{"product_id":"hogre-sysselsattningsgrad-foretradesratt-25-a-las-word-pdf-excel","title":"Higher employment rate – Right of first refusal, Section 25 a of the Employment Protection Act | Word\/PDF\/Excel","description":"\u003csection class=\"mb-product\" lang=\"sv\" style=\"line-height:1.65;color:#173b55\"\u003e\n\u003cp\u003e\u003cstrong\u003eRight of first refusal for increased hours – complete template package under Section 25 a of the Employment Protection Act.\u003c\/strong\u003e For part-time employees who want to request more working hours and employers who need to handle the request, assess the actual need for labor, document qualifications, provide a reasoned response, and check for any required union negotiations.\u003c\/p\u003e\n\n\u003cp\u003eThe difference between the right of first refusal for increased hours and the right of first refusal for \u003cem\u003ere-employment\u003c\/em\u003e under Section 25 is important: \u003cstrong\u003eSection 25 a applies to a person who is already employed part-time\u003c\/strong\u003e and wishes to increase their hours, up to full-time. There are specific requirements regarding actual staffing needs, sufficient qualifications, the operating unit, rights of redeployment, and collective agreements.\u003c\/p\u003e\n\n\u003cdiv style=\"border:2px solid #246C9B;background:#eaf3f9;border-radius:10px;padding:18px;margin:18px 0\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e01. Package Contents\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003e15 files in a ZIP file:\u003c\/strong\u003e seven editable Word (DOCX) files, seven corresponding searchable PDF files, and an Excel workbook (XLSX) with nine tabs. Five Swedish employment templates, one Swedish user guide, and a separate English User Guide.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003cdiv style=\"border:2px solid #246C9B;background:#fff;border-radius:10px;padding:18px;margin:18px 0\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e02. What the Files Contain\u003c\/h2\u003e\n\n\u003cp\u003eRequest from a part-time employee, the employer's receipt log, needs and skills assessment, reasoned decision\/offer, negotiation and decision control, two guides, and an Excel tool with administrative logs. No personal data is pre-filled.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2\u003eAll Documents and File Formats\u003c\/h2\u003e\n\n\u003cdiv style=\"overflow-x:auto\"\u003e\u003ctable style=\"width:100%;border-collapse:collapse\"\u003e\n\n\u003cthead\u003e\u003ctr style=\"background:#e6f1f8\"\u003e\n\n\u003cth style=\"padding:9px;text-align:left\"\u003eFile\u003c\/th\u003e\n\n\u003cth style=\"padding:9px;text-align:left\"\u003eContent\u003c\/th\u003e\n\n\u003cth style=\"padding:9px;text-align:left\"\u003eFormat\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 #dbe7ee\"\u003e\u003cstrong\u003e01. Request for Increased Hours\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\u003eThe part-time employee's request under Section 25 a of the Employment Protection Act, current and desired hours of employment, and receipt confirmation.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\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 #dbe7ee\"\u003e\u003cstrong\u003e02. Receipt and Case Control\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\u003eThe employer's registration of the request, operating unit, collective agreement, and separate check of the written response under Section 6 h of the Employment Protection Act.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\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 #dbe7ee\"\u003e\u003cstrong\u003e03. Needs and Qualifications Assessment\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\u003eActual staffing needs, sufficient qualifications, operating unit, redeployment, and competing claims.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\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 #dbe7ee\"\u003e\u003cstrong\u003e04. Written Decision and Offer\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\u003eThree alternative templates for an offer, reasoned decision, or continued investigation. Not an automatically binding new agreement.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\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 #dbe7ee\"\u003e\u003cstrong\u003e05. Union Control and Decision\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\u003eDocumentation of any negotiations under Section 32 of the Employment Protection Act and priority under Section 26, as well as actual decision tracking.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\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 #dbe7ee\"\u003e\u003cstrong\u003e06. Swedish User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\u003eWorkflow, four practical scenarios, legal boundaries, and official sources.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\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 #dbe7ee\"\u003e\u003cstrong\u003e07. English User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\u003eEnglish reference guide to the Swedish documents under Swedish law.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\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 #dbe7ee\"\u003e\u003cstrong\u003e08. Excel Case Log\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\u003eNine tabs with logs, status lists, case overview, and a calculation of the desired increase in percentage points.\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border-bottom:1px solid #dbe7ee\"\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\u003eRight of First Refusal for More Hours – What Does Section 25 a of the Employment Protection Act Say?