u003eDocument language: Swedish. Document version: 1.0 (2026).\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #dbe2e8;border-radius:12px;background:#ffffff;padding:20px;margin:24px 0;\"\u003e\u003ch2 style=\"margin:0 0 12px;font-size:1.3rem;\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003eThe various agreement types are used to document the employer's and employee's agreement on matters including position, form of employment, salary, working hours, vacation, and termination. The guide and checklist support the choice of the correct form of employment and the employer's information obligations under LAS.\u003c\/p\u003e\n\n\u003ch3\u003eSeven document types according to the existing table of contents\u003c\/h3\u003e\n\n\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 employment\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eAnnex – 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 (LAS)\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\n\n\u003cp\u003eAccording to the existing content overview, the package includes seven document types and approximately 35 pages. The number and format of the files inside the ZIP need to be verified.\u003c\/p\u003e\n\n\u003ch3\u003ePermanent employment\u003c\/h3\u003e\n\n\u003cp\u003eThe template for permanent employment is adapted for the form of employment that constitutes the main rule under LAS. It contains clear fields for, among other things, employer and employee, start date, employment rate, workplace, position, duties, salary, other benefits, working hours, schedule, overtime and extra hours, vacation, sick pay, training, occupational pension, insurance, collective agreements, and notice period.\u003c\/p\u003e\n\n\u003ch3\u003eProbationary employment\u003c\/h3\u003e\n\n\u003cp\u003eThe probationary employment template contains specific fields for the trial period and conditions for the probationary employment. It is designed with the consideration that, as a main rule, a probationary period 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 interrupted prematurely or terminated without transitioning into permanent employment.\u003c\/p\u003e\n\n\u003ch3\u003eSpecial fixed-term employment – SÄVA\u003c\/h3\u003e\n\n\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 employments. This is important because the employer must provide information about the form of employment at the time the SÄVA employment is entered into.\u003c\/p\u003e\n\n\u003cp\u003eThe template and employer guide also include reminders about the conversion rules in LAS and that the employer should maintain ongoing monitoring of previous SÄVA periods.\u003c\/p\u003e\n\n\u003ch3\u003eSubstitute employment\u003c\/h3\u003e\n\n\u003cp\u003eThe substitute employment template contains specific fields to specify who or which actual substitution need the employment refers to. This could, for example, involve replacing an employee who is on parental leave or sick leave, or temporarily staffing a vacant position during a recruitment process. The template helps the employer to clearly document the basis for the substitution.\u003c\/p\u003e\n\n\u003ch3\u003eHourly wage and varying working hours\u003c\/h3\u003e\n\n\u003cp\u003eA common misconception is that \"hourly employment\" is a form of employment in itself. The package avoids this legal problem by treating hourly wages as a \u003cstrong\u003eform of salary and a working hours issue\u003c\/strong\u003e, not as a separate form of employment. The annex is used together with a correct main agreement – for example, permanent employment, SÄVA, or substitute employment.\u003c\/p\u003e\n\n\u003cp\u003eThe annex contains fields for hourly wage, guaranteed working hours, schedule type, minimum notice for work shifts, inconvenient working hours (OB) supplement, overtime, extra hours, vacation, and rules for changed or cancelled shifts.\u003c\/p\u003e\n\n\u003ch3\u003eChange of employment terms\u003c\/h3\u003e\n\n\u003cp\u003eWhen significant employment terms are changed, the employer must in many cases document the change in writing. The package therefore contains a separate notice of change where previous and new terms can be documented along with the date the change takes effect and the basis for the change.\u003c\/p\u003e\n\n\u003ch3\u003eEmployer guide with LAS checklist\u003c\/h3\u003e\n\n\u003cp\u003eThe included guide helps the employer choose the right document and ensure that important information is not missed. It covers, among other things:\u003c\/p\u003e\n\n\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 (LAS)\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 employer's two-week notice\u003c\/li\u003e\n\n\u003cli\u003enotification when fixed-term employment ends\u003c\/li\u003e\n\n\u003cli\u003eother employments and side jobs\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\u003c\/section\u003e\u003ch3\u003eDesigned based on current Swedish labor law\u003c\/h3\u003e\u003cp\u003eThe legal position has been verified as of 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 current operations.\u003c\/p\u003e\u003ch3\u003eWhat information is in the employment contracts?\u003c\/h3\u003e\u003cp\u003eThe four main agreements contain structured sections for the parties, form of employment, start date, duration of employment, employment rate, job title, workplace, duties, salary, salary payment, variable compensation, other benefits, expense reimbursement, regular working hours, schedule, overtime\/extra hours, on-call\/standby, vacation, sick pay, training, employer contributions, occupational pension, insurance, collective agreements, confidentiality, loyalty, side jobs, personal data, internal rules, termination of employment, and changes to employment terms.\u003c\/p\u003e\u003ch3\u003eWho is the package suitable for?\u003c\/h3\u003e\u003cp\u003eThe template package is particularly useful for limited liability 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 certificates of employment 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, print base, 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 current position, and any applicable collective agreement. They do not replace individual legal advice in situations such as complicated fixed-term employment, disputes, senior management positions, or other situations where special rules may apply.\u003c\/p\u003e\u003ch2\u003eRelated guides and supplementary documents\u003c\/h2\u003e\u003cp\u003eTo choose and fill out the right agreement, read the \u003ca href=\"\/en\/blogs\/foretag\/anstallningsavtal-vad-ska-det-innehalla\"\u003eguide on employment contracts and the Employment Protection Act (LAS)\u003c\/a\u003e. As a complement, the \u003ca href=\"\/en\/blogs\/foretag\/personalhandbok-vad-ska-den-innehalla\"\u003eguide on staff handbooks\u003c\/a\u003e may be useful for internal rules and the \u003ca href=\"\/en\/blogs\/foretag\/sekretessforbindelse-anstalld\"\u003eguide on confidentiality agreements\u003c\/a\u003e when the employer requires special confidentiality terms.\u003c\/p\u003e\u003cp\u003e\u003cstrong\u003eDigital delivery:\u003c\/strong\u003e ZIP with the template package as well as the employer guide in DOCX and PDF as separate files. The internal content of the ZIP archive needs to be checked. No physical product is sent.\u003c\/p\u003e\u003ch2\u003eFrequently asked questions about the employment contracts\u003c\/h2\u003e\u003ch3\u003eIs hourly employment a form of employment in itself?\u003c\/h3\u003e\u003cp\u003eNo. Hourly wage is a form of salary. The main agreement needs to specify a correct form of employment, for example, permanent employment or applicable fixed-term employment.\u003c\/p\u003e\u003ch3\u003eCan collective agreements affect the template?\u003c\/h3\u003e\u003cp\u003eYes. Collective agreements may contain specific provisions regarding, for example, working hours, salary, and employment terms. Always check if a collective agreement applies and adapt the agreement accordingly.\u003c\/p\u003e\u003ch3\u003eHow are the seven document types delivered?\u003c\/h3\u003e\u003cp\u003eA ZIP file is available for download, along with the employer guide separately in Word and PDF. The seven document types are listed in the product's existing table of contents, but the internal structure of the ZIP file has not been verified here.\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\u003eNon-disclosure 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 rights in employment – while simultaneously handling 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\u003eThe existing package overview specifies four document types in Word and PDF formats, totaling 26 A4 pages. Only the main non-disclosure agreement DOCX\/PDF and the ZIP archive are verified as separate downloads.\u003c\/p\u003e\u003csection aria-label=\"What is included in the package\" style=\"border:1px solid #dbe2e8;border-radius:12px;background:#f8fafc;padding:20px;margin:24px 0;\"\u003e\u003ch2 style=\"margin:0 0 12px;font-size:1.3rem;\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003cp\u003eDigital Products has \u003cstrong\u003ethree verified download items\u003c\/strong\u003e:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e01_Sekretessforbindelse_anstalld_2026.docx\u003c\/strong\u003e – editable non-disclosure agreement.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e01_Sekretessforbindelse_anstalld_2026.pdf\u003c\/strong\u003e – corresponding PDF.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSekretessforbindelse_Anstalld_Mallpaket_2026_WORD_PDF.zip\u003c\/strong\u003e – collective archive.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp style=\"margin-bottom:0;\"\u003eThe product's existing table of contents lists four document types in Word and PDF, including an IP appendix and an exit checklist. Internal files in the ZIP archive could not be verified during this review. Language: Swedish. Version 1.0.\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #dbe2e8;border-radius:12px;background:#ffffff;padding:20px;margin:24px 0;\"\u003e\u003ch2 style=\"margin:0 0 12px;font-size:1.3rem;\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003eThe non-disclosure agreement describes which information is protected, how information may be handled, and what obligations may persist after employment. The published package overview also describes an IP appendix, an optional non-compete and non-solicitation appendix, and an offboarding checklist. Please check the ZIP file for their exact file format and content.\u003c\/p\u003e\n\n\u003ch3\u003eFour document types according to the existing table of contents\u003c\/h3\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eNon-disclosure agreement for employees 2026\u003c\/strong\u003e – main 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\u003eAppendix – Intellectual property rights \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 appendix\u003c\/strong\u003e – separate appendix with pre-screening, legitimate interests, non-compete clauses, financial compensation, non-solicitation of customers, and non-solicitation of employees. The appendix is explicitly marked as optional and should not be used indiscriminately.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eExit checklist \u0026amp; confidentiality certificate\u003c\/strong\u003e – practical offboarding document for equipment, permissions, accounts, MFA, keys, tokens, work results, handover, and confirmation of continued confidentiality.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eMore than a standard NDA\u003c\/h3\u003e\n\n\u003cp\u003eA general non-disclosure agreement can work well between companies, consultants, and partners. In an employment context, however, there are specific issues that need to be addressed: what actually constitutes a trade secret, what the employee is allowed to take with them as normal experience and professional skills, how work results and intellectual property rights should be handled, how information on private devices and cloud services should be treated, and what restrictions are reasonable after employment ends.\u003c\/p\u003e\n\n\u003cp\u003eThis package is therefore built for the employer's entire confidentiality workflow – from the initial signature to terminated employment and de-registered permissions.\u003c\/p\u003e\n\n\u003ch3\u003eConfidentiality and trade secrets\u003c\/h3\u003e\n\n\u003cp\u003eThe main document contains a clear and practically applicable definition of confidential information and trade secrets. The parties can specify particularly sensitive information categories and supplement 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\n\n\u003cp\u003eThe template also contains important limitations. Information that is already public, legally received from third parties, or independently developed without the use of the employer's confidential information should not automatically be treated as protected. The document also distinguishes between trade secrets and the employee's normal experience and skills.\u003c\/p\u003e\n\n\u003ch3\u003eProtected reporting and whistleblowing\u003c\/h3\u003e\n\n\u003cp\u003eConfidentiality provisions should not be used to prevent legal reporting of misconduct. The template therefore has a specific section clarifying that the non-disclosure agreement does not limit rights deriving from mandatory law, including protected whistleblowing, reporting to competent authorities, and participation in legal or regulatory proceedings when the conditions of the law are met.\u003c\/p\u003e\n\n\u003ch3\u003eAI, cloud services, and external tools\u003c\/h3\u003e\n\n\u003cp\u003eA modern non-disclosure agreement needs to handle more than 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 use to the organization's internal AI, information security, and data protection rules.\u003c\/p\u003e\n\n\u003ch3\u003eIntellectual property rights and work results\u003c\/h3\u003e\n\n\u003cp\u003eThe separate IP appendix helps employers and employees document rights to material created during employment. The appendix covers, among other things, documentation, text, graphics, design, photographs, databases, code, scripts, models, instructions, technical solutions, and other work results.\u003c\/p\u003e\n\n\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 as well as AI-generated or AI-assisted material. 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\n\n\u003ch3\u003eOptional non-compete clause – with built-in reasonableness test\u003c\/h3\u003e\n\n\u003cp\u003eThe non-compete appendix is intentionally standalone. A non-compete clause should not be automatically inserted into every employment contract. Before the appendix is used, there is a checklist where the employer must consider whether there is a legitimate protected interest, whether less intrusive confidentiality measures are sufficient, whether collective agreements regulate the issue, and whether the restriction is proportional.\u003c\/p\u003e\n\n\u003cp\u003eThe appendix has fill-in fields for competing activities, geographical area, duration, potential financial compensation, and exceptions. It also contains optional sections for non-solicitation of customers and employees. The employer can document when notice of enforcement should be given and which situations should mean the clause is not applied.\u003c\/p\u003e\n\n\u003cp\u003eIf the workplace is covered by a collective agreement, applicable collective agreement rules must always be checked before use. Therefore, the template does not contain a general claim that a certain duration is always valid.\u003c\/p\u003e\n\n\u003ch3\u003eExit checklist – safer offboarding\u003c\/h3\u003e\n\n\u003cp\u003eThe package's fourth document helps the employer when employment ends. 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\n\n\u003cp\u003eThere are control points 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 of private devices, private cloud accounts, USB copies, and AI\/SaaS services where work material may have been processed.\u003c\/p\u003e\n\n\u003ch3\u003ePractical post-employment confidentiality certificate\u003c\/h3\u003e\n\n\u003cp\u003eThe exit document includes 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 noted. At the same time, the employer receives an internal checklist to document which permissions have been terminated and whether any non-compete appendix should actually be enforced.\u003c\/p\u003e\u003c\/section\u003e\u003ch3\u003eDesigned based on Swedish law\u003c\/h3\u003e\u003cp\u003eThe legal situation was reviewed on September 27, 2026. The template package has been designed based on, among others, 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, the Confederation of Swedish Enterprise and PTK's agreement on non-compete clauses is also noted 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 specifically assess collective agreements, negotiations, contract changes, and other labor law prerequisites.\u003c\/p\u003e\u003ch3\u003eWord and PDF included\u003c\/h3\u003e\u003cp\u003eThe main non-disclosure agreement is verified in DOCX and PDF formats. A ZIP archive is also offered. The previous package overview lists four document types totaling 26 pages, but the internal file content of the archive is not verified.\u003c\/p\u003e\u003cp\u003eDigital download of DOCX, PDF, and ZIP; no physical product is 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. Always check the applicable collective agreement, the employer's actual protection needs, and current circumstances. The non-compete appendix should only be used after individual assessment. In the case of particularly intrusive non-compete restrictions, complex IP issues, inventions, international conditions, or disputes, qualified legal advice should be considered.\u003c\/p\u003e\u003ch2\u003eGuides on confidentiality in employment\u003c\/h2\u003e\u003cp\u003eRead the \u003ca href=\"\/en\/blogs\/foretag\/sekretessforbindelse-anstalld\"\u003eguide on non-disclosure agreements for employees\u003c\/a\u003e and \u003ca href=\"\/en\/blogs\/foretag\/anstallningsavtal-vad-ska-det-innehalla\"\u003ewhat terms an employment contract should contain\u003c\/a\u003e to determine how the documents complement each other. Confidentiality terms must not be designed to prevent legal reporting; also see the \u003ca href=\"\/en\/blogs\/foretag\/visselblasarpolicy-krav-innehall\"\u003eguide on whistleblower policy and reporting channels\u003c\/a\u003e.\u003c\/p\u003e\u003cp\u003eIf you need internal rules for the use of AI services, an \u003ca href=\"\/en\/blogs\/foretag\/ai-policy-foretag\"\u003eAI policy for the company\u003c\/a\u003e can be a relevant supplement.\u003c\/p\u003e\u003ch2\u003eCommon questions\u003c\/h2\u003e\u003ch3\u003eDoes the non-disclosure agreement also apply after employment has ended?\u003c\/h3\u003e\u003cp\u003eCertain confidentiality obligations may continue to apply after employment, but the extent of the protection depends on the information, contract terms, and applicable law. The employee's normal experience and skills are not automatically trade secrets.\u003c\/p\u003e\u003ch3\u003eIs the non-compete appendix mandatory?\u003c\/h3\u003e\u003cp\u003eNo. Non-compete restrictions must be assessed individually and can be affected by collective agreements and reasonableness requirements. The appendix should only be used after individual assessment.\u003c\/p\u003e\u003ch3\u003eDo I get four separate Word files?\u003c\/h3\u003e\u003cp\u003eDigital Products provides the main non-disclosure agreement in DOCX and PDF as well as a ZIP archive. The package's content overview specifies four document types, but the content of the archive needs to be checked before the number of separate Word files can be confirmed.\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 conduct 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 assist the organization through the entire process – from salary data and job evaluation to analysis, measures, cost estimation, and final documentation.\u003c\/p\u003e\u003csection aria-label=\"What is included in the package\" style=\"border:1px solid #dbe2e8;border-radius:12px;background:#f8fafc;padding:20px;margin:24px 0;\"\u003e\u003ch2 style=\"margin:0 0 12px;font-size:1.3rem;\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eSix verified download items\u003c\/strong\u003e are linked to the product in Digital Products:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e2 DOCX:\u003c\/strong\u003e salary survey report and implementation guide.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e2 PDF:\u003c\/strong\u003e corresponding report and guide.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e1 XLSX:\u003c\/strong\u003e Excel analysis tool for salary surveys.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e1 ZIP:\u003c\/strong\u003e collective download containing Word, PDF, and Excel materials.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp style=\"margin-bottom:0;\"\u003eThis represents five document format files plus one ZIP attachment, not six different document types. Language: Swedish. Document version: 1.0 (2026).\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #dbe2e8;border-radius:12px;background:#ffffff;padding:20px;margin:24px 0;\"\u003e\u003ch2 style=\"margin:0 0 12px;font-size:1.3rem;\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003eThe \u003cstrong\u003ereport template\u003c\/strong\u003e is used to document the survey, analysis, cooperation, and measures. The \u003cstrong\u003eimplementation guide\u003c\/strong\u003e describes the working procedures, data collection, and common methodological errors. The \u003cstrong\u003eExcel workbook\u003c\/strong\u003e provides, according to the package description, registers, formulas, and comparisons for equal work and work of equal value, job evaluation, and cost of measures; formula results must always be subject to a plausibility check and interpreted by the person in charge.\u003c\/p\u003e\n\n\u003ch3\u003eReport, guide, and analysis tool\u003c\/h3\u003e\n\n\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 regulations and practice, division into equal work, analysis of salary differences, job evaluation, female-dominated jobs, comparisons of equal value, action plan, costs, timeline, 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 data should be collected, how equal work and work of equal value can be assessed, how differences should be analyzed, and which common methodological errors should be avoided.\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 formatting, job evaluation, comparisons for equal work and work of equal value, action plan, and dashboard.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eThe Excel tool contains 8 tabs\u003c\/h3\u003e\n\n\u003cp\u003e\u003cstrong\u003eSTART\u003c\/strong\u003e provides instructions, legal checkpoints, and the 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 currency and percentage. \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 for salary adjustments and keeps track of the person in charge, deadline, and status. \u003cstrong\u003eDASHBOARD\u003c\/strong\u003e summarizes key figures and analysis needs. \u003cstrong\u003eLISTS\u003c\/strong\u003e drive the tool's selectable categories.\u003c\/p\u003e\n\n\u003ch3\u003eEqual work\u003c\/h3\u003e\n\n\u003cp\u003eEmployers must analyze salary differences between women and men who perform work that is considered 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 should be explainable based on circumstances unrelated to gender.\u003c\/p\u003e\n\n\u003ch3\u003eWork of equal value and job evaluation\u003c\/h3\u003e\n\n\u003cp\u003eWork of equal value must be assessed based on an overall assessment of the demands 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 particularly considered. The Excel tool therefore has a clear 1–5 scale that helps the organization structure the job evaluation.\u003c\/p\u003e\n\n\u003cp\u003eThe point model is a work aid – not a statutory 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\n\n\u003ch3\u003eFemale-dominated jobs\u003c\/h3\u003e\n\n\u003cp\u003eThe package helps the employer identify female-dominated groups and carry out the specific comparisons required. 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 include, among other things, comparisons between female-dominated jobs and work of equal value that is not female-dominated.\u003c\/p\u003e\n\n\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 despite the demands of the work having been assessed as lower.\u003c\/p\u003e\n\n\u003ch3\u003eAll relevant compensation can be included\u003c\/h3\u003e\n\n\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 up to a comparable monthly compensation, which is then used in the analysis.\u003c\/p\u003e\n\n\u003cp\u003eThe user can also document, for example, length of service, relevant experience, and individual objective factors as support in the subsequent analysis. It is important that such factors are not used routinely without them actually being relevant, verifiable, and applied consistently.\u003c\/p\u003e\n\n\u003ch3\u003eAction plan with cost estimation\u003c\/h3\u003e\n\n\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 individual, type of measure, responsible person, monthly adjustment, annual cost, start date, deadline, status, and follow-up.\u003c\/p\u003e\n\n\u003cp\u003eFor the necessary salary adjustments, the documentation must include a cost estimate and timeline based on the objective that adjustments are implemented as soon as possible and within three years at the latest.\u003c\/p\u003e\n\n\u003ch3\u003eCooperation and follow-up\u003c\/h3\u003e\n\n\u003cp\u003eEmployers and employees must cooperate in the work with active measures. The report template therefore contains a specific section for participants, meetings, shared documentation, feedback, and how feedback has been handled. The package also contains sections for the evaluation of the previous year's planned measures.\u003c\/p\u003e\n\n\u003ch3\u003eFor employers of different sizes\u003c\/h3\u003e\n\n\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 data is often practical.\u003c\/p\u003e\n\n\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\n\n\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\/section\u003e\u003ch3\u003eLegal status checked 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 has announced that it wants to work for delayed implementation and renegotiation, and as of the product's review date, there is no bill regarding implementation. Therefore, the package 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 five individual document files and also a ZIP archive, i.e., \u003cstrong\u003esix download items\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\u003cli\u003e1 ZIP with the package's Word, PDF, and Excel materials\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003cp\u003eThe Word files are editable. The Excel workbook's formulas and highlighted results must always be checked against the organization's actual salary data. No physical product is sent.\u003c\/p\u003e\u003ch2\u003eGuides and legal sources for salary surveys\u003c\/h2\u003e\u003cp\u003eDelve into the \u003ca href=\"\/en\/blogs\/foretag\/lonekartlaggning-guide\"\u003eguide on how to conduct a salary survey step by step\u003c\/a\u003e. The documentation requirements for different employer sizes are described in the \u003ca href=\"https:\/\/e-guide.do.se\/aktiva-atgarder\/fyra-steg\/dokumentation\/vad-ska-vi-dokumentera\"\u003eDO's guidance\u003c\/a\u003e. Also check the \u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/diskrimineringslag-2008567_sfs-2008-567\/\"\u003eapplicable Discrimination Act\u003c\/a\u003e.\u003c\/p\u003e\u003ch2\u003eFrequently Asked Questions\u003c\/h2\u003e\u003ch3\u003eDoes a company with fewer than ten employees have to conduct a salary survey?\u003c\/h3\u003e\u003cp\u003eYes, a salary survey must be conducted annually even in small businesses. However, the same requirements for written documentation of the survey itself do not apply as for employers with at least ten employees.\u003c\/p\u003e\u003ch3\u003eMay the Excel tool's percentage figure alone determine if the salary is discriminatory?\u003c\/h3\u003e\u003cp\u003eNo. The statistics are an analysis basis. The employer must examine relevant circumstances and be able to justify salary differences that are unrelated to gender.\u003c\/p\u003e\u003ch3\u003eWhat is the difference between five files and six downloads?\u003c\/h3\u003e\u003cp\u003eThe package offers two Word files, two PDF files, and one Excel file. In addition, the same material is collected in a ZIP archive; therefore, a total of six download items are shown.\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, work tasks, collective agreements, forms of cooperation, and the actual circumstances that may explain salary differences. The Excel tool's formulas and highlights do not determine if a certain salary difference is objective or discriminatory. In case of complex issues or suspected pay discrimination, individual labor law 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 Chief Executive Officer's employment terms, responsibilities, powers, compensation, 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 based on 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 central parts of the Employment Protection Act (LAS) when the CEO effectively holds a managerial or comparable position.\u003c\/p\u003e\n\n\u003csection aria-label=\"This is included in the package\" style=\"border:1px solid #d6e0e8;border-radius:12px;background:#f8fafc;padding:18px 20px;margin:24px 0\"\u003e\u003ch2 style=\"font-size:1.3rem;margin:0 0 12px\"\u003eThis is included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eFour document files in two language versions\u003c\/strong\u003e and a consolidated ZIP archive are verified in Digital Products:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCEO agreement in Swedish:\u003c\/strong\u003e 1 editable DOCX and 1 PDF.