{"product_id":"facklig-ledighet-fortroendemannalagen-fml-6-7-word-pdf-excel","title":"Trade Union Leave – The Shop Steward Act FML Sections 6–7 | Word\/PDF\/Excel","description":"\u003csection class=\"mb-product-content\" lang=\"sv\" style=\"color:#163a55;line-height:1.68\"\u003e\n\u003cp\u003e\u003cstrong\u003eTrade union leave and paid trade union time under the Trade Union Representative Act – professional document package for employers, HR, and local employee organisations.\u003c\/strong\u003e Plan and document notification of trade union duties, requests for leave, consultations with the employer, assessment of compensation, and time reporting. Editable Word files, searchable PDF versions, and an Excel workbook with nine tabs.\u003c\/p\u003e\n\n\u003cdiv style=\"border:2px solid #286d9a;background:#eaf3f8;padding:18px;border-radius:10px;margin:18px 0\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e01. Package contents\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003e15 customer files in a ZIP:\u003c\/strong\u003e seven Word (DOCX), seven corresponding searchable PDFs, and one Excel workbook (XLSX) with nine tabs. Five Swedish work documents, one Swedish user guide, and a separate English User Guide. Three product images show the actual files.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003cdiv style=\"border:2px solid #286d9a;background:#fff;padding:18px;border-radius:10px;margin:18px 0\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e02. What the files contain\u003c\/h2\u003e\n\n\u003cp\u003eNotification under Section 1 of the Trade Union Representative Act, requests for leave, and reasonableness assessments under Section 6, consultation minutes, assessments of benefits under Section 7, employer notices, time logs, and administration of agreed and actually recorded hours. Excel calculates administrative values but never determines the right to leave or compensation.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2\u003eAll documents and templates in the package\u003c\/h2\u003e\n\n\u003cdiv style=\"overflow-x:auto\"\u003e\u003ctable style=\"width:100%;border-collapse:collapse\"\u003e\n\n\u003cthead style=\"background:#e6f0f7\"\u003e\u003ctr\u003e\n\n\u003cth style=\"padding:9px;text-align:left\"\u003eDocument\u003c\/th\u003e\n\n\u003cth style=\"padding:9px;text-align:left\"\u003ePurpose\u003c\/th\u003e\n\n\u003cth style=\"padding:9px;text-align:left\"\u003eFile format\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 #dae7ef\"\u003e\u003cstrong\u003e01. Notification of trade union duties\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eEmployee organisation's notification under Section 1, nature of duties, workplace, and acknowledgement of receipt.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eDOCX\/PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003e\u003cstrong\u003e02. Request for trade union leave\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eDate, period, hours, trade union activity, and basis for reasonableness assessment under Section 6.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eDOCX\/PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003e\u003cstrong\u003e03. Consultation minutes\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eActual consultation between the parties, scope, location, and separate assessment under Section 7.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eDOCX\/PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003e\u003cstrong\u003e04. Notice of leave and benefits\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eEmployer notice with actual planning, paid\/unpaid time, and possible additional costs.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eDOCX\/PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003e\u003cstrong\u003e05. Time log and deviation\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eTime recording, actual deviation, payment status, and follow-up on decisions.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eDOCX\/PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003e\u003cstrong\u003e06. Swedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eLegal checkpoints, step-by-step instructions, and examples with official sources.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eDOCX\/PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003e\u003cstrong\u003e07. English User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eEnglish reference guide to the Swedish work documents – still Swedish law.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eDOCX\/PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003e\u003cstrong\u003e08. Excel workbook with nine tabs\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eCase register, consultations, time log, costs, and calculation of raw hours.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dae7ef\"\u003eXLSX\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\n\u003c\/tbody\u003e\n\n\n\u003c\/table\u003e\u003c\/div\u003e\n\n\u003ch2\u003eTrade union leave under Section 6 of the Trade Union Representative Act\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eThe Trade Union Representative Act (1974:358)\u003c\/strong\u003e applies to persons appointed by an employee organisation to represent employees at a workplace, whose duties the organisation has notified the employer of under Section 1. The definition of an employee organisation and any permitted deviations from collective agreements must be checked.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eSection 6\u003c\/strong\u003e entitles a trade union representative to the leave necessary for their trade union duties. The extent of the leave must be reasonable in view of the workplace, and its location must not cause significant disruption to the proper conduct of work. \u003cstrong\u003eThe extent and location are determined after consultation between the employer and the local employee organisation.\u003c\/strong\u003e Therefore, the form does not constitute an automatic approval or rejection.\u003c\/p\u003e\n\n\u003ch2\u003eWhen does paid trade union leave apply under Section 7?\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eSection 7\u003c\/strong\u003e entitles a trade union representative to retain their employment benefits when taking leave for trade union activities concerning their \u003cstrong\u003eown workplace\u003c\/strong\u003e. If the employer requires such activities to take place outside regular working hours, compensation and certain additional costs may be payable under the terms of the Act. Therefore, not all trade union leave is automatically paid. Other trade union duties and contractual benefits must be assessed separately.