Side Job Policy & Side Job Review – Application, Assessment and Excel | Word/PDF

Side job policy and side job review for private employers in Sweden. A practical document package for developing guidelines, collecting relevant information, assessing side jobs individually, and documenting the employer's decision. The Word files can be edited, the PDF files are read- and print-only versions, and the Excel file provides an administrative overview. Important: Section 6 i of the Swedish Employment Protection Act (LAS) protects the employee's opportunity to have another job as a general rule; this is not a template for prohibiting all side jobs or for the special rules in the public sector.

When is the side job package suitable?

For private employers, HR, and personnel managers who need a factual and traceable method for assessing a specific side job or parallel employment. The product is a practical internal working material – not a separate employment agreement, a non-compete clause after termination of employment, or a generally binding authority form. Public employers need a special legal assessment of, among other things, the LOA and any collective agreement provisions.

File list – eight independent file/document functions

What does the Excel tool do?

The workbook contains nine tabs: Overview, Cases, Activities, Assessments, Decisions, Follow-up, Dialogues, Document List, and Read Me. Four tested formulas count registered cases, assessments, decisions with a special administrative status, and manually verified measures. The register with status selection provides structure, but Excel does not perform an automatic legal side job review, classify personal data, or decide on a prohibition. No macros are required.

How to do it

1. Adapt the policy to the business and check current collective agreements.
2. Collect only factually necessary information through the notification template.
3. Make an individual assessment of the facts, possible Section 6 i of LAS issues, and collective agreement/MBL issues.
4. Choose exactly one option in the decision template and state concrete reasons.
5. Follow up on changed circumstances and document actually completed steps in Excel.

Legal framework and limitations

Section 6 i of LAS: An employee may normally not be prohibited or disadvantaged because of another job. Exceptions concern, among other things, work impediments and competition or other damage to the business. Facts and an individual review are required. Read LAS on the Swedish Parliament website. MBL and collective agreements: There may be a duty to negotiate before a certain employer decision and special collective agreement rules. See MBL. GDPR: Personal data must be handled with a factual purpose, legal basis, information, access limitation, and relevant deletion routines, see IMY.

Frequently asked questions

Can the employer prohibit an extra job?

Not as a general rule. Section 6 i of LAS provides protection for another job with certain exceptions, such as work-impeding activities or harmful competition. A concrete review is required.

Can the employer require all side jobs to be reported?

There is no general legal requirement in Section 6 i of LAS that automatically justifies an unlimited duty to report every private activity. Particularly assess the employer's actual needs, collective agreements, agreements, and rules on personal data.

Do the same rules apply to your own company?

Not automatically. Section 6 i of LAS expressly refers to employment with another employer. Your own business or other assignments require analysis of other applicable law, the duty of loyalty, and agreements.

Is an employee's signature an approval of a prohibition?

No. The receipt of delivery primarily shows that the decision has been received and does not necessarily imply acceptance of the employer's legal conclusion.

Can an English User Guide be used as an English agreement?

No. It explains the use of the Swedish working documents and does not make the documents suitable for English or other foreign law.

Related resources

For written warnings and reminders, you need a different type of document. Non-compete clauses regarding the time after employment should not be confused with a review under Section 6 i of LAS.

Sources and version

Product version 1.0. AI-assisted legal source check performed November 1, 2026 against LAS, MBL, and IMY's guidance. No documented independent external legal review of this product version. The final ZIP file is linked to Shopify Digital Products before the user publishes it manually.