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCEO Employment Agreement in English:\u003c\/strong\u003e 1 editable DOCX and 1 PDF.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e1 ZIP:\u003c\/strong\u003e package containing both language versions.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp style=\"margin:0\"\u003eA total of five download items. The CEO instruction, compensation annex, and checklist are, according to the product description, integrated into the respective language version – not separate document files. Version: 1.0 (2026-10-02).\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #d6e0e8;border-radius:12px;background:#fff;padding:18px 20px;margin:24px 0\"\u003e\u003ch2 style=\"font-size:1.3rem;margin:0 0 12px\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003eThe Swedish and English contract versions are intended to regulate the same CEO assignment in a Swedish limited company. They address, among other things, the CEO's powers and reporting, salary, bonus, pension, confidentiality, dismissal, termination of employment, and any severance pay.\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eIntegrated CEO instruction:\u003c\/strong\u003e board guidelines, reporting, monetary limits, and authorization.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCompensation annex:\u003c\/strong\u003e base salary, bonus terms, benefits, pension, and termination-related compensation.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChecklist:\u003c\/strong\u003e which tasks and decisions should be verified before signing.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp style=\"margin:0\"\u003eThe English version refers to Swedish law, not UK or US law.\u003c\/p\u003e\u003c\/section\u003e\n\n\u003cp\u003eBoth language versions also contain an integrated \u003cstrong\u003eCEO instruction\u003c\/strong\u003e, an annex for \u003cstrong\u003ecompensation 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 corporate legal position\u003c\/li\u003e\n\n\u003cli\u003eassignment, responsibility, and reporting to the board\u003c\/li\u003e\n\n\u003cli\u003eCEO instruction and delegation of authority\u003c\/li\u003e\n\n\u003cli\u003esignatory power, authorization, and internal powers\u003c\/li\u003e\n\n\u003cli\u003eworkplace, travel, and availability\u003c\/li\u003e\n\n\u003cli\u003eworking hours and any managerial position\u003c\/li\u003e\n\n\u003cli\u003efixed salary and salary review\u003c\/li\u003e\n\n\u003cli\u003ebonus and other variable compensation\u003c\/li\u003e\n\n\u003cli\u003epension and insurance\u003c\/li\u003e\n\n\u003cli\u003ebenefits and expense reimbursement\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\u003eside jobs, 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\u003ework exemption \/ garden leave\u003c\/li\u003e\n\n\u003cli\u003eseverance pay\u003c\/li\u003e\n\n\u003cli\u003eimmediate resignation upon material breach of contract\u003c\/li\u003e\n\n\u003cli\u003ethe difference between dismissal from the CEO assignment and 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 annex to the agreement and as support for the board's internal management. It covers, among other things, strategy and business plan, finance and internal control, reporting, risk and compliance, HR, monetary limits, contracts, board meetings, and annual review.\u003c\/p\u003e\n\n\u003cp\u003eThe CEO instruction does not replace the distribution of responsibilities defined in the Companies Act, but is designed to specify the board's guidelines, reporting requirements, and internal decision-making thresholds.\u003c\/p\u003e\n\n\u003ch3\u003eCompensation, bonus, pension, and severance pay\u003c\/h3\u003e\n\u003cp\u003eA separate annex makes it easy to gather the financial terms in a clear way. 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 premium\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 period for the company and the CEO respectively\u003c\/li\u003e\n\n\u003cli\u003eseverance pay\u003c\/li\u003e\n\n\u003cli\u003eany set-off against other income\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eSpecifically regarding LAS and managerial position\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 (LAS) contains exceptions from several central provisions for employees who, considering their duties and terms of employment, effectively hold a managerial or comparable position.\u003c\/p\u003e\n\n\u003cp\u003eThe template therefore does not use a categorical assumption that all CEOs fall outside of LAS. Instead, the clauses are formulated so that the actual role and terms must be assessed on a case-by-case basis. Therefore, matters such as notice of termination, garden leave, and severance pay are expressly regulated.\u003c\/p\u003e\n\n\u003ch3\u003eNon-compete clause and non-solicitation ban\u003c\/h3\u003e\n\u003cp\u003eThe template includes an optional non-compete and non-solicitation clause. It is deliberately designed with open fields for scope, geographical area, duration, and any compensation. A non-compete restriction must be reasonable according to Swedish law and should not be made more extensive than what the company's legitimate protection 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 a contract under English or US 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 regard to, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eSwedish Companies Act (2005:551), especially Chapter 8 regarding the CEO, day-to-day management, disqualification, and signatory power\u003c\/li\u003e\n\n\u003cli\u003eEmployment Protection Act (1982:80), especially Section 1 regarding managerial or comparable position\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\u003eEmployee Inventions Act (1949:345)\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\u003eGuides, legal sources, and related documents\u003c\/h3\u003e\u003cp\u003eRead about \u003ca href=\"\/en\/blogs\/foretag\/vd-avtal-villkor-styrelse-vd\"\u003ewhat terms a CEO agreement should contain\u003c\/a\u003e and \u003ca href=\"\/en\/blogs\/foretag\/styrelsens-arbetsordning-vd-instruktion-regler-innehall\"\u003ehow a CEO instruction relates to the board's rules of procedure\u003c\/a\u003e. Decisions may need to be documented in \u003ca href=\"\/en\/blogs\/foretag\/styrelseprotokoll-aktiebolag-krav-innehall\"\u003eboard minutes\u003c\/a\u003e, and authorizations specified in an \u003ca href=\"\/en\/blogs\/foretag\/attestordning-foretag-attestmatris-fakturor\"\u003eauthorization policy\u003c\/a\u003e.\u003c\/p\u003e\u003cp\u003eThe legal framework can be found in, among other places, the \u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/aktiebolagslag-2005551_sfs-2005-551\/\"\u003eSwedish Companies Act, Chapter 8\u003c\/a\u003e and \u003ca href=\"https:\/\/data.riksdagen.se\/dokument\/sfs-1982-80.html\"\u003eLAS Section 1\u003c\/a\u003e. Read the rules in their entirety for the specific role.\u003c\/p\u003e\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 specific corporate legal position, and the agreement normally needs to address issues such as board instructions, powers, reporting, dismissal, and severance terms much more explicitly.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDoes LAS apply to a CEO?\u003c\/strong\u003e\u003cbr\u003eIt depends on the actual position. Several central provisions in LAS do not apply to employees who, considering their duties and terms of employment, are considered to hold a managerial or 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 annex 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 restriction, and dispute resolution must be filled in and adapted. The company's board decisions, CEO instruction, authorization policy, and signatory power must also be consistent with the agreement.\u003c\/p\u003e\n\n\u003ch3\u003eAre the CEO agreement and the board's decision the same thing?\u003c\/h3\u003e\u003cp\u003eNo. The agreement regulates terms between the company and the CEO, while decisions to appoint or dismiss a CEO are made according to the rules of the Companies Act. Board decisions, registration, and employment terms need to be handled separately.\u003c\/p\u003e\u003ch3\u003eCan the English version be used for a Swedish limited company?\u003c\/h3\u003e\u003cp\u003eYes, the contract template is in English but refers to Swedish law. Specifically adapt provisions regarding tax, pension, international work, and choice of law in cross-border situations.\u003c\/p\u003e\u003ch3\u003eWhich download files will I receive?\u003c\/h3\u003e\u003cp\u003eTwo Word files and two PDF files, one of each format in Swedish and English, as well as a ZIP archive. Annexes and the checklist are, according to the document description, inside each respective contract version.\u003c\/p\u003e\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 general documentation and does not replace individual legal advice. Especially compensation terms, non-compete restrictions, pension, tax, stock exchange rules, 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) according to 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 templates for a work environment policy, SAM routines, task allocation, risk assessment, action plan, incidents and accidents, introductions, organizational and social work environment, work adaptation, annual cycles, and annual follow-up.\u003c\/p\u003e\n\n\u003csection aria-label=\"What is included in the package\" style=\"border:1px solid #d6e0e8;border-radius:12px;background:#f8fafc;padding:18px 20px;margin:24px 0\"\u003e\u003ch2 style=\"font-size:1.3rem;margin:0 0 12px\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003cp\u003eFour download items are verified in Digital Products:\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e1 DOCX:\u003c\/strong\u003e consolidated work environment package with policy sections, routines, forms, and checklists.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e1 PDF:\u003c\/strong\u003e corresponding documents for review and printing.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e1 XLSX:\u003c\/strong\u003e Excel tool for risks, action plans, incidents, and follow-up.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003e1 ZIP:\u003c\/strong\u003e bundled download with all three document formats.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp style=\"margin:0\"\u003eLanguage: Swedish. Document version: 1.0 (2026-10-02). The forms in the Word\/PDF package are integrated parts, not separate Word files.\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #d6e0e8;border-radius:12px;background:#fff;padding:18px 20px;margin:24px 0\"\u003e\u003ch2 style=\"font-size:1.3rem;margin:0 0 12px\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003eThe \u003cstrong\u003eWord\/PDF document\u003c\/strong\u003e is used to describe the work environment policy, responsibilities, task allocation, risk assessment, action plan, OSA (organizational and social work environment), incident investigation, introduction, and annual follow-up. Fill in the company's risks, responsible parties, dates, and decisions.\u003c\/p\u003e\n\n\u003cp\u003eThe \u003cstrong\u003eExcel workbook\u003c\/strong\u003e contains, as per the package description, separate worksheets for risk assessment, measures, incidents, and the annual cycle. Entered probability and consequence values can provide a calculated risk score; however, the assessment must still be quality-assured by the employer. A document package does not replace actual work environment measures.\u003c\/p\u003e\u003c\/section\u003e\n\n\u003ch3\u003eThe Word\/PDF package contains\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\u003eroutine for systematic work environment management\u003c\/li\u003e\n\n\u003cli\u003eemployee participation\u003c\/li\u003e\n\n\u003cli\u003etask allocation for 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 incidents or accidents\u003c\/li\u003e\n\n\u003cli\u003eintroduction checklist for new employees and new tasks\u003c\/li\u003e\n\n\u003cli\u003etemplate for written safety instructions for serious risks\u003c\/li\u003e\n\n\u003cli\u003eOSA checklist for workload, clarity, support, and working hours\u003c\/li\u003e\n\n\u003cli\u003eroutine for victimisation\u003c\/li\u003e\n\n\u003cli\u003eroutine 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 in 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 score and risk level\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAction plan:\u003c\/strong\u003e measure, responsible person, budget\/resources, deadline, and effect control\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eIncidents \u0026amp; accidents:\u003c\/strong\u003e consolidated 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\u003eTask allocation:\u003c\/strong\u003e work environment tasks, authority, resources, and competence\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAnnual follow-up:\u003c\/strong\u003e control points to assess if SAM is effective\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDocument register:\u003c\/strong\u003e overview of policies, routines, 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 investigated, risks must be assessed, and necessary measures must be 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 specifying who is responsible and the deadline for implementation. Completed measures must be verified.\u003c\/p\u003e\n\n\u003ch3\u003eSpecial written requirements for 10 or more employees\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:1 states that the work environment policy, SAM routines, and task allocation must be in writing when the business has \u003cstrong\u003eten or more employees\u003c\/strong\u003e. The results of the annual follow-up must also be documented in writing if 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 special 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, modified work methods or working hours, renovations or new construction, 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 victimisation. 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 templates for OSA goals, workload, priorities, support, working hours, and a routine for victimisation.\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 several employees simultaneously, or incidents involving 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\u003eEvery year, the employer must follow up on whether the systematic work environment management is being carried out according to the rules and if it is effective. The template package includes a comprehensive checklist for, among other things, policy, routines, risk assessments, action plans, incidents, introductions, OSA, work adaptation, and the need for external professional assistance.\u003c\/p\u003e\n\n\u003ch3\u003eWhich businesses is the package suitable for?\u003c\/h3\u003e\n\u003cp\u003eThe package is designed as a general basic SAM package and can be adapted for small and medium-sized enterprises, associations, and other employers. Businesses 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 provisions AFS 2023:1 – Systematic work environment management\u003c\/li\u003e\n\n\u003cli\u003eSwedish Work Environment Authority's provisions 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\u003eGuides and legal sources for SAM\u003c\/h3\u003e\u003cp\u003eStart with the \u003ca href=\"\/en\/blogs\/foretag\/systematiskt-arbetsmiljoarbete-sam-afs-2023-1\"\u003eguide on systematic work environment management according to AFS 2023:1\u003c\/a\u003e. For questions about workload, support, and victimisation, see the \u003ca href=\"\/en\/blogs\/arbetsmiljo-hr-guider\/osa-organisatorisk-social-arbetsmiljo-afs-2023-2\"\u003eOSA guide according to AFS 2023:2\u003c\/a\u003e. In case of incidents, the \u003ca href=\"\/en\/blogs\/arbetsmiljo-hr-guider\/tillbudsrapport-arbetsolycka-utredning-anmalan-atgardsplan\"\u003eguide on incident reports and work accidents\u003c\/a\u003e can help the business document correctly.\u003c\/p\u003e\u003cp\u003eOfficial regulations: \u003ca href=\"https:\/\/www.av.se\/arbetsmiljoarbete-och-inspektioner\/publikationer\/foreskrifter\/afs-20231\/\"\u003eAFS 2023:1\u003c\/a\u003e and \u003ca href=\"https:\/\/www.av.se\/arbetsmiljoarbete-och-inspektioner\/publikationer\/foreskrifter\/afs-20232\/\"\u003eAFS 2023:2\u003c\/a\u003e.\u003c\/p\u003e\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\u003eMust a reorganization be risk-assessed?\u003c\/strong\u003e\u003cbr\u003eYes. A risk assessment must be performed before changes in operations such as personnel changes, modified 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 automatically calculated and classified as low, moderate, high, or very high.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eIs this all an employer needs?\u003c\/strong\u003e\u003cbr\u003eIt is a comprehensive basic package for SAM. Business-specific risks and regulations must always be identified and added based on the actual operations.\u003c\/p\u003e\n\n\u003ch3\u003eCan I use the same risk matrix for all types of work environment risks?\u003c\/h3\u003e\u003cp\u003eThe risk matrix can be used as a general work tool, but the method must be adapted to the business's risks. Certain work environment areas require specific investigations and assessments according to other regulations.\u003c\/p\u003e\u003ch3\u003eWho has the work environment responsibility when SAM tasks have been allocated?\u003c\/h3\u003e\u003cp\u003eThe employer retains the responsibility even if work environment tasks have been allocated to managers or other employees. Those receiving tasks need the right authority, resources, and knowledge.\u003c\/p\u003e\u003ch3\u003eHow many separate files do I get?\u003c\/h3\u003e\u003cp\u003eOne Word file, one PDF, one Excel workbook, and one ZIP archive are available as download objects. The document templates and checklists are consolidated in the Word\/PDF package.\u003c\/p\u003e\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 document materials and do not replace a business-specific work environment investigation, risk assessment, or individual legal\/professional advice where 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 wanting to consolidate internal rules, guidelines, and personnel information into a professional employee handbook. The package includes an extensive \u003cstrong\u003eEmployee Handbook 2026\u003c\/strong\u003e, a separate \u003cstrong\u003eHR Policy Library\u003c\/strong\u003e, and an \u003cstrong\u003eacknowledgement template\u003c\/strong\u003e that can be used to document that employees have received access to current governance documents.\u003c\/p\u003e\n\n\u003cp\u003eThe templates are developed 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 their organization, collective bargaining agreements, employment contracts, working methods, and industry.\u003c\/p\u003e\n\n\u003csection aria-label=\"What is included in the package\" style=\"border:1px solid #d6e0e8;border-radius:12px;background:#f8fafc;padding:18px 20px;margin:24px 0\"\u003e\u003ch2 style=\"font-size:1.3rem;margin:0 0 12px\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eA ZIP archive\u003c\/strong\u003e is verified as a digital download: \u003cstrong\u003ePersonalhandbok_HR_Policy_Mallpaket_2026_WORD_PDF.zip\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003cp\u003eThe previous product listing describes three document types – employee handbook, HR policy library, and acknowledgement template – each in DOCX and PDF, for a total of six files \u003cem\u003einside the ZIP\u003c\/em\u003e. These files are not separate download items, and the internal file list of the ZIP archive has not been verified here.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eLanguage: Swedish. Document version: 1.0 (2026-10-02). The product is intended as an adaptable foundational basis, not as a generally valid set of personnel regulations without further measures.\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #d6e0e8;border-radius:12px;background:#fff;padding:18px 20px;margin:24px 0\"\u003e\u003ch2 style=\"font-size:1.3rem;margin:0 0 12px\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eThe Employee Handbook\u003c\/strong\u003e gathers routines for working hours, absence, work environment, privacy, and employment matters. \u003cstrong\u003eThe Policy Library\u003c\/strong\u003e provides, as described, suggestions for separate rules regarding, for example, equal treatment, AI, information security, remote work, and whistleblowing. \u003cstrong\u003eThe acknowledgement template\u003c\/strong\u003e documents that the employee has taken part of the applicable information. The employer must verify that the routines harmonize with law, collective agreements, and individual agreements.\u003c\/p\u003e\u003c\/section\u003e\u003ch3\u003eDocument types according to original file list\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\u003eAcknowledgement of employee handbook \u0026amp; policies – Word (DOCX)\u003c\/li\u003e\n\n\u003cli\u003eAcknowledgement 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 retaliation\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 acknowledgement\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-made 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 personnel 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 routine\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 regulatory structure that has been in effect since \u003cstrong\u003eJanuary 1, 2025\u003c\/strong\u003e. AFS 2023:1 requires, among other things, a work environment policy and routines for the systematic work environment management; for ten or more employees, these must be in writing. AFS 2023:2 contains requirements regarding the organizational and social work environment, workload, abusive discrimination, 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 retaliation. With at least 25 employees, all parts of the work with active measures must be documented in writing. Salary surveys must be documented in writing with at least 10 employees.\u003c\/p\u003e\n\n\u003ch3\u003eGDPR and personnel 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 incidents. 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 that providers and organizations using AI systems take measures to support sufficient AI competence among staff and other persons using the systems on their behalf. The policy therefore contains 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 individual working arrangements are regulated separately.\u003c\/p\u003e\n\n\u003ch3\u003eWhistleblowing\u003c\/h3\u003e\n\u003cp\u003eBusiness operators who, at the beginning of the calendar year, had \u003cstrong\u003e50 or more employees\u003c\/strong\u003e are, as a general rule, subject to the obligation to have internal reporting channels in accordance with the Whistleblowing Act. The employee handbook therefore includes a space for reference to the company's separate whistleblowing policy and reporting channel.\u003c\/p\u003e\n\n\u003ch3\u003eImportant regarding salary transparency 2026\u003c\/h3\u003e\n\u003cp\u003eThe package does not address proposed Swedish salary transparency rules as if they were already current law. In March 2026, the government announced that no bill on the implementation of the EU Salary Transparency Directive is currently intended to be submitted, and that Sweden is working for a postponed implementation date and renegotiation. Existing requirements under the Discrimination Act, including salary surveys and active measures, however, remain in place.\u003c\/p\u003e\n\n\u003ch3\u003eAcknowledgement template included\u003c\/h3\u003e\n\u003cp\u003eA separate acknowledgement makes it possible to document that the employee has received access to the employee handbook and relevant policies. The acknowledgement is deliberately phrased as a receipt and information confirmation – 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 with consideration to, among others:\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\u003eWhistleblowing 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 routines\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 company management who need an editable base package\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eGuides and supplementary documents\u003c\/h3\u003e\u003cp\u003eFor support in the design, read \u003ca href=\"\/en\/blogs\/foretag\/personalhandbok-vad-ska-den-innehalla\"\u003ewhat an employee handbook should contain\u003c\/a\u003e and \u003ca href=\"\/en\/blogs\/foretag\/anstallningsavtal-vad-ska-det-innehalla\"\u003ewhat should be regulated in individual employment contracts\u003c\/a\u003e. For the work environment, the \u003ca href=\"\/en\/blogs\/foretag\/systematiskt-arbetsmiljoarbete-sam-afs-2023-1\"\u003eSAM guide\u003c\/a\u003e can help; for workplace rules regarding AI, there is the \u003ca href=\"\/en\/blogs\/foretag\/ai-policy-foretag\"\u003eguide on AI policy\u003c\/a\u003e.\u003c\/p\u003e\u003cp\u003eEmployers may also need separate routines for \u003ca href=\"\/en\/blogs\/foretag\/visselblasarpolicy-krav-innehall\"\u003ewhistleblowing\u003c\/a\u003e and \u003ca href=\"\/en\/blogs\/foretag\/distansarbete-byod-policy-avtal-arbetsgivare\"\u003eremote work and BYOD\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\u003ch4\u003eAre the handbook's rules automatically binding for all employees?\u003c\/h4\u003e\u003cp\u003eNo. It depends on how the rules were introduced, what they concern, and their relationship to mandatory law, collective agreements, and individual contracts. An acknowledgement is primarily proof of information received.\u003c\/p\u003e\u003ch4\u003eAre the policies in the employee handbook sufficient to meet the requirements for a whistleblowing function?\u003c\/h4\u003e\u003cp\u003eNo. Businesses that are covered also need to secure functioning internal reporting channels, authorized recipients, information routines, and correct personal data handling.\u003c\/p\u003e\u003ch4\u003eHow many files do I get upon purchase?\u003c\/h4\u003e\u003cp\u003eA ZIP file is offered as a download. The product listing specifies employee handbook, policy library, and acknowledgement template in Word and PDF, but the ZIP archive's internal files have not been reviewed individually.\u003c\/p\u003e\u003ch3\u003eNote\u003c\/h3\u003e\n\u003cp\u003eThe employee handbook is a general document basis 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 a special 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\u003cbr\u003e\n\u003cstrong\u003eJurisdiction:\u003c\/strong\u003e Sweden\u003cbr\u003e\n\u003cstrong\u003eVerified digital delivery:\u003c\/strong\u003e 1 ZIP (product listing indicates 6 internal files, not separately checked)\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 contains a separate remote work agreement, BYOD agreement, remote and hybrid policy, as well as a checklist\/risk assessment. All documents are delivered in both Word (DOCX) and PDF.\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 responsibility, working hours, the Employment Protection Act (LAS) information rules, the Co-Determination in the Workplace Act (MBL), GDPR, information security, and the Swedish Tax Agency's rules regarding work tools and expense reimbursements.\u003c\/p\u003e\n\n\u003csection aria-label=\"What's included in the package\" style=\"border:1px solid #d6e0e8;border-radius:12px;background:#f8fafc;padding:18px 20px;margin:24px 0\"\u003e\u003ch2 style=\"font-size:1.3rem;margin:0 0 12px\"\u003eWhat's included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eA ZIP archive\u003c\/strong\u003e is linked as a download in Digital Products: \u003cstrong\u003eDistansarbete_Hybrid_BYOD_Mallpaket_2026_WORD_PDF.zip\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003cp\u003eThe product's previous table of contents indicates four document types with Word and PDF versions: remote work agreement, BYOD agreement, remote\/hybrid policy, and a checklist with risk assessment. This would correspond to eight files \u003cem\u003einside\u003c\/em\u003e the ZIP archive, but the archive's internal contents have not yet been independently verified.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eVerified delivery: one ZIP download, not eight separate download links. Language: Swedish. Version 1.0 (2026-10-02).\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #d6e0e8;border-radius:12px;background:#fff;padding:18px 20px;margin:24px 0\"\u003e\u003ch2 style=\"font-size:1.3rem;margin:0 0 12px\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003eThe \u003cstrong\u003eRemote Work Agreement\u003c\/strong\u003e is used to specify the workplace, availability, working hours, responsibilities, and costs. The \u003cstrong\u003eBYOD Agreement\u003c\/strong\u003e regulates the use of private equipment and the control of work data. The \u003cstrong\u003ePolicy\u003c\/strong\u003e provides common frameworks for the employer, and the \u003cstrong\u003eRisk Assessment\u003c\/strong\u003e helps with ergonomics, workload, information security, and follow-up.\u003c\/p\u003e\n\n\u003cp\u003eFill in the company's actual routines and workplaces. An agreement does not replace the employer's work environment responsibility or necessary safety and data protection measures.