\u003c\/p\u003e\n\n\u003ch2\u003eHow employers and trade union organisations use the templates\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eNotify the employer.\u003c\/strong\u003e The organisation documents who has been appointed, the nature of the duties, and the workplace concerned under Section 1.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eState the actual request for leave.\u003c\/strong\u003e Record trade union activity, times, estimated extent, and workplace connection.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eConduct a consultation.\u003c\/strong\u003e The employer and the local employee organisation discuss Section 6, staffing, and possible times. Document the actual outcome in minutes.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAssess pay and benefits separately.\u003c\/strong\u003e Check the activity's connection to the representative's own workplace, Section 7, and collective agreements. Write a factual, dated notice.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eFollow up on hours and deviations.\u003c\/strong\u003e Use the Word log or Excel workbook. Retain records in accordance with the employer's GDPR and access procedures.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eExcel register for trade union leave – nine tabs\u003c\/h2\u003e\n\n\u003cp\u003eThe workbook contains \u003cstrong\u003eOverview, Duties, Requests, Consultations, Decisions, Time Log, Costs, Actions, and Read Me\u003c\/strong\u003e. Seven registers each contain 100 blank rows, clear columns, and relevant status lists. The administrative overview calculates actual case IDs and totals agreed hours, actually recorded hours, and stated costs. The time log shows the difference between agreed and recorded time in hours.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eLimitation:\u003c\/strong\u003e Excel does not automatically assess reasonableness, conduct a legal pay review, calculate pay under collective agreements, or assess the trade union's right of interpretation. The customer file contains no personal data or test values.\u003c\/p\u003e\n\n\u003ch2\u003eProtection under the Trade Union Representative Act and collective agreements\u003c\/h2\u003e\n\n\u003cp\u003eIn addition to Sections 6–7, Sections 3–5 on obstacles to duties and protection of terms of employment may be relevant. Section 8 contains special rules for cases of shortage of work; Section 9 gives the local employee organisation the right of interpretation in certain disputes, subject to statutory limitations. Under Section 2, permitted deviations from collective agreements may apply to Section 1 and Sections 5–7, among others. The templates therefore never replace a check of the actual collective agreement or a concrete legal assessment.\u003c\/p\u003e\n\n\u003ch2\u003eFrequently asked questions\u003c\/h2\u003e\n\n\u003ch3\u003eIs a trade union representative entitled to leave?\u003c\/h3\u003e\n\n\u003cp\u003eUnder Section 6, a trade union representative is entitled to necessary trade union leave of a reasonable extent. Its location must not cause significant disruption to the workplace's operations and must be addressed in a consultation between the employer and the local employee organisation.\u003c\/p\u003e\n\n\u003ch3\u003eIs trade union leave always paid?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Under Section 7, a trade union representative is entitled to retain their employment benefits when taking leave for trade union activities concerning their own workplace. Agreements and other circumstances may grant different rights.\u003c\/p\u003e\n\n\u003ch3\u003eMust the trade union representative be registered with the employer?\u003c\/h3\u003e\n\n\u003cp\u003eYes, Section 1 of the Trade Union Representative Act requires the employee organisation to notify the employer of the trade union duties for the Act to apply.\u003c\/p\u003e\n\n\u003ch3\u003eWho determines the extent and location of the leave?\u003c\/h3\u003e\n\n\u003cp\u003eUnder Section 6, this is determined after consultation between the employer and the local employee organisation. A single form field does not decide the matter.\u003c\/p\u003e\n\n\u003ch3\u003eCan the employer always refuse leave if there is a lot of work?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The Act requires a reasonableness assessment in view of the workplace's circumstances and prohibits location that causes significant disruption to the proper conduct of work. In case of disagreement, special rules on the trade union's right of interpretation under Section 9 may apply.\u003c\/p\u003e\n\n\u003ch3\u003eDoes the package apply to state employers?\u003c\/h3\u003e\n\n\u003cp\u003eYes, as administrative basic material under Swedish law, but state trade union representatives and terms-of-employment agreements must be checked separately. State agreement rules do not automatically apply to private or municipal employers.\u003c\/p\u003e\n\n\u003ch3\u003eHave the documents been legally reviewed?\u003c\/h3\u003e\n\n\u003cp\u003eThe statutory text and official guidance have been checked with AI assistance on 2 November 2026. No independent external legal review has been documented.\u003c\/p\u003e\n\n\u003ch2\u003eLegal sources and delivery\u003c\/h2\u003e\n\n\u003cp\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-1974358-om-facklig-fortroendemans-stallning_sfs-1974-358\/\"\u003eSwedish Parliament – Trade Union Representative Act (1974:358)\u003c\/a\u003e, especially Sections 1, 2, 6, 7, and 9. \u003ca href=\"https:\/\/www.arbetsgivarverket.se\/arbetsgivarguiden\/facklig-fortroendeman\"\u003eSwedish Trade Union Agency – Trade Union Representative\u003c\/a\u003e. \u003cstrong\u003eVersion 1.0 · 2026-11-02 · Jurisdiction: Sweden.\u003c\/strong\u003e The ZIP file will be available for digital download only after the product owner has manually linked the file in Shopify Digital Products, tested the download, and published the draft.\u003c\/p\u003e\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":56439316054358,"sku":"FML-LEDIGHET-FACKLIG-2027-V1","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/fml-facklig-ledighet-huvudbild-1600.png?v=1793583666","url":"https:\/\/mallbutiken.se\/en\/products\/facklig-ledighet-fortroendemannalagen-fml-6-7-word-pdf-excel","provider":"Mallbutiken","version":"1.0","type":"link"}