{"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","url":"https:\/\/mallbutiken.se\/en\/products\/gravida-ammande-arbetsmiljo-riskbedomning-omplacering-2026-2027","provider":"Mallbutiken","version":"1.0","type":"link"}