\u003c\/p\u003e\u003c\/section\u003e\u003ch3\u003eDocument types according to existing package list\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\u003enormal 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 responsibilities\u003c\/li\u003e\n\n\u003cli\u003einformation security and confidentiality\u003c\/li\u003e\n\n\u003cli\u003epersonal data, logging, and proportionate monitoring\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 responsibility 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 aspects such as 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 should be handled through a separate 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 device 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 may and may not see\u003c\/li\u003e\n\n\u003cli\u003elogging and control according to GDPR\u003c\/li\u003e\n\n\u003cli\u003eloss, theft, and information security incidents\u003c\/li\u003e\n\n\u003cli\u003eselective deletion 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 monitoring of employees\u003c\/h3\u003e\n\u003cp\u003eThe employer is responsible for ensuring that personal data is processed lawfully even when work is performed at home or on private equipment. The package therefore contains clear restrictions on monitoring and surveillance. Security logging and follow-up must be factually justified, transparent, and proportionate. The agreements do not give the employer general access to private files, private messages, or other private communications.\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\u003enormal 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, screen displays, 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 about conditions 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 no later than when it starts to be applied. 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 operations or working and employment conditions may entail a duty to negotiate under the Co-Determination in the Workplace Act (MBL). The package therefore includes 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 compensation for items that the employee purchases themselves. The package therefore describes costs and compensation cautiously and leaves open fields for the company's actual model instead of claiming that compensation is always tax-exempt.\u003c\/p\u003e\n\n\u003ch3\u003eWho is the 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 working 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 was developed with consideration for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe Work Environment Act (1977:1160)\u003c\/li\u003e\n\n\u003cli\u003eAFS 2023:1 on systematic work environment management\u003c\/li\u003e\n\n\u003cli\u003ethe Employment Protection Act (1982:80), specifically sections 6 c and 6 e\u003c\/li\u003e\n\n\u003cli\u003ethe Working Hours Act (1982:673)\u003c\/li\u003e\n\n\u003cli\u003ethe Co-Determination in the Workplace Act (1976:580), specifically section 11\u003c\/li\u003e\n\n\u003cli\u003ethe General Data Protection Regulation (EU) 2016\/679\u003c\/li\u003e\n\n\u003cli\u003ethe Trade 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\u003eGuides and supplementary information\u003c\/h3\u003e\u003cp\u003eRead the \u003ca href=\"\/en\/blogs\/foretag\/distansarbete-byod-policy-avtal-arbetsgivare\"\u003eguide on remote work and BYOD\u003c\/a\u003e to choose appropriate contractual terms. For internal policy structure, there is the \u003ca href=\"\/en\/blogs\/foretag\/personalhandbok-vad-ska-den-innehalla\"\u003eguide on employee handbooks\u003c\/a\u003e. For risk assessment and follow-up, the \u003ca href=\"\/en\/blogs\/foretag\/systematiskt-arbetsmiljoarbete-sam-afs-2023-1\"\u003eguide on systematic work environment management\u003c\/a\u003e is also relevant.\u003c\/p\u003e\u003cp\u003eWhen handling employees' personal data, you can read the \u003ca href=\"\/en\/blogs\/foretag\/integritetspolicy-cookiepolicy-gdpr-cookies-krav\"\u003eguide on privacy information and GDPR\u003c\/a\u003e as further background.\u003c\/p\u003e\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\u003ch4\u003eIs the employer allowed to check private files on a BYOD device?\u003c\/h4\u003e\u003cp\u003eNot generally. The employer's personal data processing and security controls must have a legal basis and be necessary, proportionate, and transparent. Private information must be protected.\u003c\/p\u003e\u003ch4\u003eDoes the employer have work environment responsibility for remote work?\u003c\/h4\u003e\u003cp\u003eYes, the work environment responsibility remains. At the same time, investigations and measures must be planned with respect for the home and the employee's integrity.\u003c\/p\u003e\u003ch4\u003eIs work from abroad automatically permitted under the agreement?\u003c\/h4\u003e\u003cp\u003eNo. Working from abroad can raise specific issues regarding tax, social security, labor law, data security, and contractual terms and should be specifically approved and assessed.\u003c\/p\u003e\u003ch4\u003eHow are the different agreements delivered?\u003c\/h4\u003e\u003cp\u003eDigital Products shows a ZIP file. According to the previous product description, the package contains four document types in Word and PDF, but the archive's internal content has not been verified in this review.\u003c\/p\u003e\u003ch3\u003ePlease note\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. Working from abroad may entail specific issues 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\u003eVerified download:\u003c\/strong\u003e 1 ZIP (previous list states 8 internal files; not separately checked)\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 in accordance with 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 the first day, while simultaneously providing the written information regarding employment terms required by the \u003cstrong\u003eEmployment Protection Act (1982:80), LAS\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe template package is \u003cstrong\u003elegally reviewed as of October 4, 2026\u003c\/strong\u003e and intended for use during \u003cstrong\u003e2026\/2027\u003c\/strong\u003e. The document takes special account of the rules on probationary employment in Section 6 of the LAS, the obligation to provide information in Section 6 c of the LAS, and the employer's obligation to notify and give notice under Section 31 of the LAS.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDigital delivery:\u003c\/strong\u003e a ZIP file. The previous inventory indicates 2 document types in Word\/PDF (4 internal format files, 8 pages), but the ZIP contents have not been inventoried separately.\u003c\/p\u003e\n\n\u003csection aria-label=\"What is included in the package\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#f8fafc\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eVerified digital delivery:\u003c\/strong\u003e a ZIP archive, \u003cstrong\u003eProvanstallningsavtal_2026_2027_Mallpaket.zip\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003cp\u003eAccording to the previous product list, this includes a probationary employment agreement and a separate user guide in Word and PDF (2 document types and 4 internal Word\/PDF format files, 8 pages). The internal content of the ZIP file has not been independently inventoried.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eThere is one ZIP download – not 4 separate download links.\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#fff\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eThe agreement template:\u003c\/strong\u003e parties to the employment, probationary period, duties, working hours, salary, vacation, collective agreements, and other information according to Section 6 c of the LAS. \u003cstrong\u003eThe guide:\u003c\/strong\u003e rules on maximum probationary period, notification, notice, and what happens after the end of the probationary period.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eProbationary employment is covered by Sections 6 and 31 of the LAS. Collective agreements may contain valid deviations, and the employer's decision must not violate discrimination or parental leave regulations.\u003c\/p\u003e\u003c\/section\u003e\u003ch3\u003eDocuments according to the table of contents\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 agreement, vacation, pension, insurance, and other terms.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat is a probationary employment?\u003c\/h3\u003e\n\u003cp\u003eA probationary employment is a fixed-term form of employment used to give the employer and the employee the opportunity to evaluate 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\u003ea maximum of six months\u003c\/strong\u003e. If neither party gives notice that the employment should not continue by the end of the probationary period, the probationary employment converts 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 that the collective agreement should be checked before the template is used.\u003c\/p\u003e\n\n\u003ch3\u003eClear monitoring of the probationary period end date\u003c\/h3\u003e\n\u003cp\u003eOne of the most common practical mistakes in probationary employment is that the employer misses the end date. The template therefore has a specific agreement summary with:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edate of agreement,\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 sets up internal monitoring several weeks before the end date.\u003c\/p\u003e\n\n\u003ch3\u003eEmployer and employee\u003c\/h3\u003e\n\u003cp\u003eThe agreement contains clear sections for identifying both parties, including:\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,\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 contains 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 duties, so that the agreement does not become unnecessarily narrow while still clearly defining the content of the employment.\u003c\/p\u003e\n\n\u003ch3\u003eEmployment rate and working hours\u003c\/h3\u003e\n\u003cp\u003eThe template contains 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 variable working hours,\u003c\/li\u003e\n\n\u003cli\u003eminimum notice for schedule changes,\u003c\/li\u003e\n\n\u003cli\u003eshifts, on-call, and standby duties.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eFull-time is the starting point according to the LAS if nothing else has been agreed. If the employment is part-time, the employment rate should therefore be clearly stated.\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 comply with the LAS requirement that initial salary and other salary benefits must be specified 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 contains 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 agreement, pension, and insurance\u003c\/h3\u003e\n\u003cp\u003eSince collective agreements can affect a large part of the terms of employment, the template contains a separate 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 bargaining area applies,\u003c\/li\u003e\n\n\u003cli\u003eoccupational pension,\u003c\/li\u003e\n\n\u003cli\u003ecollectively bargained or other insurance.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eTraining and induction\u003c\/h3\u003e\n\u003cp\u003eThe information regulations of the LAS also cover information about the right to training provided by the employer, when applicable. The template therefore has fields for induction, 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 on trade secrets, confidentiality, data protection, and information security. The provision is explicitly drafted so that it does not infringe on statutory rights, for example 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 protection against general prohibitions on having other employment. The template follows this principle and states that restrictions may be relevant when the other employment is obstructive to work, competitively harmful, or may otherwise harm the employer's business.\u003c\/p\u003e\n\n\u003ch3\u003eHow is a probationary employment terminated?\u003c\/h3\u003e\n\u003cp\u003eIf the employer wants to terminate the probationary employment prematurely or end it without it converting into permanent employment, the employee must normally be \u003cstrong\u003enotified at least two weeks in advance\u003c\/strong\u003e according to Section 31 of the LAS.\u003c\/p\u003e\n\u003cp\u003eIf the employee is unionized, the employer must simultaneously notify the local trade union to which the employee belongs. The employee and the union 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 terminated. The template store 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 show objective grounds in the same way as when terminating a permanent employment. However, this does not mean that the employer has the right to terminate the probationary employment for any reason whatsoever.\u003c\/p\u003e\n\u003cp\u003eA termination must not, for example, violate:\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 temporary parental benefit (VAB) 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 position in certain situations may instead raise the question of 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 central 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 temporary agency work,\u003c\/li\u003e\n\n\u003cli\u003etraining,\u003c\/li\u003e\n\n\u003cli\u003evacation,\u003c\/li\u003e\n\n\u003cli\u003erules when the employment ends,\u003c\/li\u003e\n\n\u003cli\u003esocial protection,\u003c\/li\u003e\n\n\u003cli\u003ecollective agreement.\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, sickness, and other absence,\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, specifically Sections 4 a, 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\u003cp\u003e\u003cstrong\u003eVerified download item:\u003c\/strong\u003e 1 ZIP. The list indicates 2 document types in a total of 4 internal Word\/PDF format files, not yet inventoried.\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWord (DOCX)\u003c\/strong\u003e – fully editable.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePDF\u003c\/strong\u003e – 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\u003eGuides and related documents\u003c\/h3\u003e\u003cp\u003eRead the \u003ca href=\"\/en\/blogs\/foretag\/provanstallningsavtal-vad-ska-det-innehalla-las\"\u003eguide on probationary employment agreements according to the LAS\u003c\/a\u003e, the \u003ca href=\"\/en\/blogs\/foretag\/anstallningsformer-tillsvidare-provanstallning-visstid\"\u003eguide on different forms of employment\u003c\/a\u003e, the \u003ca href=\"\/en\/blogs\/foretag\/anstallningsavtal-vad-ska-det-innehalla\"\u003eguide on what terms employment agreements should contain\u003c\/a\u003e. Compare if necessary with the \u003ca href=\"\/en\/products\/sarskild-visstidsanstallning-sava-2026-2027-word-pdf\"\u003etemplate for special fixed-term employment (SÄVA)\u003c\/a\u003e as well as the \u003ca href=\"https:\/\/data.riksdagen.se\/dokument\/sfs-1982-80.html\"\u003eEmployment Protection Act (LAS)\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\u003ch4\u003eAre there four separate download links?\u003c\/h4\u003e\u003cp\u003eOne ZIP file is linked to the product. The previous table of contents indicates a probationary employment agreement and guide in Word\/PDF, but the internal files have not been inventoried separately.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eHow long can a probationary employment 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 should not continue is not given by the end of the probationary period, the probationary employment converts into permanent employment.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the employer have to have objective grounds?\u003c\/strong\u003e\u003cbr\u003eNot in the same way as when terminating a permanent employment, but the decision must not violate the Discrimination Act, the Parental Leave Act, or other mandatory law.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eHow far in advance should 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 prematurely or end it without 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 basis. Collective agreements, industry rules, and the circumstances of the individual employment may require adjustments. In complex labor law situations, individual advice should be obtained.\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 including the written information on employment conditions required by Section 6 c of the LAS.\u003c\/p\u003e\n\u003cp\u003eThe template package is \u003cstrong\u003elegally reviewed as of October 4, 2026\u003c\/strong\u003e and intended for use during \u003cstrong\u003e2026\/2027\u003c\/strong\u003e. It specifically takes into account the rules on SÄVA in Sections 5 and 5 a of the LAS, the three-employment rule in Section 3, the information requirements in Section 6 c, notice according to Section 15, and preferential rights according to Section 25.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDigital delivery:\u003c\/strong\u003e a ZIP file. The previous list indicates 2 document types in Word\/PDF (4 internal format files, 10 pages), but the ZIP content has not been inventoried separately.\u003c\/p\u003e\n\n\u003csection aria-label=\"What is included in the package\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#f8fafc\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eVerified digital delivery:\u003c\/strong\u003e a ZIP archive, \u003cstrong\u003eSAVA_2026_2027_TemplatePackage.zip\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003cp\u003eAccording to the previous product list, the package includes an agreement on special fixed-term employment as well as a user guide in Word\/PDF (2 document types and 4 internal Word\/PDF format files, 10 pages). The internal content of the ZIP file has not been independently inventoried.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eThere is one ZIP download – not 4 separate download links.\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#fff\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eThe employment contract:\u003c\/strong\u003e employment period, position, working hours, compensation, vacation, pension, and collective agreement details. \u003cstrong\u003eThe user guide:\u003c\/strong\u003e calculation of previous special fixed-term periods, conversion, notice, preferential rights, and duty to provide information according to the LAS.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eSÄVA can transition into permanent employment after more than twelve months of total SÄVA time according to Section 5 a of the LAS. Chain rules and collective agreements may affect the calculation.\u003c\/p\u003e\u003c\/section\u003e\u003ch3\u003eDocuments according to the table of contents\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 LAS.\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 fixed-term employment forms that may be used according to Section 5 of the LAS. It replaced the previous general fixed-term employment. Unlike, for example, temporary replacement employment (vikariat), the employer does not normally need to state 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 employment form is explicitly stated as \u003cstrong\u003especial fixed-term employment\u003c\/strong\u003e. The LAS requires that information about the employment being SÄVA must be provided in connection with the entering into of the employment, regardless of how short the employment is.\u003c\/p\u003e\n\n\u003ch3\u003eAutomatic transition after more than 12 months\u003c\/h3\u003e\n\u003cp\u003eOne of the most important rules is that SÄVA automatically transitions into 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 when SÄVA, temporary replacement employment (vikariat), 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 commences within six months from the end date of the previous employment.\u003c\/p\u003e\n\u003cp\u003eThe template therefore contains a specific history table where previous SÄVA, temporary replacement, and seasonal work 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 LAS rules.\u003c\/p\u003e\n\u003cp\u003eThis rule is particularly important for employers who use short shifts, individual days, or recurring short fixed-term periods.\u003c\/p\u003e\n\u003cp\u003eThe template contains a specific checkpoint 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 will not receive continued employment may be entitled to notice according to Section 15 of the LAS. For SÄVA, a specific time limit applies: the employee is covered by the notice requirement if he or she, at the end of the employment, 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 normally be provided at least one month before the end of the employment. If the employment is so short that notice cannot be provided one month in advance, it should instead be provided when the employment begins.\u003c\/p\u003e\n\n\u003ch3\u003ePreferential right to new SÄVA\u003c\/h3\u003e\n\u003cp\u003eIn the absence of continued employment due to redundancy, an employee may acquire a preferential right to re-employment if the conditions in the LAS are met. For a preferential 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 calculated SÄVA time and a check if preferential 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 for by a collective agreement, or the employment has previously transitioned into a permanent employment.\u003c\/p\u003e\n\u003cp\u003eThe template contains a clear choice section for whether the parties want to agree on a possibility of termination during the employment period itself. This reduces the risk of anyone incorrectly assuming that a standard notice period applies automatically.\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\/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 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\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\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\u003estandard working hours or schedule,\u003c\/li\u003e\n\n\u003cli\u003evariable working hours,\u003c\/li\u003e\n\n\u003cli\u003eadvance notice for schedule changes,\u003c\/li\u003e\n\n\u003cli\u003eshifts, on-call, and standby.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe LAS 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 day,\u003c\/li\u003e\n\n\u003cli\u003epayment method,\u003c\/li\u003e\n\n\u003cli\u003eunsocial hours supplement (OB),\u003c\/li\u003e\n\n\u003cli\u003eovertime and extra time 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 specific sections for vacation, occupational pension, insurance, and social security. The terms must be adapted to the Annual Leave Act, collective agreements, and the individual employment.\u003c\/p\u003e\n\n\u003ch3\u003eCollective agreements may change standard rules\u003c\/h3\u003e\n\u003cp\u003eThe LAS 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 normally be notified when an agreement on fixed-term employment is entered into for work within the collective agreement area. Notification according to Section 28 of the LAS does not normally need to be provided if the employment duration is a maximum of one month.\u003c\/p\u003e\n\u003cp\u003eWhen the employer provides notice according to Section 15 that a fixed-term employment will not continue, the local employee organization to which the employee belongs should normally be notified at the same time according to Section 30 a of the LAS.\u003c\/p\u003e\n\n\u003ch3\u003eChecklist according to Section 6 c of the LAS\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\u003ethe SÄVA form and end date,\u003c\/li\u003e\n\n\u003cli\u003esalary and salary benefits,\u003c\/li\u003e\n\n\u003cli\u003eworking hours, overtime, and extra time,\u003c\/li\u003e\n\n\u003cli\u003earrangement of working hours,\u003c\/li\u003e\n\n\u003cli\u003eclient company in case of staffing 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 agreement.\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\u003epreferential right to 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 LAS,\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 have been 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, specifically 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\u003cp\u003e\u003cstrong\u003eVerified download item:\u003c\/strong\u003e 1 ZIP. The list indicates 2 document types in a total of 4 internal Word\/PDF format files, not yet inventoried.\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWord (DOCX)\u003c\/strong\u003e – fully editable.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePDF\u003c\/strong\u003e – 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 item is sent.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eGuides and related documents\u003c\/h3\u003e\u003cp\u003eRead the \u003ca href=\"\/en\/blogs\/foretag\/sarskild-visstidsanstallning-sava-regler-avtal\"\u003eguide on special fixed-term employment and conversion\u003c\/a\u003e, \u003ca href=\"\/en\/blogs\/foretag\/anstallningsformer-tillsvidare-provanstallning-visstid\"\u003ethe guide on employment forms\u003c\/a\u003e, \u003ca href=\"\/en\/blogs\/foretag\/anstallningsavtal-vad-ska-det-innehalla\"\u003ethe guide on employment contracts according to the LAS\u003c\/a\u003e. If necessary, compare with the \u003ca href=\"\/en\/products\/provanstallningsavtal-2026-2027-word-pdf\"\u003etemplate for probationary employment contracts\u003c\/a\u003e and the \u003ca href=\"https:\/\/data.riksdagen.se\/dokument\/sfs-1982-80.html\"\u003eEmployment Protection Act (LAS)\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\u003ch4\u003eIs an employment history included as a separate Excel file?\u003c\/h4\u003e\u003cp\u003eNo, there is no separate Excel file connected. A ZIP file is linked and the previous file list describes SÄVA agreements with a history table and guide in Word\/PDF. Internal ZIP content has not been inventoried.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eHow long can SÄVA be used?\u003c\/strong\u003e\u003cbr\u003eSÄVA normally transitions into permanent employment when the total SÄVA time exceeds 12 months according to Section 5 a of the LAS, also taking into account the special chain and calculation rules.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the employer need to state a specific reason?\u003c\/strong\u003e\u003cbr\u003eThe LAS does not normally 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\u003eWith three or more SÄVA in the same calendar month, the time between employments may also be counted as SÄVA time for several central LAS rules.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhen does the employer need to provide notice?\u003c\/strong\u003e\u003cbr\u003eAmong other things, 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 date without notice. If the parties want the possibility 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 LAS 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 base. Collective agreements, previous employment history, and the individual workplace's terms may require adaptations. In case of complicated labor law circumstances, 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 Tenancy Agreement 2026\/2027 – Residential, Private Rental \u0026amp; Commercial Premises\u003c\/h2\u003e\n\u003cp\u003eThis is a complete template package for \u003cstrong\u003ea tenant’s termination of a tenancy 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 premises where the tenant wishes to terminate the agreement for vacating 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 separation is important because the rules regarding notice periods, how notice may be given, and which regulatory framework applies differ between standard residential tenancy, private rental, and commercial premises.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDigital delivery:\u003c\/strong\u003e a ZIP file. The product's previous table of contents specifies 4 document types in Word\/PDF (8 internal format files, 5 pages). The internal files have not been inventoried separately.\u003c\/p\u003e\n\n\u003csection aria-label=\"Included in this package\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#f8fafc\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eIncluded in this package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eVerified digital delivery:\u003c\/strong\u003e a ZIP archive, \u003cstrong\u003eUppsagning_Hyresavtal_2026_2027_Mallpaket.zip\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003cp\u003eThe original product list specifies three termination forms for tenants (standard residence, private rental, and commercial premises for vacating) as well as a user guide, according to the list in Word and PDF. It specifies 4 document types, 8 internal Word\/PDF format files, and 5 A4 pages. The internal files of the ZIP archive have not been independently inventoried.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eA ZIP download is verified, not 8 individual download links.\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#fff\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eResidential termination:\u003c\/strong\u003e termination date and vacating in accordance with applicable rental rules. \u003cstrong\u003ePrivate rental:\u003c\/strong\u003e separate form according to the Private Rental Act (2026:772) when applicable. \u003cstrong\u003eCommercial premises:\u003c\/strong\u003e tenant's termination for vacating, not for modification of terms. \u003cstrong\u003eGuide:\u003c\/strong\u003e formal requirements, recipients, deadlines, and evidence regarding service or receipt.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eNotice periods, formal requirements, and any transitional provisions must be checked for the actual agreement. Agreements for commercial premises may have specific rules and contractual terms.\u003c\/p\u003e\u003c\/section\u003e\u003ch3\u003eDocuments according to the table of contents\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTermination of Tenancy 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 Tenancy 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 right regulatory framework\u003c\/h3\u003e\n\u003cp\u003eOne of the greatest risks when terminating a tenancy agreement is using a general form without first checking which law applies. For this reason, this package contains three clearly delimited templates.