{"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","url":"https:\/\/mallbutiken.se\/en\/products\/arbetsanpassning-rehabilitering-plan-atergang-arbete-2026-2027","provider":"Mallbutiken","version":"1.0","type":"link"}