\u003c\/p\u003e\n\n\u003ch3\u003e1. Standard residential tenancy according to Chapter 12 of the 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 Land Code\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eAccording to Chapter 12, Section 5 of the Land Code, a residential tenant may always terminate the agreement so that it ends at the turn of the month occurring earliest three months after the termination. In certain situations, the tenancy agreement may grant the tenant more favorable rights, and the agreement should therefore always be checked.\u003c\/p\u003e\n\u003cp\u003eThe form contains 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 tenancy 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 last day of tenancy,\u003c\/li\u003e\n\n\u003cli\u003enew address, inspection, and practical details,\u003c\/li\u003e\n\n\u003cli\u003esignature and acknowledgment 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 termination must normally be in writing according to Chapter 12, Section 8 of the Land Code. A tenant's oral termination may in some cases be accepted if the landlord provides a written acknowledgment, but written termination is normally safest from an evidentiary point of view.\u003c\/p\u003e\n\u003cp\u003eFor standard rentals, a registered letter 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 designed 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 rental of private dwellings.\u003c\/p\u003e\n\u003cp\u003eThe new law applies, among other things, when a natural person or an estate of a deceased person rents out a house or part of a house for residential purposes, but it contains important exceptions. For example, not all sublettings of a rental apartment are covered.\u003c\/p\u003e\n\n\u003ch3\u003eThree months' notice period under 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 end at the turn of the month occurring earliest three months from the termination.\u003c\/p\u003e\n\u003cp\u003eThe form contains specific fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eidentity of the tenant and landlord,\u003c\/li\u003e\n\n\u003cli\u003ethe privately rented dwelling,\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 last day of tenancy,\u003c\/li\u003e\n\n\u003cli\u003elandlord's specified electronic address,\u003c\/li\u003e\n\n\u003cli\u003evacating details and acknowledgment of receipt.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eElectronic address and registered letter for private rentals\u003c\/h3\u003e\n\u003cp\u003eThe Private Rental Act contains its own rules on when a termination is considered to have taken place. If the recipient has specified an electronic address for messages regarding the tenancy agreement, the termination may, according to the law, be considered to have taken place when sent to that address. Registered mail may also be used in accordance with the law's rules.\u003c\/p\u003e\n\u003cp\u003eThis makes the separate private rental form particularly relevant following the 2026 legislative amendment.\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 under the older act before the entry into force. Therefore, the user guide reminds you to check the \u003cstrong\u003edate of the agreement and which regulatory framework the agreement falls under\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003e3. Commercial premises – tenant's termination for vacating\u003c\/h3\u003e\n\u003cp\u003eThe third form is for the \u003cstrong\u003ecommercial tenant who actually wants to end the tenancy and leave the premises\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eFor a commercial tenancy agreement valid for an indefinite period, the legal notice period according to Chapter 12, Section 4 of the Land Code is normally the turn of the month occurring closest after nine months from the termination, unless a longer notice period has been agreed upon.\u003c\/p\u003e\n\u003cp\u003eFor fixed-term commercial agreements, the minimum legal notice period depends on the length of the rental period. Commercial agreements also 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 changing 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 rental terms.\u003c\/p\u003e\n\u003cp\u003eFor termination regarding the change of terms, Chapter 12, Section 58 a of the Land Code applies. In such cases, the termination must, among other things, specify which change is requested, 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 contains\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 tenancy 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 last day of tenancy,\u003c\/li\u003e\n\n\u003cli\u003einspection, keys, and restoration,\u003c\/li\u003e\n\n\u003cli\u003esignature and acknowledgment 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 select 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 last day of tenancy,\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 deliberately 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\u003elandlord's termination of a residence,\u003c\/li\u003e\n\n\u003cli\u003elandlord'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\u003ecommercial tenant's termination for change of terms according to Section 58 a,\u003c\/li\u003e\n\n\u003cli\u003edisputes where the last day of tenancy or applicable regulatory framework is already contested.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThis is important because landlord terminations and commercial tenancy agreements 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 others:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChapter 12, Sections 3–8 of the Land Code\u003c\/strong\u003e – rental period, notice period, and the manner of termination.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChapter 12, Section 58 a of the Land Code\u003c\/strong\u003e – commercial tenant's termination for 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\u003cp\u003e\u003cstrong\u003eVerified:\u003c\/strong\u003e a ZIP download. The older product list specifies 8 internal format files (not independently inventoried).\u003c\/p\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\u003eGuides and further reading\u003c\/h3\u003e\u003cp\u003eRead the \u003ca href=\"\/en\/blogs\/hyreskontrakt-juridisk-information\/uppsagning-hyresavtal-2026-uppsagningstid-formkrav\"\u003eguide on notice periods and formal requirements\u003c\/a\u003e, the \u003ca href=\"\/en\/blogs\/hyreskontrakt-juridisk-information\/privatuthyrningslagen-2026-772-nya-regler\"\u003eguide on the Private Rental Act 2026\u003c\/a\u003e, the \u003ca href=\"\/en\/blogs\/hyreskontrakt-juridisk-information\/hyresavtal-for-lokal-faq\"\u003eguide on commercial tenancy and termination\u003c\/a\u003e, and the \u003ca href=\"\/en\/blogs\/hyreskontrakt-juridisk-information\/bostadshyresavtal-faq\"\u003eguide on residential tenancy agreements\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eFrequently Asked Questions\u003c\/h3\u003e\u003ch4\u003eAre the landlord's termination forms also included?\u003c\/h4\u003e\u003cp\u003eNo. The product list specifies forms for the tenant's termination of a residence, private rental, and commercial premises, as well as a guide. A ZIP file is attached for delivery; internal format files have not been inventoried separately.\u003c\/p\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 Land Code.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan I use the same form when I rent a privately owned co-op 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 Land Code, the tenant may always terminate the residential agreement to the turn of the month occurring earliest three months from the termination.\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 turn of the month occurring earliest three months from the termination.\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 turn of the 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 Land Code.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the commercial template be used to negotiate lower rent?\u003c\/strong\u003e\u003cbr\u003eNo. If the purpose is to stay but change the terms, the rules on the change of terms in Chapter 12, Section 58 a should be followed.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe template package is professional general documentation material. Always check the current tenancy agreement, applicable law, and exact notice deadline before sending the termination. In the event of a dispute or uncertainty regarding the regulatory framework, individual legal advice should be obtained.\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 \/ Work-Related 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, work-related 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 supplement to 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 reporting, fact-gathering, root cause analysis, risk assessment, action plan, follow-up, and 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\u003eDigital delivery:\u003c\/strong\u003e a ZIP file. Previous product lists indicate 6 documents in Word\/PDF (12 internal format files, 13 pages per format series), but the contents of the ZIP have not been separately audited.\u003c\/p\u003e\n\n\u003csection aria-label=\"What is included in the package\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#f8fafc\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eVerified download item:\u003c\/strong\u003e a ZIP file, \u003cstrong\u003eNear_Miss_Report_Work_Accident_2026_2027_Template_Package.zip\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003cp\u003eThe older product description lists 6 document types, each in Word and PDF (a total of 12 internal format files, 13 pages per format series). The internal files of the archive have not been independently audited.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eA single ZIP download is verified – not 12 separate download links.\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#fff\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eReporting:\u003c\/strong\u003e near-miss and accident report with details on the incident and risk. \u003cstrong\u003eInvestigation:\u003c\/strong\u003e root cause analysis, witness\/observation details, and assessment of serious incidents. \u003cstrong\u003eAction Plan:\u003c\/strong\u003e responsible person, deadline, and follow-up. \u003cstrong\u003eGuide:\u003c\/strong\u003e how the employer documents and follows up.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eThe templates do not replace notification to the Swedish Work Environment Authority or the Swedish Social Insurance Agency when legal requirements are met. Investigations and preventive measures must be based on the specific incident and workplace.\u003c\/p\u003e\u003c\/section\u003e\u003ch3\u003eDocuments according to the table of contents\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eNear-Miss \u0026amp; Accident Report 2026\/2027\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRoot Cause Investigation Work Environment Incident 2026\/2027\u003c\/strong\u003e – 3 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eObservation\/Witness Report\u003c\/strong\u003e – 1 page.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAction \u0026amp; Follow-up Plan\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChecklist – Serious Incident \/ Swedish Work Environment Authority\u003c\/strong\u003e – 1 page.\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\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 taken,\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 ill health or an accident at work, or when a \u003cstrong\u003eserious near-miss\u003c\/strong\u003e occurs.\u003c\/p\u003e\n\u003cp\u003eThe purpose is to prevent new incidents. The Swedish Work Environment Authority therefore emphasizes that the investigation must 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 investigation – from incident to underlying risk\u003c\/h3\u003e\n\u003cp\u003eThe separate root cause investigation helps the employer analyze:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003econfirmed chain 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 pressure,\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 this method suits 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 the risks and their severity are clearly identified. The root cause investigation therefore contains 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\u003eindicator 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 person 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 separate personal 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\u003eif 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 3a of the Work Environment Act and Section 2 of the Work Environment Ordinance, the employer must \u003cstrong\u003ewithout delay\u003c\/strong\u003e notify the Swedish Work Environment Authority regarding:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003edeaths 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 specific checklist helps the employer perform the initial assessment and document when the notification was made.\u003c\/p\u003e\n\n\u003ch3\u003ePsychological 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 from case to case and that, in case of uncertainty, it is better to report than to refrain.\u003c\/p\u003e\n\u003cp\u003eThe internal form therefore does \u003cstrong\u003enot\u003c\/strong\u003e replace the official notification to the Swedish Work Environment Authority.\u003c\/p\u003e\n\n\u003ch3\u003eAuthority notification does not replace 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 measures necessary to prevent the incident from recurring.\u003c\/p\u003e\n\n\u003ch3\u003eSecure facts early\u003c\/h3\u003e\n\u003cp\u003eThe included guide recommends that the employer secures relevant information 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 saw the incident,\u003c\/li\u003e\n\n\u003cli\u003einformation on 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 attempt 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 in other ways.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eParticipation by 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 contain fields for safety representatives and other participants in investigations and follow-ups.\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 corresponding 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 if 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 investigation.\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 measures.\u003c\/li\u003e\n\n\u003cli\u003eFeed back 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\n\u003cstrong\u003eThe Work Environment Act (1977:1160)\u003c\/strong\u003e, especially Chapter 3, Sections 2a and 3a.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Work Environment Ordinance (1977:1166)\u003c\/strong\u003e, especially Section 2.\u003c\/li\u003e\n\n\u003cli\u003e\n\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 (Work Environment Authority regulations) depending on risk and operation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and digital delivery\u003c\/h3\u003e\u003cp\u003e\u003cstrong\u003eVerified delivery:\u003c\/strong\u003e a ZIP file. The product list indicates 12 internal Word\/PDF files, but the archive has not been separately checked.\u003c\/p\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\u003eGuides and related risk areas\u003c\/h3\u003e\u003cp\u003eRead the \u003ca href=\"\/en\/blogs\/arbetsmiljo-hr-guider\/tillbudsrapport-arbetsolycka-utredning-anmalan-atgardsplan\"\u003eguide on near-misses, work accidents, and notification\u003c\/a\u003e, the \u003ca href=\"\/en\/blogs\/foretag\/systematiskt-arbetsmiljoarbete-sam-afs-2023-1\"\u003eguide on systematic work environment management\u003c\/a\u003e, and the \u003ca href=\"\/en\/blogs\/arbetsmiljo-hr-guider\/vald-hot-arbetsmiljo-riskbedomning-larm-rutiner\"\u003eguide on violence and threats at work\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eCommon questions\u003c\/h3\u003e\u003ch4\u003eHow are the various documents delivered?\u003c\/h4\u003e\u003cp\u003eA ZIP file is verified as the download object. The table of contents indicates 6 document types in Word\/PDF (a total of 12 internal format files), but the archive's internal file list has not been separately audited.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs this the same thing as a regular risk assessment?\u003c\/strong\u003e\u003cbr\u003eNo. The product focuses on reporting and investigation after an actual incident occurs. 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 3a applies to, among other things, near-misses that involved a serious danger to life or health. Common near-misses should still be reported and handled internally.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust the employer investigate a serious near-miss even after notification to the authority?\u003c\/strong\u003e\u003cbr\u003eYes. The internal root cause investigation and preventive measures are separate obligations.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the package be used in cases of mental ill health or threats?\u003c\/strong\u003e\u003cbr\u003eYes. Work environment incidents can be physical, organizational, and 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 based on the principles of 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 authority notification, industry-specific regulations, collective agreements, or expert investigation when the operation or 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 complete 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 includes 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\u003eDigital delivery:\u003c\/strong\u003e a ZIP file. The previous product list specifies 5 documents in Word\/PDF (10 internal format files, 11 pages per format series), but the contents of the ZIP file have not been inventoried separately.\u003c\/p\u003e\n\n\u003csection aria-label=\"This is included in the package\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#f8fafc\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eThis is included in the package\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eVerified download item:\u003c\/strong\u003e a ZIP file, \u003cstrong\u003eEnsamarbete_2026_2027_Mallpaket.zip\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003cp\u003eThe older product list specifies 5 document types, each in Word and PDF (a total of 10 internal format files, 11 pages per format series). The internal files of the archive have not been independently inventoried.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eA ZIP download is verified – not 10 separate download links.\u003c\/p\u003e\u003c\/section\u003e\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #dbe3ed;border-radius:12px;padding:18px 20px;margin:24px 0;background:#fff\"\u003e\u003ch2 style=\"font-size:1.25rem;margin:0 0 10px\"\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eRisk Assessment:\u003c\/strong\u003e workplace, tasks, risk of physical injury, and violence\/threats. \u003cstrong\u003eAlarm and Contact Plan:\u003c\/strong\u003e contact chain, check-in, and escalation. \u003cstrong\u003eSafety Procedures:\u003c\/strong\u003e instructions and cessation criteria. \u003cstrong\u003eStart Checklist and Guide:\u003c\/strong\u003e preparation and follow-up.\u003c\/p\u003e\n\n\u003cp style=\"margin:0\"\u003eIn the event of a significant risk of violence or threats, lone work may be prohibited. A template does not make lone work safe in itself without implemented protective measures and a functional ability to obtain help.\u003c\/p\u003e\u003c\/section\u003e\u003ch3\u003eDocuments according to the table of contents\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRisk Assessment – Lone Work 2026\/2027\u003c\/strong\u003e – 4 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAlarm \u0026amp; Contact Plan – Lone Work\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eProcedure \u0026amp; Safety Instruction – Lone Work\u003c\/strong\u003e – 2 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eStart Checklist – Lone Work\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 is classified as lone work?\u003c\/h3\u003e\n\u003cp\u003eAFS 2023:2 Ch. 6 covers lone work 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 work is not just about being alone in a building. Work at a client's site, in vehicles, on night shifts, at a remote location, or in a part of the operation where rapid assistance cannot be guaranteed may also be covered.\u003c\/p\u003e\n\n\u003ch3\u003eWritten risk assessment\u003c\/h3\u003e\n\u003cp\u003eThe Work Environment Act requires the employer to consider the specific risk of ill health and accidents that may result from work being performed alone. According to AFS 2023:1, risk assessments must always be documented in writing and show what the risks are 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 conditions.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eRisk of violence or threats – lone work 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 must not, according to AFS 2023:2, allow the employee to perform the work as lone work.\u003c\/p\u003e\n\u003cp\u003eThe risk assessment must be based on the actual situation. Examples of factors are 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 has 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 the lone work 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 situation\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\u003efrequent contact or check-ins,\u003c\/li\u003e\n\n\u003cli\u003eperiodic visits by another person,\u003c\/li\u003e\n\n\u003cli\u003enearby standby,\u003c\/li\u003e\n\n\u003cli\u003ea specific rescue plan.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eIf acceptable safety cannot be arranged, the work must, according to the regulations, \u003cstrong\u003enot be performed as lone work\u003c\/strong\u003e.\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 way of working. It contains fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eprimary contact person and reserve 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 \/ check-out,\u003c\/li\u003e\n\n\u003cli\u003epersonal alarm, assault 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\/rescue services,\u003c\/li\u003e\n\n\u003cli\u003etesting and practicing the alarm procedure.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eAn alarm must have a functional chain\u003c\/h3\u003e\n\u003cp\u003eThe technology itself is not enough. The alarm chain must work 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 first communication route fails.\u003c\/p\u003e\n\u003cp\u003eWhen working with a risk of violence or threats, AFS 2023:2 also sets special requirements regarding, among other things, alarms, receiving procedures, practice, and equipment testing.\u003c\/p\u003e\n\n\u003ch3\u003eStrong mental strain\u003c\/h3\u003e\n\u003cp\u003eIf lone work involves strong mental strain, the employer should strive to ensure that the employee can have direct contact with colleagues or other people.\u003c\/p\u003e\n\u003cp\u003eIn the case of prolonged 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\u003eplanned breaks or pauses,\u003c\/li\u003e\n\n\u003cli\u003econtact with a colleague or management,\u003c\/li\u003e\n\n\u003cli\u003eother organization that reduces 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 gives the employer a ready-made structure for what should apply \u003cstrong\u003ebefore, during, and after\u003c\/strong\u003e lone work.\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\u003econtrol of equipment and workplace,\u003c\/li\u003e\n\n\u003cli\u003ecessation criteria,\u003c\/li\u003e\n\n\u003cli\u003eescalation in case of no 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 each 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 each lone shift or assignment.\u003c\/p\u003e\n\u003cp\u003eIt checks, for example, that:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe basic 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\u003ealarm, radio, or phone are working,\u003c\/li\u003e\n\n\u003cli\u003econtact persons are actually available,\u003c\/li\u003e\n\n\u003cli\u003erapid help 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 operations.\u003c\/p\u003e\n\u003cp\u003eFor lone work, the employer needs to pay particular attention to:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ehow an injured or ill person is 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 site,\u003c\/li\u003e\n\n\u003cli\u003ewhether a sufficient number of people with first aid competence 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 arranges lone work that involves \u003cstrong\u003estrong 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 contains specific fields for documenting the notification.\u003c\/p\u003e\n\n\u003ch3\u003eMinors\u003c\/h3\u003e\n\u003cp\u003eMinors may not be employed for lone work covered by Ch. 6 §§ 5–6. AFS 2023:2 also contains additional special provisions regarding the work environment of minors and prohibited work tasks.\u003c\/p\u003e\n\n\u003ch3\u003eIndividual conditions\u003c\/h3\u003e\n\u003cp\u003eAnyone planning and organizing lone work must take special account of the employee's physical and mental conditions. This must be done objectively and with a focus on the work environment.\u003c\/p\u003e\n\u003cp\u003eThe package recommends that the employer document necessary work environment measures but avoid entering more sensitive personal data than is necessary.\u003c\/p\u003e\n\n\u003ch3\u003eWhen should the work be interrupted?\u003c\/h3\u003e\n\u003cp\u003eThe safety procedure contains 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 ensured in the event of a risk of physical injury,\u003c\/li\u003e\n\n\u003cli\u003ealarm 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\u003eany other change makes safety insufficient.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFor which businesses is the package suitable?\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, maintenance, and technical service,\u003c\/li\u003e\n\n\u003cli\u003ewarehousing and logistics,\u003c\/li\u003e\n\n\u003cli\u003ereal estate and on-call work,\u003c\/li\u003e\n\n\u003cli\u003ecare, social services, 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 work 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, especially 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, especially § 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 work.\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\u003cp\u003e\u003cstrong\u003eVerified delivery:\u003c\/strong\u003e a ZIP file. The product list specifies 10 internal Word\/PDF files, but the archive has not been separately checked.\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\u003cstrong\u003e5 documents.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e10 files in total.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003eWord (DOCX) + PDF.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\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\u003eGuides and related risk areas\u003c\/h3\u003e\u003cp\u003eRead the \u003ca href=\"\/en\/blogs\/arbetsmiljo-hr-guider\/ensamarbete-riskbedomning-larmplan-sakerhetsrutiner\"\u003eguide on lone work and alarm plans\u003c\/a\u003e, the \u003ca href=\"\/en\/blogs\/arbetsmiljo-hr-guider\/vald-hot-arbetsmiljo-riskbedomning-larm-rutiner\"\u003eguide on violence and threats\u003c\/a\u003e, the \u003ca href=\"\/en\/blogs\/foretag\/systematiskt-arbetsmiljoarbete-sam-afs-2023-1\"\u003eguide on SAM and risk assessment\u003c\/a\u003e.\u003c\/p\u003e\u003ch3\u003eCommon questions\u003c\/h3\u003e\u003ch4\u003eHow are the various documents delivered?\u003c\/h4\u003e\u003cp\u003eA ZIP file is verified as a download item. The table of contents specifies 5 document types in Word\/PDF (a total of 10 internal format files), but the archive's internal file list has not been inventoried separately.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs lone work always prohibited?\u003c\/strong\u003e\u003cbr\u003eNo. But risks must be assessed and work organized so that safety is acceptable.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhen is lone work 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 the event 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\u003eDo safety representatives need to be informed?\u003c\/strong\u003e\u003cbr\u003eYes, in the case of lone work 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 documentation. 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"},{"product_id":"reserakning-traktamente-milersattning-2026-2027-excel-word-pdf","title":"Travel expense claim, per diem \u0026 mileage allowance 2026\/2027 – Excel, Word \u0026 PDF","description":"\u003csection class=\"mb-product\" lang=\"sv\"\u003e\n\u003cp\u003e\u003cstrong\u003eTravel Expense Report, Per Diem \u0026amp; Mileage Allowance 2026\/2027\u003c\/strong\u003e is a professional template package for Swedish companies, associations, and employees who need to record business travel, mileage reimbursements, and private expenses with clear supporting documentation for approval and payroll processing. The package includes an editable \u003cstrong\u003eExcel tool with summary\u003c\/strong\u003e, a travel expense form, a separate user guide, and an English working reference.\u003c\/p\u003e\n\n\u003cnav aria-label=\"About the document template\"\u003e\u003cp\u003e\u003cstrong\u003eAbout the document template:\u003c\/strong\u003e \u003ca href=\"#ing%C3%A5r\"\u003eWhat is included\u003c\/a\u003e · \u003ca href=\"#excel\"\u003eExcel\u003c\/a\u003e · \u003ca href=\"#regler\"\u003eRules 2026\/2027\u003c\/a\u003e · \u003ca href=\"#steg\"\u003eHow it works\u003c\/a\u003e · \u003ca href=\"#faq\"\u003eFAQ\u003c\/a\u003e · \u003ca href=\"#kallor\"\u003eSources\u003c\/a\u003e\u003c\/p\u003e\u003c\/nav\u003e\n\u003caside style=\"background:#e6f3eb;border-left:4px solid #23744a;padding:16px;border-radius:7px\"\u003e\u003cstrong\u003eLegally and technically reviewed: October 9, 2026.\u003c\/strong\u003e Swedish flat-rate amounts refer to the \u003cstrong\u003e2026 income year\u003c\/strong\u003e. Amounts for 2027 are not adopted or claimed to be determined; they are to be filled in by the user following verification with authorities. The template package is an administrative aid – not a payroll system or individual tax advice.\u003c\/aside\u003e\n\u003ch2 id=\"ingår\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth\u003eDocument\u003c\/th\u003e\n\n\u003cth\u003eContent\u003c\/th\u003e\n\n\u003cth\u003eFormat\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eTravel Expense Tool\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eSix Excel sheets for travel days, car trips, private expenses, fillable flat rates, instructions, and overview. Prepared register rows, formulas, and control indicators.\u003c\/td\u003e\n\n\u003ctd\u003eExcel (XLSX)\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eTravel Expense Form\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eFillable fields for the purpose of the trip, dates, overnight stays, per diem, mileage allowance, expenses, certification, and approval.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eUser Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eDetailed instructions regarding 2026 flat rates, free meals, mileage, exceptions, approval procedures, and archiving.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eEnglish working reference\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eEnglish working guide to Swedish travel and reimbursement documentation – intended for Swedish operations.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003e\u003cstrong\u003eTotal 7 files:\u003c\/strong\u003e 1 Excel workbook, 3 DOCX, and 3 searchable A4 PDFs. You will receive the files as a digital ZIP package.\u003c\/p\u003e\n\n\u003ch2 id=\"excel\"\u003eExcel template with formulas and overview\u003c\/h2\u003e\n\n\u003cp\u003eThe workbook contains six tabs with space for up to 100 register rows each for travel days, car trips, and expenses. Separate rows make it easier to follow up on reimbursement claims, meal reductions, and documentation. Calculated amounts are presented as \u003cstrong\u003epreliminary\u003c\/strong\u003e and must be approved before payment.\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eOverview:\u003c\/strong\u003e number of registered travel days\/car trips\/expenses, claimed amounts, and preliminary tax-free amount.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTravel Days:\u003c\/strong\u003e one row per day, overnight stay, distance, full day\/half day, free meals, per diem claims, and control status.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCar Trips:\u003c\/strong\u003e vehicle type, number of kilometers, SEK\/km, fuel conditions, and preliminary flat-rate limit.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eExpenses:\u003c\/strong\u003e private costs, receipts, purpose, repayment, and approval status.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAmounts:\u003c\/strong\u003e verified 2026 levels and dedicated empty input fields for 2027.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInstructions:\u003c\/strong\u003e a built-in practical user manual and source references.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch2 id=\"regler\"\u003eTravel expense report and tax-free allowances – 2026 and 2027\u003c\/h2\u003e\n\n\u003cp\u003eFor Swedish domestic business trips during a normal short assignment, the flat rate for 2026 is \u003cstrong\u003e300 SEK per full day\u003c\/strong\u003e and \u003cstrong\u003e150 SEK per half day\u003c\/strong\u003e, respectively. For tax exemption regarding per diem, the main rule requires an overnight stay and that the destination is more than 50 kilometers from both the employee's home and regular workplace. Free meals may reduce the tax-free amount and result in separate benefit taxation.\u003c\/p\u003e\n\n\u003cp\u003eThe flat rate for mileage allowance during 2026 is normally \u003cstrong\u003e25 SEK\/km for a private car\u003c\/strong\u003e, \u003cstrong\u003e12 SEK\/km for a company car other than fully electric\u003c\/strong\u003e, and \u003cstrong\u003e9.50 SEK\/km for a fully electric company car\u003c\/strong\u003e, subject to the conditions of the respective regulations. Certain plug-in hybrid cases are subject to special conditions as of July 1, 2026. The template therefore marks special cases for \u003cstrong\u003emanual assessment\u003c\/strong\u003e instead of automatically approving them.\u003c\/p\u003e\n\n\u003caside style=\"background:#fff4d7;border-left:4px solid #c48a29;padding:15px;border-radius:6px\"\u003e\u003cstrong\u003eImportant limitation:\u003c\/strong\u003e Foreign per diem, trips longer than three months in the same location, taxable benefit costs, complicated company car terms, and 2027 meal reductions require separate checks. Excel does not send automatic reminders, does not declare AGI (Employer's declaration), and does not replace payroll or accounting systems.\u003c\/aside\u003e\n\u003ch2 id=\"steg\"\u003eHow to use the package\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003eInventory the trip, business purpose, participants, destination, and departure and return times.\u003c\/li\u003e\n\n\u003cli\u003eRegister each relevant domestic travel day in Excel, including distance, overnight stay, and free meals.\u003c\/li\u003e\n\n\u003cli\u003eAdd car trips with the number of kilometers, vehicle type, and mileage log reference.\u003c\/li\u003e\n\n\u003cli\u003eRegister expenses that the employee paid themselves and attach the relevant receipt.\u003c\/li\u003e\n\n\u003cli\u003eCheck any manual warning marks and correct tax-free amounts for the current period.\u003c\/li\u003e\n\n\u003cli\u003eReconcile the summary, sign the form, approve it, and handle the taxable part in the regular payroll process.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eWho is this template suitable for?\u003c\/h2\u003e\n\n\u003cp\u003eFor example, owner-managed limited companies, sole traders with employees, organizations, non-profit associations, consulting firms, service companies, and employers where employees travel frequently for work. The package is suitable for those who want to collect documentation in editable files without an extensive subscription system.\u003c\/p\u003e\n\n\u003ch2 id=\"faq\"\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eCan I use the template for 2027?\u003c\/h3\u003e\n\n\u003cp\u003eYes, the workflow is prepared for 2027, but the year's levels must be verified with the Swedish Tax Agency (Skatteverket) and filled in when they are published. Special deductions always require verification.\u003c\/p\u003e\n\n\u003ch3\u003eDoes Excel calculate per diem automatically?\u003c\/h3\u003e\n\n\u003cp\u003eThe tool helps with 2026 normal domestic days and meal reductions, but the conditions must first be registered and reviewed. For special cases, control marks are displayed.\u003c\/p\u003e\n\n\u003ch3\u003eIs mileage allowance and mileage log included?\u003c\/h3\u003e\n\n\u003cp\u003eYes, a registration tab for car trips and reimbursement calculation is included. A complete standalone mileage log is sold as a supplementary template.\u003c\/p\u003e\n\n\u003ch3\u003eCan I use the template for foreign per diem?\u003c\/h3\u003e\n\n\u003cp\u003eThis version is optimized for domestic business trips and simplified mileage allowance. Foreign travel requires country-specific amounts and manual assessment.\u003c\/p\u003e\n\n\u003ch3\u003eHow many files and what language are included?\u003c\/h3\u003e\n\n\u003cp\u003eThree Word documents, three PDFs, and one Excel workbook. The main documents are in Swedish; an English working reference is included and is explicitly adapted to Swedish conditions.\u003c\/p\u003e\n\n\u003ch3\u003eCan I use it directly for salaries and declarations?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The calculations are preliminary verification documents, not automatic payroll runs, tax returns, or AGI reporting.\u003c\/p\u003e\n\n\u003ch2 id=\"kallor\"\u003eAuthority sources and related products\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.skatteverket.se\/foretagochorganisationer\/arbetsgivare\/lonochersattning\/traktamente.4.361dc8c15312eff6fd1703e.html\"\u003eSwedish Tax Agency – Per diem and mileage allowance for employers\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.skatteverket.se\/privat\/skatter\/arbeteochinkomst\/traktamente.4.dfe345a107ebcc9baf80006547.html\"\u003eSwedish Tax Agency – Per diem\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"\/en\/products\/korjournal-mall-gratis-word-excel-pdf\"\u003eMileage log – Excel\/Word\/PDF\u003c\/a\u003e, a natural complement for documenting car trips.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"\/en\/products\/bilpolicy-formansbilavtal-2026-2027-korjournal-skatteguide-aterlamning-word-pdf\"\u003eCar policy and company car agreement\u003c\/a\u003e for the employer's internal rules.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e Digital ZIP file – editable Office files and searchable PDF files. No physical product is sent. Legal and tax-related special questions should be assessed by a relevant specialist.\u003c\/p\u003e\n\n\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55655262093654,"sku":"RESERAKNING-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/reserakning-milersattning-2027-hero.png?v=1791507963"},{"product_id":"besoksregister-entreprenorslogg-2026-2027-excel-word-pdf","title":"Visitor Register \u0026 Contractor Log 2026\/2027 – Excel, Word \u0026 PDF","description":"\u003csection class=\"mb-product-content\" lang=\"en\"\u003e\n\u003cp\u003e\u003cstrong\u003eVisitor Register \u0026amp; Contractor Log 2026\/2027\u003c\/strong\u003e is a professional template package for companies, property managers, associations, and organizations that need to document visits, external contractor assignments, entry\/exit, and internal non-conformities. You receive an \u003cstrong\u003eExcel register with a dashboard and status checks\u003c\/strong\u003e, three supplementary Swedish forms and routine documents, a separate detailed Swedish user guide, and an English work reference.\u003c\/p\u003e\n\n\u003cnav aria-label=\"About the document template\"\u003e\u003cp\u003e\u003cstrong\u003eAbout the document template:\u003c\/strong\u003e \u003ca href=\"#mb-innehall\"\u003eWhat is included\u003c\/a\u003e · \u003ca href=\"#mb-excel\"\u003eExcel\u003c\/a\u003e · \u003ca href=\"#mb-anvandning\"\u003eHow to use the package\u003c\/a\u003e · \u003ca href=\"#mb-personalliggare\"\u003eStaff ledger\u003c\/a\u003e · \u003ca href=\"#mb-gdpr\"\u003eGDPR\u003c\/a\u003e · \u003ca href=\"#mb-faq\"\u003eFrequently Asked Questions\u003c\/a\u003e · \u003ca href=\"#mb-kallor\"\u003eSources\u003c\/a\u003e\u003c\/p\u003e\u003c\/nav\u003e\n\u003caside style=\"border-left:4px solid #23734d;border-radius:7px;padding:16px;background:#e7f4ea\"\u003e\u003cstrong\u003eSource- and technically reviewed: October 9, 2026.\u003c\/strong\u003e Version 1.0 for Swedish conditions 2026\/2027. The template does not constitute an official electronic staff ledger and does not guarantee individual compliance. The content is not a certificate of review by an attorney.\u003c\/aside\u003e\n\u003ch2 id=\"mb-innehall\"\u003eIncluded in the package\u003c\/h2\u003e\n\n\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth\u003eDocument\u003c\/th\u003e\n\n\u003cth\u003eContent\u003c\/th\u003e\n\n\u003cth\u003eFormat\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eVisitor Register \u0026amp; Contractor Log\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eSeven worksheets with dashboard, 150 visitor rows, 100 contractor assignments, 75 non-conformities, 20 implementation checks, instructions, and a separate example tab.\u003c\/td\u003e\n\n\u003ctd\u003eExcel (XLSX)\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eVisitor Receipt and Entry\/Exit\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eEditable form for visitor ID, host, date, arrival\/departure, local induction, and any access equipment.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eContractor Induction\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eVerification of assignment, access authorization, safety information, site-specific instructions, and actions before start.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eInformation on Personal Data\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eGDPR information draft with fields for purpose, legal basis, retention period, responsibility, and privacy protection.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eDetailed Swedish User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eImplementation, field explanations, workflows, common mistakes, weeding\/disposal, risks, control routines, and official sources.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eVisitor \u0026amp; Contractor Log\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eEnglish work reference for visitor registration, contractor reception, and data protection in Swedish operations.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003e\u003cstrong\u003eTotal of eleven files:\u003c\/strong\u003e 5 editable DOCX, 5 searchable A4-PDF, and 1 XLSX, delivered together in a ZIP file. Excel requires no macros.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-excel\"\u003eExcel for visitor registration and contractor follow-up\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eOverview:\u003c\/strong\u003e number of registered visits, unchecked entries, contractor assignments, and administrative control signals.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eVisits:\u003c\/strong\u003e 150 rows with date, visitor, organization, host, purpose, arrival time, departure time, and status.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eContractors:\u003c\/strong\u003e 100 assignment rows for task, company, person responsible, work period, local induction, authorization, and safety information.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eNon-conformities:\u003c\/strong\u003e 75 case slots with responsibility, internal deadline, and follow-up status.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eChecklist:\u003c\/strong\u003e 20 control points regarding data protection, induction, routines, potential staff ledger, and improvement.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInstructions and Examples:\u003c\/strong\u003e field support and separate fictitious examples not counted in the actual registers.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003cstrong\u003eImportant:\u003c\/strong\u003e status \"Not checked out\" means a missing registration, not that a person is definitely on the premises. Excel is not connected to door systems, does not send emails or SMS, and has no built-in encryption from Mallbutiken.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-anvandning\"\u003eHow to use the visitor register – step by step\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003eDecide on the purpose, responsibility, relevant legal basis, and documented disposal routine before starting actual personal data registration.\u003c\/li\u003e\n\n\u003cli\u003eCustomize the GDPR information sheet and provide information to those concerned before registration.\u003c\/li\u003e\n\n\u003cli\u003eCreate a unique visitor ID. Fill in the date, name, host, purpose, and arrival time; update exit time when the visit is finished.\u003c\/li\u003e\n\n\u003cli\u003eFor contractor work, establish an assignment ID and conduct a needs- and risk-adapted induction check.\u003c\/li\u003e\n\n\u003cli\u003eRegister non-conformities and follow up on responsible parties and internal deadlines, without processing more personal data than necessary.\u003c\/li\u003e\n\n\u003cli\u003eReview the dashboard, correct erroneous entries, and dispose of personal data according to the established routine.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2 id=\"mb-personalliggare\"\u003eThe difference between a contractor log and an electronic staff ledger\u003c\/h2\u003e\n\n\u003cp\u003eAn \u003cstrong\u003eadministrative contractor log\u003c\/strong\u003e helps the business keep track of assignments, access, contacts, and local induction. It does \u003cstrong\u003enot\u003c\/strong\u003e replace a staff ledger required by the Swedish Tax Agency (Skatteverket) in industries such as construction. Where a staff ledger is required, other mandatory details and requirements for, among other things, electronic registration at construction sites apply. A visitor form or a regular spreadsheet should therefore not be used to claim that these obligations have been met.\u003c\/p\u003e\n\n\u003cp\u003eOther work environment and safety regulations, agreements, authorization checks, and special work permits may also apply depending on the business. The template does not replace work environment plans, risk assessments, or contractor agreements.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-gdpr\"\u003eGDPR – personal data and storage\u003c\/h2\u003e\n\n\u003cp\u003eNames, employers, visit times, and information about who has been on-site may constitute personal data. According to GDPR, the processing must have a legal basis, a clear purpose, and a proportionate scope. The company needs to inform data subjects, protect the data, limit access, and not store it longer than necessary. \u003cstrong\u003eNo general mandatory storage period for ordinary visitor logs is specified in the package\u003c\/strong\u003e; the organization must assess its own situation. Avoid unnecessary personal identity numbers (personnummer), copies of ID cards, and security codes.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-faq\"\u003eFrequently Asked Questions\u003c\/h2\u003e\n\n\u003ch3\u003eIs this a statutory staff ledger?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The administrative log cannot replace the Swedish Tax Agency's electronic staff ledger or special rules for covered industries.\u003c\/p\u003e\n\n\u003ch3\u003eCan the template show who is still in the building?\u003c\/h3\u003e\n\n\u003cp\u003eIt can show visits without a registered checkout. It is not a real-time check, and the information may be incomplete.\u003c\/p\u003e\n\n\u003ch3\u003eHow many people and assignments can it hold?\u003c\/h3\u003e\n\n\u003cp\u003eThe Excel workbook is prepared for 150 separate visits, 100 contractor assignments, and 75 non-conformities in this version.\u003c\/p\u003e\n\n\u003ch3\u003eIs GDPR text to give to visitors included?\u003c\/h3\u003e\n\n\u003cp\u003eYes, an editable information template is included. The business must fill in its own data controller, legal basis, purpose, disposal\/weeding routines, and contact details before use.\u003c\/p\u003e\n\n\u003ch3\u003eIs there an English version?\u003c\/h3\u003e\n\n\u003cp\u003eYes. A separate English work template is included for visitors and contractors. The Excel file and the detailed Swedish guide are in Swedish and intended for a Swedish context.\u003c\/p\u003e\n\n\u003ch3\u003eCan Excel send automatic reminders or handle entry?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The workbook contains formulas for status and follow-up, but no SMS, emails, RFID readers, door locks, or access control.\u003c\/p\u003e\n\n\u003ch3\u003eWho is this document suitable for?\u003c\/h3\u003e\n\n\u003cp\u003eCompanies, offices, industrial businesses, workshops, property managers, associations, and other organizations that need simple structure regarding visitors and external assignments.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-kallor\"\u003eOfficial sources and related documents\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/det-har-galler-enligt-gdpr\/grundlaggande-principer\"\u003eIMY – Basic GDPR principles\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/dataskydd-pa-olika-omraden\/arbetsliv\/tillaten-behandling--vilka-krav-galler\/grundlaggande-principer\/\"\u003eIMY – personal data in working life\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.skatteverket.se\/personalliggarebygg\"\u003eSwedish Tax Agency – staff ledger at construction sites\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.skatteverket.se\/foretagochorganisationer\/arbetsgivare\/personalliggare.4.4f3d00a710cc9ae1c9c80007271.html\"\u003eSwedish Tax Agency – staff ledger\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"\/en\/products\/nyckelregister-nyckelkvittens-2026-2027-excel-dashboard-word-pdf\"\u003eKey Register \u0026amp; Key Receipt\u003c\/a\u003e, naturally complementary document for issued access cards and keys.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e Digital ZIP with XLSX, DOCX, and PDF. No physical product. In case of special regulations, privacy-sensitive situations, or construction sites, the responsible party should consult relevant data protection or work environment expertise.\u003c\/p\u003e\n\n\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55656380596566,"sku":"BESOKSREGISTER-ENTREPRENOR-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/besoksregister-entreprenorslogg-2027-hero.png?v=1791512805"},{"product_id":"utrustningskvittens-inventarieregister-2026-2027-excel-word-pdf","title":"Equipment Receipt \u0026 Inventory Register 2026\/2027 – Excel, Word \u0026 PDF","description":"\u003csection class=\"mb-product-content\" lang=\"en\"\u003e\n\u003cp\u003e\u003cstrong\u003eEquipment Receipt \u0026amp; Inventory Register 2026\/2027\u003c\/strong\u003e is a complete template package for companies, associations, and organizations that want to keep track of computers, phones, tools, machines, protective equipment, and other physical work implements. With a professional \u003cstrong\u003eExcel register and dashboard\u003c\/strong\u003e, you can consolidate inventory IDs, persons responsible, handovers, returns, and discrepancies. Separate editable Word templates and searchable PDF files simplify signing and monitoring.\u003c\/p\u003e\n\n\u003cnav aria-label=\"About the document template\"\u003e\u003cp\u003e\u003cstrong\u003eAbout the document template:\u003c\/strong\u003e \u003ca href=\"#mb-ing\"\u003eWhat's included\u003c\/a\u003e · \u003ca href=\"#mb-excel\"\u003eThe Excel tool\u003c\/a\u003e · \u003ca href=\"#mb-gor\"\u003eHow to use it\u003c\/a\u003e · \u003ca href=\"#mb-juridik\"\u003eRules and limitations\u003c\/a\u003e · \u003ca href=\"#mb-faq\"\u003eFAQ\u003c\/a\u003e · \u003ca href=\"#mb-kallor\"\u003eOfficial sources\u003c\/a\u003e\u003c\/p\u003e\u003c\/nav\u003e\n\u003caside style=\"background:#e5f3e9;border-left:4px solid #26744f;padding:16px;border-radius:7px\"\u003e\u003cstrong\u003eSource and technical review: October 9, 2026.\u003c\/strong\u003e Version 1.0, intended for 2026\/2027. This is an administrative control aid; the content has been reviewed against the official sources specified below, but no individual legal, tax, or accounting review of your business is included.\u003c\/aside\u003e\n\u003ch2 id=\"mb-ing\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth\u003eDocument\u003c\/th\u003e\n\n\u003cth\u003eContent\u003c\/th\u003e\n\n\u003cth\u003eFormat\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eInventory Register \u0026amp; Handover Log\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eExcel with six sheets: Overview, Inventory, Handovers, Discrepancies, Instruction, Example. Space for 200 items, 250 handovers, and 100 discrepancies.\u003c\/td\u003e\n\n\u003ctd\u003eExcel (XLSX)\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eEquipment Receipt\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eIssuing organization, recipient, equipment ID, serial number, condition, accessories, handover and signing, and return.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eReturn Protocol\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eInspection of equipment, accessories, damage, safety procedures, any authorization revocation, and signatures.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eDiscrepancy Report\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eDocumentation of missing, damaged, or stolen equipment, factual investigation, safety measures, and follow-up.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eStep-by-step, inventorying, receipt IDs, GDPR, labor law, accounting limits, archiving, weeding, and common mistakes.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eEquipment Handover – English\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eEnglish work reference with practical receipt and return fields, intended for operations in Sweden.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003e\u003cstrong\u003eTotal of 11 delivery files:\u003c\/strong\u003e 5 DOCX, 5 searchable A4-PDFs, and 1 XLSX. The files are delivered in a digital ZIP package. No macros or external subscriptions required.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-excel\"\u003eExcel template with inventory register, handovers, and dashboard\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eOverview:\u003c\/strong\u003e summarize number of items, active and overdue handovers, returns, incorrect IDs, and open discrepancies.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInventory:\u003c\/strong\u003e one row per physical unit; model, serial\/identification number, location, responsible unit, purchase reference, and status. Check for duplicate inventory IDs.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eHandovers:\u003c\/strong\u003e a new row per handover so history is preserved. Date, recipient, signing status, planned return, actual return, and automatic status.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDiscrepancies:\u003c\/strong\u003e separate log for loss, damage, suspected theft, or return issues with person responsible and internal deadlines.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInstruction and examples:\u003c\/strong\u003e understandable help directly in Excel as well as separate fictitious examples that are not counted in the dashboard.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003eExcel shows status \u003cem\u003eOn loan, Overdue, Returned\u003c\/em\u003e or \u003cem\u003eDate missing\u003c\/em\u003e and marks, for example, missing links and duplicate IDs. An overdue return is an administrative signal, not legal proof that a person still has the equipment. No automatic emails, SMS, or push notifications are included.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-gor\"\u003eHow to use the equipment receipt and inventory register\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInventory the equipment.\u003c\/strong\u003e Mark each physical unit with a unique inventory ID and fill in the register details.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAppoint a responsible person.\u003c\/strong\u003e Determine who is authorized to issue equipment and where signed receipts are to be saved.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAcknowledge the handover.\u003c\/strong\u003e Register a new receipt ID in Excel, document condition and accessories, and have those involved sign the Word\/PDF receipt.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFollow up.\u003c\/strong\u003e Enter planned return dates where applicable and follow up on control signals in the dashboard.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRegister return.\u003c\/strong\u003e Update the same handover row with the actual return date and use the separate return protocol.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eManage discrepancies.\u003c\/strong\u003e In the event of damage or loss, document the facts and measures taken, without automatic assessment of guilt or compensation.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eEnsure data protection.\u003c\/strong\u003e Limit personal data and permissions, inform those involved, and apply a documented weeding\/deletion routine.\u003c\/li\u003e\n\n\u003cli\u003e\n\u003c\/li\u003e\n\u003c\/ol\u003e\n\n\u003ch2 id=\"mb-juridik\"\u003eLegal, GDPR, and accounting – important limitations\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eLabor law and salary deductions:\u003c\/strong\u003e A signature on a receipt primarily confirms that equipment has been handed out according to its contents. It does \u003cstrong\u003enot automatically\u003c\/strong\u003e imply liability for compensation for damage or loss. The Swedish Act (1970:215) on the right of set-off for employers limits the employer's right to make deductions from salary. Issues concerning damages and set-offs must be handled separately based on factual circumstances and applicable law.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eGDPR:\u003c\/strong\u003e The employer's register of employees and equipment may contain personal data. Processing requires a relevant legal basis, a clear purpose, data minimization, provision of information, and appropriate security measures. No general retention period is pre-programmed. Avoid personal identity numbers, passwords, and security codes when they are not needed.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eAccounting and tax:\u003c\/strong\u003e The Excel register is an \u003cstrong\u003eadministrative holdings register\u003c\/strong\u003e, not a complete fixed asset register or a depreciation tool. The purchase price is an internal reference and provides no automatic tax or accounting values. Classification of inventory, consumables, depreciation, and any benefit taxation must be assessed separately according to applicable rules.\u003c\/p\u003e\n\n\u003caside style=\"background:#fff3d7;border-left:4px solid #c39130;padding:15px;border-radius:6px\"\u003e\u003cstrong\u003eRemember:\u003c\/strong\u003e The template does not automatically handle IT inventory, MDM, restoration\/erasure of data, real-time tracking, legal disputes, salary deductions, or accounting depreciation. For qualified assessments, an employment lawyer, accounting consultant, or IT\/data protection officer should be consulted.\u003c\/aside\u003e\n\u003ch2\u003eWho is this package for?\u003c\/h2\u003e\n\n\u003cp\u003eSmall and medium-sized enterprises, consultancy and service firms, IT departments, workshops, industrial operations, warehouses, associations, property managers, and organizations that have recurring handovers of computers, mobiles, tools, and other equipment.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-faq\"\u003eFrequently Asked Questions\u003c\/h2\u003e\n\n\u003ch3\u003eHow many items can be registered?\u003c\/h3\u003e\n\n\u003cp\u003e200 prepared inventory entries, 250 handovers, and 100 discrepancies in version 1.0.\u003c\/p\u003e\n\n\u003ch3\u003eCan the same computer be handed out to several people over time?\u003c\/h3\u003e\n\n\u003cp\u003eYes. Keep the inventory ID the same, but create a new receipt ID on a new row for each separate handover.\u003c\/p\u003e\n\n\u003ch3\u003eDoes Excel calculate if the equipment has been returned?\u003c\/h3\u003e\n\n\u003cp\u003eExcel shows status based on the registered actual return date. An empty return date does not provide secure real-time physical information.\u003c\/p\u003e\n\n\u003ch3\u003eIs an employer allowed to deduct the value from the salary when equipment is missing?\u003c\/h3\u003e\n\n\u003cp\u003eNot automatically. The Act on the Right of Set-off and other relevant labor law conditions must be assessed. The receipt is not a general power of attorney for salary deductions.\u003c\/p\u003e\n\n\u003ch3\u003eCan I use the register values for annual accounts and depreciation?\u003c\/h3\u003e\n\n\u003cp\u003eThey can serve as administrative documentation, but do not replace the company's accounting-based asset register or tax assessment.\u003c\/p\u003e\n\n\u003ch3\u003eAre the PDF versions fillable electronic forms?\u003c\/h3\u003e\n\n\u003cp\u003eThe PDFs are searchable print and reference versions. The Word and Excel files are the primary editable formats.\u003c\/p\u003e\n\n\u003ch3\u003eIs an English version included?\u003c\/h3\u003e\n\n\u003cp\u003eYes, a separate English work reference for Swedish conditions. Excel and the detailed Swedish guide are in Swedish.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-kallor\"\u003eLegal sources and related templates\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/data.riksdagen.se\/dokument\/sfs-1970-215.html\"\u003eThe Swedish Parliament – Act (1970:215) on the right of set-off for employers\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/dataskydd-pa-olika-omraden\/arbetsliv\/tillaten-behandling--vilka-krav-galler\/grundlaggande-principer\/\"\u003eIMY (Swedish Authority for Privacy Protection) – basic data protection principles in working life\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.skatteverket.se\/foretag\/arbetsgivare\/lonochersattning\/formaner\/arbetsredskap.4.3016b5d91791ad4.html\"\u003eSwedish Tax Agency – work tools\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www4.skatteverket.se\/rattsligvagledning\/edition\/2026.2\/339119.html\"\u003eSwedish Tax Agency legal guidance – deduction for the acquisition of inventory\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"\/en\/products\/nyckelregister-nyckelkvittens-2026-2027-excel-dashboard-word-pdf\"\u003eKey Register \u0026amp; Key Receipt\u003c\/a\u003e – separate handling of keys and access tokens.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"\/en\/products\/besoksregister-entreprenorslogg-2026-2027-excel-word-pdf\"\u003eVisitor Register \u0026amp; Contractor Log\u003c\/a\u003e – external contractors and visitors.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e digital ZIP package, no physical product. The review covers the template's content and technical functions, not a certified legal review of the user's individual case.\u003c\/p\u003e\n\n\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55656718991702,"sku":"UTRUSTNINGSKVITTENS-REGISTER-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/utrustningskvittens-inventarieregister-2027-hero.png?v=1791514092"},{"product_id":"it-offboarding-behorighetsavslut-2026-2027-excel-word-pdf","title":"IT Offboarding \u0026 Access Termination 2026\/2027 – Excel, Word \u0026 PDF","description":"\u003csection class=\"mb-product-content\" lang=\"en\"\u003e\n\u003cp\u003e\u003cstrong\u003eIT Offboarding \u0026amp; Access Termination 2026\/2027\u003c\/strong\u003e is a practical digital template package for companies, associations, and organizations that need to terminate user accounts, document revoked system permissions, reclaim IT equipment, and ensure that nothing important falls through the cracks between HR, IT, and operations when an employee or consultant leaves. The package combines an \u003cstrong\u003eExcel register with a dashboard\u003c\/strong\u003e, IT checklist, access protocol, equipment and data handover, an editable SOP, a separate user guide, and an English working reference.\u003c\/p\u003e\n\n\u003cnav aria-label=\"About the document template\"\u003e\u003cp\u003e\u003cstrong\u003eAbout the document template:\u003c\/strong\u003e \u003ca href=\"#mb-ingar\"\u003eWhat's included\u003c\/a\u003e · \u003ca href=\"#mb-excel\"\u003eThe Excel tool\u003c\/a\u003e · \u003ca href=\"#mb-process\"\u003eHow to use the package\u003c\/a\u003e · \u003ca href=\"#mb-juridik\"\u003eInformation security and GDPR\u003c\/a\u003e · \u003ca href=\"#mb-faq\"\u003eFAQ\u003c\/a\u003e · \u003ca href=\"#mb-kallor\"\u003eSources\u003c\/a\u003e\u003c\/p\u003e\u003c\/nav\u003e\n\u003caside style=\"padding:16px;background:#E7F3EB;border-left:4px solid #287B4F;border-radius:7px\"\u003e\u003cstrong\u003eSource and technically reviewed: October 10, 2026.\u003c\/strong\u003e Version 1.0, intended for 2026\/2027 and the Swedish organizational context. The document package is an administrative security and follow-up aid. It is not a legally certified solution, a system for automatically deactivating accounts, or a guarantee of GDPR, NIS2, or other legal compliance.\u003c\/aside\u003e\n\u003ch2 id=\"mb-ingar\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth\u003eDocument\u003c\/th\u003e\n\n\u003cth\u003eWhat it is used for\u003c\/th\u003e\n\n\u003cth\u003eFormat\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eIT Offboarding \u0026amp; Access Register\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eExcel with seven sheets, dashboard, 100 termination cases, 200 system permissions, 120 equipment items, and 160 actions.\u003c\/td\u003e\n\n\u003ctd\u003eExcel (XLSX)\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eIT Offboarding – Checklist\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eCheckpoints before termination, technical shutdown, returns, data protection, and signing.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eAccess Revocation – Protocol\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eDocument account, disabled access, date, actual technical verification, and any exceptions.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eIT Equipment \u0026amp; Data Handover\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eReceipt for computers and other equipment, as well as checking information ownership, archiving, and appropriate security measures.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eIT Termination Procedure \/ SOP\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eGoverning document for division of responsibility, risk-based process, follow-up, and documented exceptions.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eStep-by-step, register fields, common mistakes, delimitations, sources, and control routines.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eIT Offboarding – English Working Reference\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eEnglish working version of core checklists and verification fields, intended for Swedish conditions.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003e\u003cstrong\u003eTotal 13 files:\u003c\/strong\u003e 6 editable Word documents, 6 searchable A4 PDF files, and 1 Excel workbook. The files are delivered as a ZIP. Excel requires no macros.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-excel\"\u003eExcel tool with control panel and follow-up\u003c\/h2\u003e\n\n\u003cp\u003eThe included Excel tool is a local register for documented IT offboarding. In the \u003cstrong\u003eTermination Cases\u003c\/strong\u003e tab, each person\/assignment is registered with a unique termination ID and internal contact person. The same ID is used in the separate tabs for \u003cstrong\u003ePermissions\u003c\/strong\u003e, \u003cstrong\u003eEquipment\u003c\/strong\u003e, and \u003cstrong\u003eActions\u003c\/strong\u003e. This allows a termination case to encompass multiple system accounts, inventory items, and checkpoints without mixing up the history. The dashboard summarizes registered, verified, open, and overdue entries.\u003c\/p\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSystem access:\u003c\/strong\u003e document identity accounts, VPN, SSO, MFA, administrator roles, cloud services, SaaS, and vendor accounts.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eVerification:\u003c\/strong\u003e specify revoked access, verification \"Yes,\" and verification date only after actual technical control in the respective system.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eEquipment return:\u003c\/strong\u003e track inventory ID, planned return, receipt, and exceptions separately from system permissions.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWorkflows:\u003c\/strong\u003e create checkpoints for accounts, licenses, physical access, API keys, data handover, and risk-based follow-up.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWarning flags:\u003c\/strong\u003e status calculations highlight, for example, overdue dates and missing information.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInstruction and examples:\u003c\/strong\u003e built-in guidance and a separate, fictitious demonstration sheet that does not affect the dashboard.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003cstrong\u003eImportant:\u003c\/strong\u003e Excel does not remove permissions, lock computers, delete emails, revoke tokens, or send automatic notifications. A green status is based on what the user has registered and must be confirmed against the actual system status.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-process\"\u003eHow to use the templates step by step\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetermine a correct termination case:\u003c\/strong\u003e Check with HR or the assignment owner regarding the date and security process that applies. The actual termination of employment is decided and documented separately.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInventory access:\u003c\/strong\u003e List the organization's IT systems, remote access, shared accounts, and any privileges. Specifically identify high-risk permissions.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAssign responsibility:\u003c\/strong\u003e Decide who carries out account changes, who verifies them, and who takes over files, clients, or business-critical processes.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePerform shutdown:\u003c\/strong\u003e Close or change access according to the established time, and register the action only when it has actually been performed.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eVerify:\u003c\/strong\u003e Document the check in the administrative console, log, or ticket system. Do not enter passwords, keys, or secret tokens into Excel.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eHandle equipment and data:\u003c\/strong\u003e Acknowledge return and assess the need for business data, deletion, and preservation in a separate approved process.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFinal review:\u003c\/strong\u003e Follow up on open items, document exceptions with the risk owner, and save the approval according to the organization's routine.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2 id=\"mb-juridik\"\u003eAccess termination, GDPR, and labor law\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003ePractical guidance on termination:\u003c\/strong\u003e Read our \u003ca href=\"\/en\/blogs\/foretag\/it-offboarding-behorighetsavslut-checklista-anstalld-slutar-2026\"\u003eIT Offboarding Checklist for access termination when employees or consultants leave\u003c\/a\u003e. The guide shows which accounts should be reviewed, how email and files are handled with regard to GDPR, and why implemented blocks need to be verified.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eIMY (Swedish Authority for Privacy Protection) guidance:\u003c\/strong\u003e Permissions should be need-based and changed when job tasks change. When staff leaves, it is especially important to immediately stop access to systems and information and to follow up on the routines. A standardized process can make it easier to avoid residual permissions. \u003ca href=\"https:\/\/www.imy.se\/vanliga-fragor-och-svar\/hur-ska-vi-tanka-kring-behorighetssstyrning-da-personal-slutar\/\"\u003eRead IMY's guidance on permissions when employees leave\u003c\/a\u003e.\u003c\/p\u003e\n\n\u003cp\u003eWork computers and cloud folders may contain personal data. The organization therefore needs a legal basis, a defined purpose, access restrictions, and an appropriate routine for preservation and erasure. A termination protocol does \u003cstrong\u003enot\u003c\/strong\u003e provide a general right to read a former employee's private communication, and a computer should not be automatically erased without consideration of business data and legal obligations.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eLabor law delimitation:\u003c\/strong\u003e The documents do not replace notices of termination, employment contracts, labor law\/MBL processes, collective agreement checks, holiday pay, employer certificates, or payroll administration. An equipment receipt does not automatically mean that an employer has the right to make salary deductions. The application of information security rules, sector requirements, and any security-sensitive agreements must be assessed for the specific organization.\u003c\/p\u003e\n\n\u003caside style=\"padding:15px;background:#FFF3D8;border-left:4px solid #CB9335;border-radius:7px\"\u003e\u003cstrong\u003eSecurity advice:\u003c\/strong\u003e Do not save passwords, personal identification numbers, full access keys, or secret system information in the spreadsheet. The file itself does not automatically have encryption, role-based access, or an audit log. Use a protected storage space and supplement it with the organization's own IT\/HR systems.\u003c\/aside\u003e\n\u003ch2 id=\"mb-faq\"\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eIs IT offboarding the same as terminating an employee?\u003c\/h3\u003e\n\n\u003cp\u003eNo. IT offboarding refers to the technical and organizational control of permissions, equipment, and information. The legal process for terminating an employment is handled separately.\u003c\/p\u003e\n\n\u003ch3\u003eDoes Excel automatically close Microsoft 365, Google Workspace, or VPN?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Permissions must be revoked directly in the respective system or via the organization's access management solution and then verified.\u003c\/p\u003e\n\n\u003ch3\u003eCan a consultant or external supplier be included?\u003c\/h3\u003e\n\n\u003cp\u003eYes. Termination cases can be registered for both employees and external individuals, as long as the organization adapts the applicable agreements, processes, and personal data handling.\u003c\/p\u003e\n\n\u003ch3\u003eHow many entries fit?\u003c\/h3\u003e\n\n\u003cp\u003e100 termination cases, 200 permission entries, 120 equipment entries, and 160 control actions are prepared in version 1.0.\u003c\/p\u003e\n\n\u003ch3\u003eWhat happens to old email accounts and documents?\u003c\/h3\u003e\n\n\u003cp\u003eAssess need, legal basis, access, and storage separately. The template does not perform archiving or deletion and does not provide a general right to read private information.\u003c\/p\u003e\n\n\u003ch3\u003eAre the templates ready for NIS2 or ISO 27001?\u003c\/h3\u003e\n\n\u003cp\u003eThey can be useful in local security work, but do not constitute a complete management standard, certification, or a guarantee that all requirements according to applicable rules are met.\u003c\/p\u003e\n\n\u003ch3\u003eIs Swedish and English included?\u003c\/h3\u003e\n\n\u003cp\u003eYes. The Swedish main documents and the Excel tool are supplemented by a separate English working reference for Swedish organizations.\u003c\/p\u003e\n\n\u003ch3\u003eDo I need macros or a subscription?\u003c\/h3\u003e\n\n\u003cp\u003eNo, the Excel workbook is macro-free and intended to be used locally in a compatible spreadsheet program. It requires no connection to other systems.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-kallor\"\u003eOfficial sources and related products\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.imy.se\/vanliga-fragor-och-svar\/hur-ska-vi-tanka-kring-behorighetssstyrning-da-personal-slutar\/\"\u003eIMY – Access management when staff leaves\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/vi-guidar-dig\/personuppgifter-i-anstalldas-datorer\/\"\u003eIMY – Personal data in employees' computers\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/dataskydd-pa-olika-omraden\/arbetsliv\/tillaten-behandling--vilka-krav-galler\/grundlaggande-principer\/\"\u003eIMY – Data protection principles in the workplace\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"\/en\/products\/utrustningskvittens-inventarieregister-2026-2027-excel-word-pdf\"\u003eEquipment Receipt \u0026amp; Inventory Register\u003c\/a\u003e – for separate equipment registration and return receipts.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"\/en\/products\/besoksregister-entreprenorslogg-2026-2027-excel-word-pdf\"\u003eVisitor Register \u0026amp; Contractor Log\u003c\/a\u003e – for external contractors and access control.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat and delivery:\u003c\/strong\u003e Digital ZIP with editable Word\/Excel files and searchable PDF versions. No physical item is sent. For particularly sensitive terminations, relevant IT security, data protection, and labor law experts should participate in the assessment.\u003c\/p\u003e\n\n\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55682015789398,"sku":"IT-OFFBOARDING-BEHORIGHETSAVSLUT-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/it-offboarding-behorighetsavslut-2027-hero.png?v=1791627641"},{"product_id":"it-onboarding-behorighetsbestallning-2026-2027-excel-word-pdf","title":"IT Onboarding \u0026 Access Requests 2026\/2027 – Excel, Word \u0026 PDF","description":"\u003csection class=\"mb-product-content\" lang=\"en\"\u003e\n\u003cp\u003e\u003cstrong\u003eIT Onboarding \u0026amp; Access Request 2026\/2027\u003c\/strong\u003e is a professional template package for companies, associations, IT departments, and organizations that need to document the ordering, needs assessment, approval, technical provisioning, and verification of IT access rights. The package includes an \u003cstrong\u003eExcel register with a dashboard\u003c\/strong\u003e, access request form, separate needs and risk assessment, verification protocol, IT procedure (SOP), detailed Swedish user guide, and an English work reference.\u003c\/p\u003e\n\n\u003cnav aria-label=\"About the document template\"\u003e\u003cp\u003e\u003cstrong\u003eAbout the document template:\u003c\/strong\u003e \u003ca href=\"#mb-ingar\"\u003eWhat's included\u003c\/a\u003e · \u003ca href=\"#mb-excel\"\u003eExcel tool\u003c\/a\u003e · \u003ca href=\"#mb-flode\"\u003eHow to use the package\u003c\/a\u003e · \u003ca href=\"#mb-juridik\"\u003eGDPR and IT security\u003c\/a\u003e · \u003ca href=\"#mb-faq\"\u003eFAQ\u003c\/a\u003e · \u003ca href=\"#mb-kallor\"\u003eRegulatory sources\u003c\/a\u003e\u003c\/p\u003e\u003c\/nav\u003e\n\u003caside style=\"padding:16px;background:#E7F3EA;border-left:4px solid #26774E;border-radius:7px\"\u003e\u003cstrong\u003eSource and technically reviewed: October 10, 2026.\u003c\/strong\u003e Version 1.0, intended for 2026\/2027. The review covers template structure, calculation logic, and specified regulatory sources. The product is not an authority-approved form, a certificate, or a guarantee that a specific operation complies with GDPR, the Cybersecurity Act, or sector-specific regulations.\u003c\/aside\u003e\n\u003ch2 id=\"mb-ingar\"\u003eWhat is included in the template package\u003c\/h2\u003e\n\n\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth\u003eFile\u003c\/th\u003e\n\n\u003cth\u003eContent\u003c\/th\u003e\n\n\u003cth\u003eFormat\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eIT Onboarding Register and Dashboard\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eSeven tabs with overview, up to 100 cases, 250 access records, and 160 actions, control points, instructions, and a separate dummy example.\u003c\/td\u003e\n\n\u003ctd\u003eExcel (XLSX)\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eAccess Request\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eCase ID, user, job role, services and systems, least privilege access, validity, requirements, and authorization.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eNeeds and Risk Assessment\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eSeparate assessment of access needs, permission levels, privileges, MFA, personal data risks, and risk decisions.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eProvisioning and Verification\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eIT protocol for actual provisioning in systems, execution checks, and independent follow-up verification.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eIT Onboarding Procedure (SOP)\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eInternal process description including roles, decision paths, access provisioning, deviation management, and reassessment.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eStep-by-step instructions, field explanations, legal limitations, common mistakes, secure storage, and regulatory sources.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003e\u003cstrong\u003eIT Onboarding \u0026amp; Access Request\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd\u003eEnglish work reference for ordering, approval, and technical verification within a Swedish operation.\u003c\/td\u003e\n\n\u003ctd\u003eWord (DOCX) + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003e\u003cstrong\u003eTotal of 13 files:\u003c\/strong\u003e six editable DOCX files, six searchable A4 PDFs, and one Excel workbook. Everything is delivered digitally as a ZIP file. The Excel file is macro-free and requires no separate subscription.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-excel\"\u003eThe Excel tool: cases, system access, and follow-up\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eOverview:\u003c\/strong\u003e shows the number of registered cases, ordered and verified access rights, pending approvals, pending technical provisioning, remaining verifications, and overdue actions.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCases:\u003c\/strong\u003e one unique case ID per person or role change, responsible manager, start date, and case status.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAccess Rights:\u003c\/strong\u003e one row per system and permission role, including work requirements, risk level, approval from manager\/system owner, technical provisioning, actual verification, and any additional risk approval.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eActions:\u003c\/strong\u003e responsibility, task, deadline, completion date, and automatic warning for passed internal deadlines.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eControl Points:\u003c\/strong\u003e 20 pre-prepared checks regarding requirements, authorization, MFA, shared accounts, segregation of duties, and post-verification.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInstructions and Example:\u003c\/strong\u003e a short work guide in Excel and a dummy example tab that does not affect the dashboard.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003eAn access right is shown as \u003cstrong\u003eVerified\u003c\/strong\u003e only when the necessary approvals have been registered, technical provisioning has been confirmed, and the actual verification (including date) has been filled in. High-risk access rights also require a separately registered risk approval in the tool.\u003c\/p\u003e\n\n\u003caside style=\"background:#FFF3D8;border-left:4px solid #BE8A27;border-radius:7px;padding:16px\"\u003e\u003cstrong\u003eImportant:\u003c\/strong\u003e Excel does not create user accounts, grant permissions, send emails or notifications, or verify the actual system state. Status is based on user input. Administrative registration is not a technical proof of access.\u003c\/aside\u003e\n\u003ch2 id=\"mb-flode\"\u003eHow to use the IT Onboarding package\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRegister the case:\u003c\/strong\u003e enter a unique reference, current assignment, responsible manager, and planned start date.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eIdentify least privilege:\u003c\/strong\u003e document which systems and roles are actually needed, for which task, and for how long.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eConduct needs and risk assessment:\u003c\/strong\u003e specifically assess personal data, privileged access, conflicting roles, and time limits.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eApprove before technical action:\u003c\/strong\u003e have the manager and system owner authorize according to your internal routine, and escalate high-risk access if necessary.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCarry out technical provisioning:\u003c\/strong\u003e authorized IT personnel modify accounts in the respective systems and document the execution.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eVerify access:\u003c\/strong\u003e check actual access against the decision. Record the verification date and a secure reference without passwords or tokens.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFollow up:\u003c\/strong\u003e review open actions, any exceptions, and the need for reassessment in case of role changes or later termination.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2 id=\"mb-juridik\"\u003eGDPR, access management, and cybersecurity\u003c\/h2\u003e\n\n\u003cp\u003eFor the ordering and approval process itself, read our \u003ca href=\"\/en\/blogs\/foretag\/it-onboarding-behorighetsbestallning-godkannande-checklista-2026\"\u003eguide to IT onboarding and access requests 2026\u003c\/a\u003e. The guide explains least privilege, system owner approval, MFA, and how provisioning is verified.\u003c\/p\u003e\n\n\u003cp\u003eThe Swedish Authority for Privacy Protection (IMY) guidelines emphasize that the assignment of access rights should be based on a \u003cstrong\u003eneeds and risk analysis\u003c\/strong\u003e, that each individual should normally have unique access, and that permissions should be limited to what is necessary. Organizations also need procedures for assignment, modification, revocation, and follow-up, as well as separation of duties between the requester, approver, and technical implementer where possible.\u003c\/p\u003e\n\n\u003cp\u003eWhen processing personal data, principles such as GDPR requirements for data minimization, legal basis, and appropriate security measures apply. \u003cstrong\u003eThe Cybersecurity Act (2025:1506) entered into force on January 15, 2026\u003c\/strong\u003e and may entail specific obligations for covered entities. Not all organizations are subject to the same rules. Specific requirements also apply, for example, to access to patient data in healthcare.\u003c\/p\u003e\n\n\u003cp\u003eThis product is a \u003cstrong\u003egeneral administrative work model\u003c\/strong\u003e. It does not replace sector-specific access assessment, employment contracts, HR onboarding, an IAM system, ISO 27001 audit, or regulatory requirements that may apply to specific operations. Never document passwords, API keys, MFA recovery codes, or unnecessary national identification numbers in Excel.\u003c\/p\u003e\n\n\u003ch2\u003eWhich organizations is this product suitable for?\u003c\/h2\u003e\n\n\u003cp\u003eThe templates are suitable for small and medium-sized enterprises, IT departments, consultancy firms, associations, property managers, offices, and businesses that have users in Microsoft 365, Google Workspace, ERP, SaaS, VPN, or other systems. They are used as organizational control documentation even when the actual account management takes place in a different tool.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-faq\"\u003eFrequently Asked Questions\u003c\/h2\u003e\n\n\u003ch3\u003eWhat is the difference between IT onboarding and IT offboarding?\u003c\/h3\u003e\n\n\u003cp\u003eIT onboarding documents the request, assessment, provisioning, and control of new access rights. IT offboarding handles termination, revocation, and return of equipment when access is no longer needed. They are natural complementary products.\u003c\/p\u003e\n\n\u003ch3\u003eCan Excel automatically create accounts or grant permissions?\u003c\/h3\u003e\n\n\u003ch3\u003eNo. The workbook is a local register, not an integration with an identity or access management system.\u003c\/h3\u003e\n\n\u003ch3\u003eHow many cases and system rights can be registered?\u003c\/h3\u003e\n\n\u003cp\u003e100 cases, 250 separate access records, and 160 actions are pre-prepared in version 1.0.\u003c\/p\u003e\n\n\u003ch3\u003eHow are administrator rights and other high-risk roles handled?\u003c\/h3\u003e\n\n\u003cp\u003eRegister the risk level as High and specifically check needs, risk approval, and verification. No high-risk role is automatically suitable for every user.\u003c\/p\u003e\n\n\u003ch3\u003eIs the template suitable for healthcare?\u003c\/h3\u003e\n\n\u003cp\u003eIt can function as a general work reference but does not replace specific rules regarding, for example, access assessment and patient data.\u003c\/p\u003e\n\n\u003ch3\u003eCan a consultant be covered?\u003c\/h3\u003e\n\n\u003cp\u003eYes. Needs assessment, relevant contractual relationships, and time limitations should be handled separately.\u003c\/p\u003e\n\n\u003ch3\u003eAre Swedish and English included?\u003c\/h3\u003e\n\n\u003cp\u003eYes. The main Swedish templates and the Swedish Excel tool are supplemented by a separate English work reference, adapted to Swedish conditions.\u003c\/p\u003e\n\n\u003ch3\u003eAre the PDF files electronic fillable forms?\u003c\/h3\u003e\n\n\u003cp\u003eThe PDFs are searchable print and reference versions. Word and Excel are the intended editable formats.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-kallor\"\u003eLegal sources and supplementary templates\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/det-har-galler-enligt-gdpr\/informationssakerhet\/behorighetsstyrning\/\"\u003eIMY – Access management\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.imy.se\/vanliga-fragor-och-svar\/hur-ska-vi-tanka-kring-behorighetssstyrning-da-personal-slutar\/\"\u003eIMY – Access when staff leave\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/cybersakerhetslag-20251506_sfs-2025-1506\/\"\u003eThe Riksdag – Cybersecurity Act (2025:1506)\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/dataskydd-pa-olika-omraden\/vard\/informationssakerhet--for-vardgivare\/tilldelning-av-behorighet-till-uppgifter-om-patienter--for-vardgivare\/\"\u003eIMY – Specific access assignment in healthcare\u003c\/a\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"\/en\/products\/it-offboarding-behorighetsavslut-2026-2027-excel-word-pdf\"\u003eIT Offboarding \u0026amp; Access Termination\u003c\/a\u003e – for revocation when needs change or terminate.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003ca href=\"\/en\/products\/utrustningskvittens-inventarieregister-2026-2027-excel-word-pdf\"\u003eEquipment Receipt \u0026amp; Inventory Register\u003c\/a\u003e – separate for physical equipment.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cp\u003e\u003cstrong\u003eDigital delivery:\u003c\/strong\u003e ZIP file with 13 delivery documents. No physical goods are shipped. In case of doubt regarding legal applicability, sensitive systems, or high-risk access, a responsible specialist should be involved.\u003c\/p\u003e\n\n\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55682151481686,"sku":"IT-ONBOARDING-BEHORIGHET-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/it-onboarding-behorighetsbestallning-2027-hero.png?v=1791628555"},{"product_id":"semesterplanering-bemanningsoversikt-2027-excel-word-pdf","title":"Vacation Planning \u0026 Staffing Overview 2027 – Excel, Word \u0026 PDF | Swedish + English","description":"\n\u003csection style=\"color:#17324D;line-height:1.75\"\u003e\n\u003ch2\u003eHoliday Planning 2027 – Excel template, holiday list, and staffing overview\u003c\/h2\u003e\n\n\u003cp\u003ePlan holidays, document decisions, and identify periods with insufficient office staffing. This downloadable package includes an Excel-based holiday planner for the \u003cstrong\u003e2027 calendar year\u003c\/strong\u003e, an editable form for holiday requests and employer decisions, and a detailed user guide. Primarily suited for smaller Swedish employers with a standard Monday–Friday office week.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e Excel (XLSX) + Word (DOCX) + PDF. \u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish with an English reference translation of the form and guide. The Swedish text and Swedish law serve as the baseline.\u003c\/p\u003e\n\n\u003cnav aria-label=\"About the document template\"\u003e\u003cstrong\u003eAbout the document template:\u003c\/strong\u003e \u003ca href=\"#mb-ingar\"\u003eWhat's included\u003c\/a\u003e · \u003ca href=\"#mb-excel\"\u003eThe Excel tool\u003c\/a\u003e · \u003ca href=\"#mb-sa\"\u003eHow to do it\u003c\/a\u003e · \u003ca href=\"#mb-juridik\"\u003eLegal information\u003c\/a\u003e · \u003ca href=\"#mb-faq\"\u003eFAQ\u003c\/a\u003e\u003c\/nav\u003e\n\u003cdiv style=\"background:#e8f4ed;border-left:5px solid #337b5f;padding:16px;margin:18px 0\"\u003e\n\n\u003cstrong\u003eSource-verified October 12, 2026.\u003c\/strong\u003e The product's legal guidance has been checked against the Annual Leave Act, Verksamt, and the IMY's workplace guidance. The package is a standard template and does not replace legal advice, individual collective agreement interpretation, or payroll administration.\u003c\/div\u003e\n\n\u003ch2 id=\"mb-ingar\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003ctable style=\"width:100%;border-collapse:collapse\"\u003e\n\n\u003cthead\u003e\u003ctr style=\"background:#17324D;color:#fff\"\u003e\n\n\u003cth style=\"padding:10px;text-align:left\"\u003eFile\u003c\/th\u003e\n\n\u003cth style=\"padding:10px;text-align:left\"\u003eUsage\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae4ea\"\u003e\u003cstrong\u003eSemesterplanering 2027.xlsx\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae4ea\"\u003eSix worksheets: overview, personnel, applications, daily summary, holidays, and instructions.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae4ea\"\u003e\u003cstrong\u003eSemesteransökan \u0026amp; beslut.docx + .pdf\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae4ea\"\u003eBilingual request and decision form: Swedish version and English reference translation.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae4ea\"\u003e\u003cstrong\u003eAnvändarguide.docx + .pdf\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae4ea\"\u003eStep-by-step, Annual Leave Act checklists, common mistakes, GDPR, and an English quick guide.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003e\u003cstrong\u003eTotal:\u003c\/strong\u003e five delivery files in a ZIP. The documents can be edited locally and used offline.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-excel\"\u003eWhat does the Excel template do?\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eRegister up to \u003cstrong\u003e50 employees\u003c\/strong\u003e and \u003cstrong\u003e150 leave requests\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003eTrack which holiday requests are requested, approved, denied, or withdrawn.\u003c\/li\u003e\n\n\u003cli\u003eCalculate planned weekdays considering an editable list of holidays and equivalent days.\u003c\/li\u003e\n\n\u003cli\u003eIdentify overlapping \u003cstrong\u003eapproved periods\u003c\/strong\u003e for the same person.\u003c\/li\u003e\n\n\u003cli\u003eShow, day by day, how many office employees are in the planning base and how many have approved leave.\u003c\/li\u003e\n\n\u003cli\u003eSet your own minimum staffing level and highlight weekdays that fall below this level.\u003c\/li\u003e\n\n\u003cli\u003eGet a month-by-month overview, without macros or subscriptions.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003cdiv style=\"background:#fff3d7;border-left:5px solid #d2a94c;padding:14px\"\u003e\n\n\u003cstrong\u003eImportant limitation:\u003c\/strong\u003e The workbook is intended for simple Monday–Friday office planning. It does not calculate holiday pay, holiday compensation, qualifying years, net holiday days for irregular working hours, working hours, or actual production capacity. Approval and legal checks must be performed by the employer.\u003c\/div\u003e\n\n\u003ch2 id=\"mb-sa\"\u003eHow to use the package\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCreate the personnel register:\u003c\/strong\u003e enter names or employee IDs, teams, and employment type. Mark relevant office employees as active.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCollect requests:\u003c\/strong\u003e use the Word form and register the desired leave periods in Excel.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eReview scheduling:\u003c\/strong\u003e consider personnel needs, consultations, the Annual Leave Act, applicable collective agreements, and individual employment terms.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDocument decisions:\u003c\/strong\u003e fill in approved or denied status and decision date. Mark the request as \"Approved\" in Excel when the decision is final.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFollow up on staffing:\u003c\/strong\u003e set the minimum level and review days marked BELOW MINIMUM.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSave securely:\u003c\/strong\u003e manage access and disposal according to the employer's data protection procedures.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eTypical use cases\u003c\/h2\u003e\n\n\u003cp\u003ePlanning for summer holidays, holiday distribution between departments, holiday requests in small companies, holiday coordination in finance departments and administrative teams, documentation of approval, and preparation of staffing levels before periods of high leave.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-juridik\"\u003eThe Annual Leave Act and personal data\u003c\/h2\u003e\n\n\u003cp\u003eThe Annual Leave Act (1977:480) specifies, among other things, a standard right to 25 days of holiday, the baseline for the holiday year, obligations regarding holiday scheduling, and provisions regarding notice and main holiday periods. According to Section 12, the baseline is at least four consecutive weeks during June–August unless otherwise agreed, with exceptions as provided by law. Scheduling may also be affected by collective agreements, negotiations, and individual circumstances.\u003c\/p\u003e\n\n\u003cp\u003eInformation regarding employees' holidays and other leave is personal data. \u003cstrong\u003eDo not register diagnoses or sensitive health information\u003c\/strong\u003e in a generally accessible planning file. Secure the document, restrict access, and determine necessary retention periods.\u003c\/p\u003e\n\n\u003ch3\u003eOfficial sources\u003c\/h3\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/semesterlag-1977480_sfs-1977-480\/\"\u003eThe Riksdag – Annual Leave Act (1977:480)\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/verksamt.se\/personal-rekrytering\/ledighet\/semester-semesterdagar\"\u003eVerksamt – holiday and holiday days\u003c\/a\u003e\u003c\/li\u003e\n\n\u003cli\u003e\u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/dataskydd-pa-olika-omraden\/arbetsliv\/tillaten-behandling--vilka-krav-galler\/grundlaggande-principer\/\"\u003eIMY – data protection in working life\u003c\/a\u003e\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch2 id=\"mb-faq\"\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eCan I use it for 2027 immediately?\u003c\/h3\u003e\n\n\u003cp\u003eYes. The Excel workbook's daily summary and adjustable holiday list refer to the 2027 calendar year.\u003c\/p\u003e\n\n\u003ch3\u003eDoes the file calculate how many holiday days someone is entitled to?\u003c\/h3\u003e\n\n\u003cp\u003eNo. It shows a planning template for weekdays, not legal holiday calculation, net holiday, or holiday pay.\u003c\/p\u003e\n\n\u003ch3\u003eDoes the template work for shift work and part-time employment?\u003c\/h3\u003e\n\n\u003cp\u003eThe application form can be adapted. However, the Excel calculation should not be used as a correct working time or net holiday calculation for shifts or intermittent work.\u003c\/p\u003e\n\n\u003ch3\u003eIs an English version included?\u003c\/h3\u003e\n\n\u003cp\u003eYes. The form includes an English reference translation and the guide includes an English summary. The Excel workbook is in Swedish and adapted to Swedish conditions.\u003c\/p\u003e\n\n\u003ch3\u003eDo I need software?\u003c\/h3\u003e\n\n\u003cp\u003eExcel\/Office or compatible alternatives are required for editing. The PDF can be read and printed separately. For full compatibility with formulas, Microsoft Excel is recommended.\u003c\/p\u003e\n\n\u003ch3\u003eAre the files completed legal decisions?\u003c\/h3\u003e\n\n\u003cp\u003eNo. They are editable work templates. An authorized employer must decide, verify applicable rules, and document the correct information.\u003c\/p\u003e\n\n\u003ch2\u003eFormat, delivery, and related categories\u003c\/h2\u003e\n\n\u003cp\u003eDigital download – a ZIP package with five editable\/searchable files. No physical item and no shipping. Feel free to take a look at more \u003ca href=\"\/en\/collections\/hr-arbetsratt-visselblasning-mallar\"\u003eHR and labor law templates\u003c\/a\u003e as well as \u003ca href=\"\/en\/collections\/mallar-for-aktiebolag\"\u003ecompany templates\u003c\/a\u003e.\u003c\/p\u003e\n\n\u003cp\u003e\u003csmall\u003eMallbutiken.se · Version 1.0 · Source check 2026-10-12 · Planning year 2027.\u003c\/small\u003e\u003c\/p\u003e\n\n\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55710733402454,"sku":"SEMESTERPLANERING-BEMANNING-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/semesterplanering-bemanning-2027-hero.png?v=1791790013"},{"product_id":"befattningsbeskrivning-rollbeskrivning-2026-2027-kompetensmatris-svenska-english-word-pdf-excel","title":"Job Description \u0026 Role Description 2026\/2027 – Competence Matrix | Swedish + English Word\/PDF\/Excel","description":"\u003csection class=\"mb-product-intro\"\u003e\n\u003ch2\u003eJob Description 2026\/2027 – complete template package with role descriptions and competency matrices\u003c\/h2\u003e\n\n\u003cp\u003eCreate clear and professional \u003cstrong\u003ejob descriptions, work specifications, and role profiles\u003c\/strong\u003e that define the purpose of a role, included tasks, decision-making authority, and required resources and competencies. A practical document package for Swedish employers, HR, managers, and small business owners.\u003c\/p\u003e\n\n\u003cp\u003eIncludes \u003cstrong\u003eSwedish and English job descriptions\u003c\/strong\u003e, role and competency profiles, role reviews with acknowledgment of responsibility, a detailed user guide, and an Excel register with status checks and a summary overview.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 5 editable Word (DOCX) files, 5 searchable A4 PDF files, and 1 Excel (XLSX) file. A total of 11 files in a ZIP archive. Standard price 79 SEK.\u003c\/p\u003e\n\n\u003cnav\u003e\u003ca href=\"#mb-om\"\u003eAbout the document template\u003c\/a\u003e · \u003ca href=\"#mb-ingar\"\u003eWhat's included\u003c\/a\u003e · \u003ca href=\"#mb-praktiskt\"\u003eWorkflow\u003c\/a\u003e · \u003ca href=\"#mb-juridik\"\u003eLegal \u0026amp; work environment\u003c\/a\u003e · \u003ca href=\"#mb-faq\"\u003eFAQ\u003c\/a\u003e\u003c\/nav\u003e\n\u003c\/section\u003e\n\u003csection id=\"mb-om\"\u003e\u003ch3\u003eAbout the document template\u003c\/h3\u003e\n\n\u003cp\u003eA well-considered job description provides a shared understanding of a role's purpose, key deliverables, priorities, mandates, reporting lines, and support needs. It can be used for recruitment, onboarding, role allocation, competency planning, and objective reviews of work tasks.\u003c\/p\u003e\n\n\u003caside\u003e\u003cstrong\u003eLegally and professionally verified: 2026-10-12.\u003c\/strong\u003e Independently produced with consideration for Section 6 c of the Employment Protection Act (LAS), the Swedish Work Environment Authority's AFS 2023:1 and AFS 2023:2, and the IMY's guidance on personal data in the workplace. Verification of public sources is not a claim of external legal review.\u003c\/aside\u003e\n\u003cp\u003eThis is a \u003cstrong\u003egeneral, customizable template\u003c\/strong\u003e and not a specialized description for a specific title. It can be adapted for roles such as administrator, coordinator, accounting assistant, technician, supervisor, or HR function.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection id=\"mb-ingar\"\u003e\u003ch3\u003eWhat's included in the package\u003c\/h3\u003e\n\n\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth\u003eDocument\u003c\/th\u003e\n\n\u003cth\u003eFormat\u003c\/th\u003e\n\n\u003cth\u003eArea of use\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eJob Description 2026\/2027 – Swedish\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eRole purpose, core tasks, mandate, interfaces, goals, competence, resources, and approval.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eJob Description 2026\/2027 – English\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eEnglish role description adapted to Swedish employment conditions.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eRole and competency profile\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eMandatory vs. meritorious requirements, competency levels, training support, and follow-up.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eRole review and acknowledgment of responsibility\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eReview of role clarity, responsibility, resources, workload, changes, and information acknowledgment.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eDetailed user guide\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eFilling instructions, legal limitations, checklists, common mistakes, and sources.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eRole register and competency matrix\u003c\/td\u003e\n\n\u003ctd\u003eXLSX\u003c\/td\u003e\n\n\u003ctd\u003eFive Excel sheets: START, ROLES, RESPONSIBILITY, COMPETENCY, and OVERVIEW.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003ch3\u003eExcel – practical register with useful functions\u003c\/h3\u003e\n\n\u003cp\u003eThe Excel workbook helps the organization follow up on roles, role codes, competency requirements, distribution of responsibilities, and reviews. It contains filterable structures, status dropdowns, formula-based control signals, and a summary. Fields for missing role titles, review dates, responsibility points, and competency support can be flagged for manual action.\u003c\/p\u003e\n\n\u003cp\u003eThe tool is intended for \u003cstrong\u003eroles and job requirements, not automated individual assessment\u003c\/strong\u003e. It does not make employment decisions, grant powers, or replace HR systems.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection id=\"mb-praktiskt\"\u003e\u003ch3\u003eHow to use the package\u003c\/h3\u003e\n\n\u003col\u003e\n\n\u003cli\u003eInventory the tasks the business actually needs, which roles exist, and who is responsible for decisions.\u003c\/li\u003e\n\n\u003cli\u003eFill in the Swedish job description with a concrete role purpose, prioritized deliverables, work tasks, and reporting lines.\u003c\/li\u003e\n\n\u003cli\u003eDescribe mandates, limitations, and escalation paths. Refer to separate powers of attorney, authorization procedures, and any delegation of work environment tasks.\u003c\/li\u003e\n\n\u003cli\u003eUse the role and competency profile to define objective basic requirements, meritorious knowledge, and necessary support resources.\u003c\/li\u003e\n\n\u003cli\u003eProduce the English version if the role is used in a multilingual business and coordinate the content.\u003c\/li\u003e\n\n\u003cli\u003eReview the role's workload and resources, document any measures in the role review, and acknowledge receipt of information.\u003c\/li\u003e\n\n\u003cli\u003eRegister positions and their responsibilities in Excel. Review the control signals and plan the next follow-up.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eCommon mistakes to avoid\u003c\/h3\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eWriting general formulations without concrete responsibility or clear priorities.\u003c\/li\u003e\n\n\u003cli\u003eConfusing a role description with an employment contract, signatory rights, or formal delegation of work environment tasks.\u003c\/li\u003e\n\n\u003cli\u003eAssigning responsibility without corresponding competence, resources, time, and decision-making channels.\u003c\/li\u003e\n\n\u003cli\u003eUsing unjustified competency requirements or subjective judgments about individual people.\u003c\/li\u003e\n\n\u003cli\u003eChanging essential terms of employment solely through a new job description.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003c\/section\u003e\n\u003csection id=\"mb-juridik\"\u003e\u003ch3\u003eLegal and work environment information\u003c\/h3\u003e\n\n\u003cp\u003e\u003cstrong\u003eLAS Section 6 c\u003c\/strong\u003e requires, among other things, a brief description or specification of work tasks and job title in the employer's written information to the employee. This detailed job description can serve as supplementary working material but is not in itself a complete substitute for the information required by law.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eAFS 2023:2, Chapter 2\u003c\/strong\u003e stipulates, among other things, that employees should know what they are to do, what is to be achieved, how tasks are prioritized, who they can turn to for support, and what powers they have. Workload must be reasonable in relation to available resources.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eAFS 2023:1, Section 9\u003c\/strong\u003e contains specific rules on the distribution of tasks in systematic work environment management, including requirements for knowledge, powers, and resources. Written documentation of this distribution of tasks is required for ten or more employees. A general role description does not automatically constitute a complete delegation of tasks.\u003c\/p\u003e\n\n\u003cp\u003eData about employees must be processed in accordance with GDPR with a clear purpose, relevant legal basis, restricted access, and appropriate storage time. In the case of major organizational changes, collective agreement issues, or safety-critical powers, relevant specialists should be consulted.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eOfficial sources:\u003c\/strong\u003e \u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-198280-om-anstallningsskydd_sfs-1982-80\/\"\u003eLAS\u003c\/a\u003e, \u003ca href=\"https:\/\/www.av.se\/arbetsmiljoarbete-och-inspektioner\/publikationer\/foreskrifter\/afs-20231\/\"\u003eAFS 2023:1\u003c\/a\u003e, \u003ca href=\"https:\/\/www.av.se\/arbetsmiljoarbete-och-inspektioner\/publikationer\/foreskrifter\/afs-20232\/\"\u003eAFS 2023:2\u003c\/a\u003e, \u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/dataskydd-pa-olika-omraden\/arbetsliv\/tillaten-behandling--vilka-krav-galler\/grundlaggande-principer\/\"\u003eIMY – principles for personal data in the workplace\u003c\/a\u003e.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection id=\"mb-faq\"\u003e\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\n\u003ch4\u003eWhat is the difference between a job description and an employment contract?\u003c\/h4\u003e\n\n\u003cp\u003eThe job description clarifies work tasks, goals, mandates, and expectations. The employment contract and the mandatory written employment information also address the terms of the employment.\u003c\/p\u003e\n\n\u003ch4\u003eCan the template be used for different professions?\u003c\/h4\u003e\n\n\u003cp\u003eYes. It is a general role description with editable fields that can be adapted to different functions. It does not contain pre-defined work tasks for all professions.\u003c\/p\u003e\n\n\u003ch4\u003eIs an English version included?\u003c\/h4\u003e\n\n\u003cp\u003eYes, a Job Description in English within a Swedish legal context. The other four text documents and the Excel workbook are in Swedish.\u003c\/p\u003e\n\n\u003ch4\u003eIs this a legally binding delegation of work environment responsibility?\u003c\/h4\u003e\n\n\u003cp\u003eNo. Specific distribution of work environment tasks must be assessed and documented according to the rules applicable to the business.\u003c\/p\u003e\n\n\u003ch4\u003eWhat does the Excel register contain?\u003c\/h4\u003e\n\n\u003cp\u003eRole register, responsibility register, competency requirements, automatic control flags, and a summary overview. No fictional employees are included in the delivery.\u003c\/p\u003e\n\n\u003ch4\u003eCan the template be used during a reorganization?\u003c\/h4\u003e\n\n\u003cp\u003eAs working material, yes. Employment law-related changes or any negotiation obligations must be handled separately.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection\u003e\u003ch3\u003eFormat, language, and delivery\u003c\/h3\u003e\n\n\u003cp\u003eDelivered as a ZIP with Word (DOCX), PDF, and Excel (XLSX). Swedish main documents and an English role description. No physical delivery. Automatic file delivery requires a correct connection in Digital Products.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eRelated documents:\u003c\/strong\u003e \u003ca href=\"\/en\/products\/anstallningsavtal-mallpaket-2026-word-pdf-svensk-ratt\"\u003eEmployment contract\u003c\/a\u003e, \u003ca href=\"\/en\/products\/personalhandbok-hr-policy-mallpaket-2026\"\u003eStaff Handbook \u0026amp; HR Policy\u003c\/a\u003e, \u003ca href=\"\/en\/products\/styrelsens-arbetsordning-vd-instruktion-rapportinstruktion-2026-2027\"\u003eBoard Rules of Procedure and CEO Instructions\u003c\/a\u003e.\u003c\/p\u003e\n\n\u003cp\u003eVersion 1.0 · Legally and professionally verified against available public sources: 2026-10-12. Adjust all decisions and requirements according to your own organization.\u003c\/p\u003e\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55717435736406,"sku":"BEFATTNINGSBESKRIVNING-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/befattningsbeskrivning-2027-hero.png?v=1791832749"},{"product_id":"kandidatbedomning-2026-2027-bedomningsmatris-kompetensbaserad-rekrytering-svenska-english-word-pdf-excel","title":"Candidate Assessment 2026\/2027 – Assessment Matrix, Competency-Based Recruitment | Swedish + English Word\/PDF\/Excel","description":"\u003csection class=\"mb-product-intro\"\u003e\u003ch2\u003eCandidate Assessment 2026\/2027 – competency-based recruitment in Word, PDF, and Excel\u003c\/h2\u003e\n\n\u003cp\u003eEvaluate and compare job applicants more consistently with a professional template package for \u003cstrong\u003ecompetency-based candidate assessment, interview documentation, and human selection decisions\u003c\/strong\u003e. You receive a Swedish assessment form, an English Candidate Assessment adapted for Swedish conditions, a criteria and scoring scale, a selection protocol, a detailed guide, and an Excel-based assessment matrix.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 5 Word documents (DOCX), 5 searchable A4 PDFs, and 1 Excel workbook (XLSX) – 11 files in total. Price 79 SEK. The primary language is Swedish, with an English-language candidate assessment form included.\u003c\/p\u003e\n\n\u003cnav aria-label=\"Product navigation\"\u003e\u003ca href=\"#mb-om\"\u003eAbout the template\u003c\/a\u003e · \u003ca href=\"#mb-ingar\"\u003eWhat's included\u003c\/a\u003e · \u003ca href=\"#mb-excel\"\u003eThe Excel tool\u003c\/a\u003e · \u003ca href=\"#mb-steg\"\u003eHow to use the package\u003c\/a\u003e · \u003ca href=\"#mb-juridik\"\u003eLegal\u003c\/a\u003e · \u003ca href=\"#mb-faq\"\u003eFAQ\u003c\/a\u003e\u003c\/nav\u003e\u003c\/section\u003e\n\u003csection id=\"mb-om\"\u003e\u003ch3\u003eAbout the document template\u003c\/h3\u003e\n\n\u003cp\u003eThis candidate assessment template is adapted for Swedish employers, HR managers, hiring managers, and small recruitment teams. The purpose is to facilitate objective assessment of predefined competency requirements after an interview or work sample – without vague personality assessments or decisions driven solely by a score.\u003c\/p\u003e\n\n\u003caside\u003e\u003cp\u003e\u003cstrong\u003eLegally and professionally verified October 12, 2026.\u003c\/strong\u003e The material has been independently developed with consideration for the Discrimination Act (2008:567), GDPR, and current guidance from the Swedish Authority for Privacy Protection (IMY) and the Equality Ombudsman (DO). This does not mean that an external lawyer has reviewed the document or that any specific recruitment automatically satisfies all legal requirements.\u003c\/p\u003e\u003c\/aside\u003e\u003c\/section\u003e\n\u003csection id=\"mb-ingar\"\u003e\u003ch3\u003eWhat is included in the template package\u003c\/h3\u003e\n\n\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth\u003eDocument\u003c\/th\u003e\n\n\u003cth\u003eFormat\u003c\/th\u003e\n\n\u003cth\u003eFunction\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eCandidate Assessment – Swedish\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eRecruitment ID, candidate code, mandatory requirements, ratings 1–4, factual evidence, competency gaps, and the assessor's conclusion.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eCandidate Assessment – English\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eEnglish-language candidate assessment adapted to Swedish employment and data protection regulations.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eCriteria \u0026amp; assessment scale\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eEstablished job requirements, relevant assessment anchors, weighting, equal treatment, and pre-interview checks.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eSelection decision \u0026amp; traceability\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eProtocol for documented, justified human final assessment, as well as privacy and equal treatment checks.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eDetailed user guide\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\u003ctd\u003eStep-by-step instructions, example calculations, legal risks, final checklist, and current authority sources.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eCandidate matrix \u0026amp; recruitment follow-up\u003c\/td\u003e\n\n\u003ctd\u003eXLSX\u003c\/td\u003e\n\n\u003ctd\u003eSix Excel sheets with editable weights, candidate IDs, assessment scores, base documentation checks, comparison, and GDPR checklist.\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003eAll text documents are editable in Word and are also delivered as searchable PDFs. The package is designed for custom adaptation and requires the employer to fill in actual criteria and assessment documentation.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection id=\"mb-excel\"\u003e\u003ch3\u003eExcel – a functional candidate assessment matrix\u003c\/h3\u003e\n\n\u003cp\u003eThe workbook contains \u003cstrong\u003eSTART, CRITERIA, CANDIDATES, ASSESSMENTS, COMPARISON, and GDPR\u003c\/strong\u003e. You can customize five criteria and their weights, register candidates with separate ID codes, assess each criterion on a scale of 1–4, and obtain a transparent, weighted summary.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eBuilt-in controls:\u003c\/strong\u003e weightings must total 100%, mandatory requirements must be checked, and all criteria must be assessed before a full score is displayed. Missing documentation is not treated as a zero. The formulas show follow-up status, but Excel does not decide which candidate should receive the position.\u003c\/p\u003e\n\n\u003cp\u003eExample: ratings of 3, 4, 3, 2, and 4 with weights of 30%, 25%, 20%, 15%, and 10% yield a weighted result of \u003cstrong\u003e3.20 out of 4\u003c\/strong\u003e. The calculation can support an equivalent comparison but does not replace human judgment.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection id=\"mb-steg\"\u003e\u003ch3\u003eHow to use the template package\u003c\/h3\u003e\n\n\u003col\u003e\n\n\u003cli\u003eDetermine the mandatory requirements and assessment criteria for the position before interviews begin.\u003c\/li\u003e\n\n\u003cli\u003eAdapt the criteria template and assessment weights to the role and document who approved them.\u003c\/li\u003e\n\n\u003cli\u003eAssign candidates codes, such as K-001, and store the link to their names separately.\u003c\/li\u003e\n\n\u003cli\u003eAssess each person using as far as possible comparable questions, work samples, and written observations.\u003c\/li\u003e\n\n\u003cli\u003eUse the assessment form and record only necessary, work-related information in Excel.\u003c\/li\u003e\n\n\u003cli\u003eCheck the Excel tool's signals for missing information and uncertain results.\u003c\/li\u003e\n\n\u003cli\u003eDocument the human selection decision and its factual reasons in the separate selection protocol.\u003c\/li\u003e\n\n\u003cli\u003eArchive and dispose of the material based on an established and legally substantiated procedure.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eCommon mistakes\u003c\/h3\u003e\n\n\u003cul\u003e\n\n\u003cli\u003eChanging criteria after the candidates' results have become known.\u003c\/li\u003e\n\n\u003cli\u003eTreating the lack of documentation as a failing grade.\u003c\/li\u003e\n\n\u003cli\u003eAssessing personal background, health, or other irrelevant or protected factors.\u003c\/li\u003e\n\n\u003cli\u003eUsing a total score as the sole basis for hiring decisions.\u003c\/li\u003e\n\n\u003cli\u003ePutting full identity information and sensitive notes into a shared Excel workbook.\u003c\/li\u003e\n\n\u003cli\u003eRetaining candidate data without an assessed legal basis or documented procedure.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\u003c\/section\u003e\n\u003csection id=\"mb-juridik\"\u003e\u003ch3\u003eLegal information and limitations\u003c\/h3\u003e\n\n\u003cp\u003eAccording to the Discrimination Act, recruitment must take place without prohibited discrimination, and employers are subject to rules regarding active measures. GDPR entails requirements for a relevant legal basis, information, data minimization, security, and storage limitation, among other things. IMY emphasizes that assessment data must be factual and correct and that automated decision-making or profiling may trigger specific rights and risks.\u003c\/p\u003e\n\n\u003cp\u003eThe product is an administrative \u003cstrong\u003esupport for human decision-making\u003c\/strong\u003e. It contains no AI selection model, personality test, automatic ranking with rejection decisions, or the right to collect sensitive personal data. The assessment scale is an explained internal model, not a competency measurement established by an authority. An agency or organization subject to specific public access, archiving, or sectoral legislation must adapt the routines.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eCurrent sources:\u003c\/strong\u003e \u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/dataskydd-pa-olika-omraden\/arbetsliv\/rekryteringssystem-och-kompetensdatabaser\/\"\u003eIMY – Recruitment systems and competency databases\u003c\/a\u003e · \u003ca href=\"https:\/\/www.do.se\/for-arbetsgivare-och-utbildningsanordnare\/aktiva-atgarder-for-arbetsgivare\/kontinuerligt-arbete-mot-diskriminering-fyra-steg\/rekrytering-utan-diskriminering\"\u003eDO – Recruitment without discrimination\u003c\/a\u003e · \u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/diskrimineringslag-2008567_sfs-2008-567\/\"\u003eThe Discrimination Act\u003c\/a\u003e · \u003ca href=\"https:\/\/eur-lex.europa.eu\/eli\/reg\/2016\/679\/oj\"\u003eGeneral Data Protection Regulation (GDPR)\u003c\/a\u003e.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection id=\"mb-faq\"\u003e\u003ch3\u003eFrequently asked questions about candidate assessment\u003c\/h3\u003e\n\n\u003ch4\u003eIs this an assessment template for job interviews?\u003c\/h4\u003e\n\n\u003cp\u003eYes. It helps the hiring manager or HR document criteria, observations, competencies, and next steps after an interview or work sample.\u003c\/p\u003e\n\n\u003ch4\u003eCan multiple candidates be compared in Excel?\u003c\/h4\u003e\n\n\u003cp\u003eYes. The workbook supports up to 30 registered candidate IDs in its prepared structure and provides weighted scores when the necessary documentation is complete.\u003c\/p\u003e\n\n\u003ch4\u003eDoes Excel choose which candidate to hire?\u003c\/h4\u003e\n\n\u003cp\u003eNo. The calculations are only support. The authorized decision-maker must personally assess the overall picture, the mandatory requirements, the quality of the information, and the risk of unfair treatment.\u003c\/p\u003e\n\n\u003ch4\u003eIs an English version included?\u003c\/h4\u003e\n\n\u003cp\u003eYes. Candidate Assessment is available in English with a Swedish legal context. The criteria template, selection protocol, user guide, and Excel workbook are in Swedish.\u003c\/p\u003e\n\n\u003ch4\u003eDoes the employer need to already have a job profile?\u003c\/h4\u003e\n\n\u003cp\u003eIt is recommended to start from an established description of the position's actual requirements. A criteria template is included to help you document them.\u003c\/p\u003e\n\n\u003ch4\u003eCan personal identity numbers and health information be entered?\u003c\/h4\u003e\n\n\u003cp\u003eThe template is deliberately intended for candidate IDs and work-relevant assessment documentation. Do not enter sensitive information or identity details without specifically assessing the legality and necessity.\u003c\/p\u003e\n\n\u003ch4\u003eHow long may data be saved?\u003c\/h4\u003e\n\n\u003cp\u003eNo general time applies in all contexts. Recruitment data should normally be deleted or de-identified when no longer needed, with consideration for potential legal claims and specific archival rules.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection\u003e\u003ch3\u003eDelivery and related documents\u003c\/h3\u003e\n\n\u003cp\u003eDigital ZIP package in DOCX, PDF, and XLSX. No physical delivery. Automatic file delivery requires the finished ZIP package to be linked to the product in Shopify Digital Products.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eRelated products:\u003c\/strong\u003e \u003ca href=\"\/en\/products\/befattningsbeskrivning-rollbeskrivning-2026-2027-kompetensmatris-svenska-english-word-pdf-excel\"\u003eJob description and competency matrix\u003c\/a\u003e · \u003ca href=\"\/en\/products\/anstallningsavtal-mallpaket-2026-word-pdf-svensk-ratt\"\u003eEmployment contract\u003c\/a\u003e · \u003ca href=\"\/en\/products\/personalhandbok-hr-policy-mallpaket-2026\"\u003eEmployee handbook\u003c\/a\u003e.\u003c\/p\u003e\n\n\u003cp\u003eMallbutiken.se · Version 1.0 · Verified 2026-10-12.\u003c\/p\u003e\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55718190743894,"sku":"KANDIDATBEDOMNING-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/kandidatbedomning-2027-hero.png?v=1791834107"},{"product_id":"skiftschema-personalbemanning-2026-2027-rullande-schema-arbetstider-excel-word-pdf","title":"Shift Schedule \u0026 Staffing 2026\/2027 – Rotating schedule, working hours | Excel, Word \u0026 PDF","description":"\n\u003csection class=\"mb-product-description\"\u003e\n\u003ch2\u003eShift Schedule \u0026amp; Staffing 2026\/2027 – plan work shifts in Excel\u003c\/h2\u003e\n\n\u003cp\u003eDo you need a \u003cstrong\u003eshift schedule in Excel\u003c\/strong\u003e for day, evening, night, or weekend shifts? This downloadable package helps Swedish employers register work shifts, summarize scheduled hours, get a weekly overview, and document shift notifications. You also receive a user guide and an English working template adapted to Swedish conditions.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eFormat:\u003c\/strong\u003e Excel (XLSX) + editable Word (DOCX) + searchable PDF. \u003cstrong\u003eLanguage:\u003c\/strong\u003e Swedish and a supplementary English working template.\u003c\/p\u003e\n\n\u003cnav aria-label=\"About the document template\"\u003e\u003cstrong\u003eAbout the document template:\u003c\/strong\u003e \u003ca href=\"#mb-innehall\"\u003eWhat's included\u003c\/a\u003e · \u003ca href=\"#mb-excel\"\u003eThe Excel tool\u003c\/a\u003e · \u003ca href=\"#mb-guide\"\u003eHow to use it\u003c\/a\u003e · \u003ca href=\"#mb-juridik\"\u003eRules and limitations\u003c\/a\u003e · \u003ca href=\"#mb-faq\"\u003eFAQ\u003c\/a\u003e\u003c\/nav\u003e\n\u003caside style=\"border-left:4px solid #2f7658;background:#edf7f0;padding:14px;margin:16px 0\"\u003e\u003cstrong\u003eSource-verified October 13, 2026.\u003c\/strong\u003e Legal checkpoints refer to the Swedish Working Hours Act and the Swedish Work Environment Authority's current guidance. The templates are not reviewed by authorities, legally certified, or adapted to any specific collective bargaining agreement.\u003c\/aside\u003e\n\u003ch2 id=\"mb-innehall\"\u003eWhat is included in the package\u003c\/h2\u003e\n\n\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth\u003eDocument\u003c\/th\u003e\n\n\u003cth\u003ePractical use\u003c\/th\u003e\n\n\u003cth\u003eFormat\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eShift Schedule \u0026amp; Staffing\u003c\/td\u003e\n\n\u003ctd\u003eExcel with six worksheets: Overview, Staff, Shifts, Weekly View, Rotation Examples, and Instructions.\u003c\/td\u003e\n\n\u003ctd\u003eXLSX\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eShift Planning \u0026amp; Staffing Routine\u003c\/td\u003e\n\n\u003ctd\u003eProcess, responsibilities, checkpoints, and decision documentation.\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eShift Notification \u0026amp; Schedule Change\u003c\/td\u003e\n\n\u003ctd\u003eEditable form for changed shifts, notifications, and acknowledgment.\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eUser Guide\u003c\/td\u003e\n\n\u003ctd\u003eInstructions, common mistakes, legal disclaimers, and English quick guide.\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eShift Planning – English Working Template\u003c\/td\u003e\n\n\u003ctd\u003eSupplementary English working document for Swedish operations.\u003c\/td\u003e\n\n\u003ctd\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 9 files in one ZIP: 4 Word, 4 PDF, and 1 Excel. The files are used locally without a subscription. Example employees and example shifts in Excel are clearly marked and should be replaced with your own data.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-excel\"\u003eWhat can the Excel template do?\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eShifts:\u003c\/strong\u003e up to 240 shift rows with date, employee ID, working hours, shift code, break, planned cost, and status.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eHours:\u003c\/strong\u003e time difference is calculated automatically, even for night shifts crossing midnight that are less than 24 hours.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eOverview:\u003c\/strong\u003e number of shifts, planned hours, total cost, and per-person summary.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWeekly view:\u003c\/strong\u003e compare number of shifts and hours based on the shift start date.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRotation:\u003c\/strong\u003e editable example for four teams. The example does not automatically generate finalized schedules.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eStaff register:\u003c\/strong\u003e space for 60 employee IDs with data-minimized information.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003caside style=\"background:#fff5d8;padding:14px;margin:16px 0\"\u003e\u003cstrong\u003eImportant:\u003c\/strong\u003e Excel does not perform automatic checks for daily rest, weekly rest, calculation periods, statutory limits, collective bargaining agreements, or work scheduling. The estimated shift cost is an internal planning metric, not a salary including shift premiums (OB), social security contributions, or other supplements.\u003c\/aside\u003e\n\u003ch2 id=\"mb-guide\"\u003eHow to use the shift schedule\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003eEnter employees or staff IDs in the staff register.\u003c\/li\u003e\n\n\u003cli\u003eEnter the shift start date, shift type, times, and any minutes of unpaid break.\u003c\/li\u003e\n\n\u003cli\u003eCheck calculated scheduled hours, weekly view, and staffing overview.\u003c\/li\u003e\n\n\u003cli\u003eMake a separate assessment of the applicable Working Hours Act, collective agreements, night work, daily and weekly rest, breaks, and notice periods.\u003c\/li\u003e\n\n\u003cli\u003eFinalize the schedule and document approval and communication in the included Word form.\u003c\/li\u003e\n\n--\u0026gt;\u003c\/ol\u003e\n\n\u003ch2 id=\"mb-juridik\"\u003eThe Working Hours Act, collective agreements, and legal limitations\u003c\/h2\u003e\n\n\u003cp\u003eThe Working Hours Act (1982:673) contains, among other things, general rules on ordinary working hours, total working hours, daily rest, weekly rest, breaks, and notification of changed scheduling. Rules may be affected by collective bargaining agreements and specific exemptions. The Swedish Work Environment Authority emphasizes that scheduling must be assessed based on the entire work schedule. This material is a structuring aid, not individual legal advice.\u003c\/p\u003e\n\n\u003cp\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/arbetstidslag-1982673_sfs-1982-673\/\"\u003eWorking Hours Act (1982:673) – The Riksdag\u003c\/a\u003e · \u003ca href=\"https:\/\/www.av.se\/arbetsmiljoarbete-och-inspektioner\/lagar-och-regler-om-arbetsmiljo\/om-arbetstidslagen\/\"\u003eSwedish Work Environment Authority – about the Working Hours Act\u003c\/a\u003e\u003c\/p\u003e\n\n\u003ch2\u003eWho is this package for?\u003c\/h2\u003e\n\n\u003cp\u003eSmall and medium-sized businesses, warehouses, retail, restaurants, service organizations, workshops, and other operations with shift work or variable staffing. It can also be used as a supplement to other administrative routines, but does not replace a certified payroll system or a system for time reporting.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-faq\"\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eCan I plan night shifts in Excel?\u003c\/h3\u003e\n\n\u003cp\u003eYes. A shift such as 22:00–06:00 can be calculated with time difference across midnight. Shifts longer than 24 hours, split shifts, and other special logic require different handling.\u003c\/p\u003e\n\n\u003ch3\u003eDoes the template check rules regarding 11 hours of daily rest?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Rest periods and correct calculation periods must always be checked separately against applicable law and collective bargaining agreements.\u003c\/p\u003e\n\n\u003ch3\u003eIs this the same product as the vacation planning?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The shift package focuses on planned work shifts; \u003ca href=\"\/en\/products\/semesterplanering-bemanningsoversikt-2027-excel-word-pdf\"\u003eVacation Planning \u0026amp; Staffing Overview 2027\u003c\/a\u003e focuses on vacation and leave requests.\u003c\/p\u003e\n\n\u003ch3\u003eAre English documents included?\u003c\/h3\u003e\n\n\u003cp\u003eYes, a separate English working document and a short English guide. The entire Swedish package is not fully translated; Swedish law is the starting point.\u003c\/p\u003e\n\n\u003ch3\u003eDo I need Excel?\u003c\/h3\u003e\n\n\u003cp\u003eExcel is required for the automatic summaries. The Word forms can be edited separately and the PDF versions can be read and printed.\u003c\/p\u003e\n\n\u003ch2\u003eDigital delivery\u003c\/h2\u003e\n\n\u003cp\u003eThe product is a digital download; no physical item is sent. \u003cstrong\u003eNote that access to the download file via the store's Digital Products app must be verified separately.\u003c\/strong\u003e\u003c\/p\u003e\n\n\u003c\/section\u003e\u003caside data-mb-seo=\"2026-10-13\" style=\"margin-block:24px;padding:18px;border:1px solid #d8e0e7;border-radius:10px;background:#f5f8fb\" dir=\"auto\"\u003e\u003ch2\u003eGuides to help you use the materials\u003c\/h2\u003e\n\n\u003cul\u003e\u003cli\u003e\u003ca href=\"\/en\/blogs\/arbetsmiljo-hr-guider\/tidrapportering-arbetade-timmar-overtid-mertid\"\u003eTime reporting – worked hours, overtime, extra hours, and documentation\u003c\/a\u003e\u003c\/li\u003e\u003c\/ul\u003e\u003c\/aside\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55723521147222,"sku":"SKIFTSCHEMA-2027-SVEN","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/skiftschema_2027_hero.png?v=1791889164"},{"product_id":"tidrapport-tidsredovisning-2026-2027-overtidsjournal-projektuppfoljning-excel-word-pdf","title":"Time Report \u0026 Time Tracking 2026\/2027 – Overtime Log \u0026 Project Follow-up | Excel, Word \u0026 PDF","description":"\u003csection class=\"mb-product-description\" lang=\"en\"\u003e\n\u003ch2\u003eTime Reporting \u0026amp; Time Tracking 2026\/2027 – Excel Template with Word and PDF\u003c\/h2\u003e\n\n\u003cp\u003eCollect \u003cstrong\u003eactual hours worked, project hours, and time reports\u003c\/strong\u003e in a professional, editable tool. The package is designed for smaller Swedish employers, consulting firms, project teams, and administrators who want to document, compile, and approve hours without starting from a blank spreadsheet.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eYou receive 11 ready-to-use files:\u003c\/strong\u003e an Excel tool with eight worksheets, five Word documents, and corresponding five PDF files. The documents are primarily in Swedish, with an English working document and an English quick guide adapted for Swedish conditions.\u003c\/p\u003e\n\n\u003cnav aria-label=\"About the document template\"\u003e\u003cstrong\u003eAbout the document template:\u003c\/strong\u003e \u003ca href=\"#mb-innehall\"\u003eWhat's included\u003c\/a\u003e · \u003ca href=\"#mb-excel\"\u003eThe Excel tool\u003c\/a\u003e · \u003ca href=\"#mb-steg\"\u003eStep by step\u003c\/a\u003e · \u003ca href=\"#mb-juridik\"\u003eLegal and limitations\u003c\/a\u003e · \u003ca href=\"#mb-faq\"\u003eFAQ\u003c\/a\u003e\u003c\/nav\u003e\n\u003caside style=\"background:#eef8f0;border-left:4px solid #377b59;padding:14px;margin:16px 0\"\u003e\u003cstrong\u003eSource-checked October 13, 2026.\u003c\/strong\u003e Relevant Swedish law and authority guidance have been checked, including Section 11 of the Working Hours Act and AFS 2023:2, Chapter 9. The template is not authority-approved, legally certified, or adapted to any specific collective agreement. Always check the rules that apply to your business.\u003c\/aside\u003e\n\u003ch2 id=\"mb-innehall\"\u003eWhat is included in the template package\u003c\/h2\u003e\n\n\u003ctable\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth\u003eDocument\u003c\/th\u003e\n\n\u003cth\u003eWhat it is used for\u003c\/th\u003e\n\n\u003cth\u003eFormat\u003c\/th\u003e\n\n\n\u003c\/tr\u003e\u003c\/thead\u003e\n\n\u003ctbody\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eTime reporting routine\u003c\/td\u003e\n\n\u003ctd\u003eResponsibilities, registration requirements, approval, corrections, and data protection.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eTime report \u0026amp; approval form\u003c\/td\u003e\n\n\u003ctd\u003eReporting of actual time, projects, breaks, deviations, and approval.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eJournal for on-call time, overtime, and extra time\u003c\/td\u003e\n\n\u003ctd\u003eEditable form and checklists for the employer's separate documentation process.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eTime Report \u0026amp; Approval\u003c\/td\u003e\n\n\u003ctd\u003eEnglish working document adapted for use in Sweden.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eDetailed user guide\u003c\/td\u003e\n\n\u003ctd\u003eInstructions, checklists, common errors, data protection, and English quick guide.\u003c\/td\u003e\n\n\u003ctd\u003eWord + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd\u003eTime Report \u0026amp; Project Follow-up\u003c\/td\u003e\n\n\u003ctd\u003eEight worksheets with input, automatic hour summation, monthly overview, registers, and dashboard.\u003c\/td\u003e\n\n\u003ctd\u003eExcel (XLSX)\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\n\n\u003cp\u003e\u003cstrong\u003eTotal of 11 files in one ZIP:\u003c\/strong\u003e 5 DOCX + 5 searchable PDF + 1 XLSX. Use locally and offline in compatible programs.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-excel\"\u003eExcel template – automatic time reporting and follow-up\u003c\/h2\u003e\n\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTime entries:\u003c\/strong\u003e up to 250 rows with date, personnel ID, project, start\/end time, unpaid breaks, time category, potential billable time, and approval.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTime calculation:\u003c\/strong\u003e calculates normal shifts and night shifts crossing midnight, for shifts shorter than 24 hours.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePersonnel and projects:\u003c\/strong\u003e registers for up to 60 employees and 30 projects or cost centers.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eMonthly overview:\u003c\/strong\u003e hours per month and manually classified type, for an editable calendar year.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eOn-call\/overtime\/extra time:\u003c\/strong\u003e an annual personnel overview to support further verification of employer journals.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDashboard:\u003c\/strong\u003e key performance indicators and tracking of approved, unapproved, and incomplete time entries.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eProject data:\u003c\/strong\u003e separate marking of billable time and simple calculation of amounts when an hourly rate is specified.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003caside style=\"background:#fff5d9;padding:14px;margin:16px 0\"\u003e\u003cstrong\u003eImportant limitation:\u003c\/strong\u003e Excel only compiles data and time categories entered by the user. The tool does not determine legally accurate overtime, extra time, compensation, daily or weekly rest, supplementary allowances, salary amounts, or permitted calculation periods. It does not replace the employer's prescribed notes or mandatory personnel ledgers.\u003c\/aside\u003e\n\u003ch2 id=\"mb-steg\"\u003eHow to use the template – step by step\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003eEnter company, workplace, and calendar year in the Settings tab.\u003c\/li\u003e\n\n\u003cli\u003eSet up personnel IDs and project codes in their respective registers.\u003c\/li\u003e\n\n\u003cli\u003eReport actual start time, end time, unpaid breaks, project, and a manually assessed time category.\u003c\/li\u003e\n\n\u003cli\u003eCheck automatic summaries and warnings for missing information.\u003c\/li\u003e\n\n\u003cli\u003eReview time categories and calculation periods against laws, agreements, and the employer's routines.\u003c\/li\u003e\n\n\u003cli\u003eApprove using the form and archive the documentation with version control.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eCommon use cases\u003c\/h2\u003e\n\n\u003cp\u003eTime reporting for small businesses, administration of hours worked, project-based time accounting for consultants, internal approval documentation, follow-up of billable consulting hours, and separate compilation of on-call, overtime, and extra time.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-juridik\"\u003eThe Working Hours Act and the employer's documentation responsibility\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eThe Working Hours Act (1982:673) Section 11\u003c\/strong\u003e requires employers to record on-call time, overtime, and extra time. \u003cstrong\u003eAFS 2023:2, Chapter 9\u003c\/strong\u003e contains further provisions regarding identification, periods, division, and how the records are to be maintained. The conditions applicable to an operation may be affected by collective agreements, exemptions, and actual working conditions. The form and Excel register are aids for documentation, not a substitute for legal assessment. Time reporting is also not the same as the personnel ledger required by the Swedish Tax Agency in certain industries.\u003c\/p\u003e\n\n\u003cp\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/arbetstidslag-1982673_sfs-1982-673\/\"\u003eThe Riksdag – The Working Hours Act\u003c\/a\u003e · \u003ca href=\"https:\/\/www.av.se\/arbetsmiljoarbete-och-inspektioner\/publikationer\/foreskrifter\/afs-20232\/\"\u003eSwedish Work Environment Authority – AFS 2023:2\u003c\/a\u003e · \u003ca href=\"https:\/\/www.av.se\/arbetsmiljoarbete-och-inspektioner\/arbetsgivarens-ansvar-for-arbetsmiljon\/anteckna-uppgifter-om-jourtid-overtid-och-mertid\/\"\u003eSwedish Work Environment Authority – Recording working hours\u003c\/a\u003e\u003c\/p\u003e\n\n\u003ch2 id=\"mb-faq\"\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eCan I report a night shift crossing midnight?\u003c\/h3\u003e\n\n\u003cp\u003eYes. Time entries can total, for example, 22:00–06:00 with a deduction for unpaid breaks. See the guide on how such shifts are periodized manually.\u003c\/p\u003e\n\n\u003ch3\u003eDoes Excel automatically calculate overtime pay?\u003c\/h3\u003e\n\n\u003cp\u003eNo. You specify the time category yourself; actual overtime and any compensation levels are determined by relevant rules and collective agreements. Fields for billing purposes do not refer to salary.\u003c\/p\u003e\n\n\u003ch3\u003eCan I use the template as a statutory personnel ledger?\u003c\/h3\u003e\n\n\u003cp\u003eNo. For certain industries, there are specific requirements, and in construction, there is normally a requirement for an electronic personnel ledger. Use a dedicated system when such obligation applies.\u003c\/p\u003e\n\n\u003ch3\u003eIs this the same product as Shift Schedule \u0026amp; Staffing?\u003c\/h3\u003e\n\n\u003cp\u003eNo. \u003ca href=\"\/en\/products\/skiftschema-personalbemanning-2026-2027-rullande-schema-arbetstider-excel-word-pdf\"\u003eShift Schedule \u0026amp; Staffing\u003c\/a\u003e refers to planned work shifts. This product is used for actual reported time, approval, and project follow-up.\u003c\/p\u003e\n\n\u003ch3\u003eIs an English version included?\u003c\/h3\u003e\n\n\u003cp\u003eYes, a specific English working document and an English quick guide. The entire package is not fully translated. The Swedish labor law framework is the foundation.\u003c\/p\u003e\n\n\u003ch2\u003eFormat and digital delivery\u003c\/h2\u003e\n\n\u003cp\u003eEditable Word, Excel, and PDF files delivered digitally as a ZIP once the download file has been linked to the product's Digital Products variant. No physical product is sent. Compatibility and calculations may vary between office programs. Ensure appropriate software and verify results before use.\u003c\/p\u003e\n\n\u003c\/section\u003e\u003caside data-mb-seo=\"2026-10-13\" style=\"margin-block:24px;padding:18px;border:1px solid #d8e0e7;border-radius:10px;background:#f5f8fb\" dir=\"auto\"\u003e\u003ch2\u003eGuides to help you use the materials\u003c\/h2\u003e\n\n\u003cul\u003e\u003cli\u003e\u003ca href=\"\/en\/blogs\/arbetsmiljo-hr-guider\/tidrapportering-arbetade-timmar-overtid-mertid\"\u003eTime reporting – hours worked, overtime, extra time, and documentation\u003c\/a\u003e\u003c\/li\u003e\u003c\/ul\u003e\u003c\/aside\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55730534023510,"sku":"TIDRAPPORT-2027-SVEN","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/tidrapport_2027_hero.png?v=1791898224"}],"url":"https:\/\/mallbutiken.se\/en\/collections\/hr-arbetsratt-visselblasning-mallar.oembed?page=6","provider":"Mallbutiken","version":"1.0","type":"link"}