\u003c\/h2\u003e\n\n\u003cp\u003eA part-time employee who has stated that they want to increase their hours, up to full-time, may have the right of first refusal under Section 25 a of the Employment Protection Act (1982:80). This requires that \u003cstrong\u003ethe employer's need for labor is met by increasing the employee's hours\u003c\/strong\u003e and that the employee has sufficient qualifications for the new duties. The right applies within the operating unit where the person is employed part-time and does not take precedence over redeployment under Section 7, paragraph 2.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eThe right of first refusal does not automatically create a vacancy or a right to increase to full-time.\u003c\/strong\u003e The assessment must be based on the actual need. If several people have the right of first refusal, the rules of priority under Section 26 apply. In certain situations, the employer must negotiate with the relevant trade union organization under Section 32 before hiring anyone else or choosing between those entitled to priority.\u003c\/p\u003e\n\n\u003ch2\u003eSeparate Right to a Written Response Under Section 6 h of the Employment Protection Act\u003c\/h2\u003e\n\n\u003cp\u003eWhen a fixed-term or permanent employee requests increased hours, there may also be a specific right to a \u003cstrong\u003ereasoned written response within one month\u003c\/strong\u003e under Section 6 h of the Employment Protection Act. This right has its own conditions, including at least six months of cumulative employment, that the employee is not on probation, and specific rules regarding repeated requests within twelve months. \u003cstrong\u003eThe Section 25 a request and the Section 6 h response must therefore be assessed separately.\u003c\/strong\u003e A separate question as to why the employment is not full-time may, under certain circumstances, be covered by Section 4 a and a three-week deadline.\u003c\/p\u003e\n\n\u003ch2\u003eExcel Workbook with Nine Tabs\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eOverview, Requests, Needs, Qualifications, Priority, Negotiation, Decision, Actions, and Read Me.\u003c\/strong\u003e Each log contains up to 100 entries and has administrative status fields. If an employee wishes to increase from, for example, 50 percent to 80 percent, the Excel workbook shows the desired increase of 30 percentage points. The overview only counts filled-in log IDs.\u003c\/p\u003e\n\n\u003cp\u003eExcel \u003cstrong\u003edoes not determine\u003c\/strong\u003e priority, redeployment, qualifications, priority order, the obligation to negotiate, or which collective agreement rules apply. Personal data and actions must be handled in accordance with the employer's GDPR and authorization procedures.\u003c\/p\u003e\n\n\u003ch2\u003eHow to Use the Template Package\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe employee submits the request.\u003c\/strong\u003e Enter the current and desired hours, the relevant operating unit, the date, and the receipt confirmation.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe employer registers the case.\u003c\/strong\u003e Perform separate checks of the rights under Sections 25 a and 6 h of the Employment Protection Act and any collective agreements.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInvestigate staffing needs and qualifications.\u003c\/strong\u003e Check actual available work, the operating unit, redeployment under Section 7, and any other possible claims.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCheck Sections 26 and 32.\u003c\/strong\u003e If several employees have priority or are to be hired, priority order and negotiation issues may arise.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eProvide a written decision.\u003c\/strong\u003e Use the correct version and document the actual decision. If the terms change, correct employment documentation is required.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2\u003eFrequently Asked Questions\u003c\/h2\u003e\n\n\u003ch3\u003eDoes a part-time employee always have the right to more hours?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The right of first refusal under Section 25 a requires, among other things, that an actual need for labor can be met by increasing the hours and that the person has sufficient qualifications.\u003c\/p\u003e\n\n\u003ch3\u003eMust the request be in writing?\u003c\/h3\u003e\n\n\u003cp\u003eSection 25 a requires that the employee has submitted their request. A written request is practically important for proving the content and the date of receipt. The Swedish Work Environment Authority also provides a sample request form.\u003c\/p\u003e\n\n\u003ch3\u003eMust the employer respond within one month?\u003c\/h3\u003e\n\n\u003cp\u003eA separate response rule exists in Section 6 h of the Employment Protection Act and may become relevant when its specific conditions are met. This obligation should not be confused with the right of first refusal itself under Section 25 a.\u003c\/p\u003e\n\n\u003ch3\u003eWhat happens if several employees request more hours?\u003c\/h3\u003e\n\n\u003cp\u003eFirst assess who actually has the right of first refusal. Section 26 states how the priority order among several entitled employees is determined. Section 32 may also require negotiation before a decision is made.\u003c\/p\u003e\n\n\u003ch3\u003eDoes the right of first refusal take precedence over redeployment?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Section 25 a does not apply against someone who has a right to redeployment under Section 7, paragraph 2 of the Employment Protection Act.\u003c\/p\u003e\n\n\u003ch3\u003eCan I use Excel to decide who gets the position?\u003c\/h3\u003e\n\n\u003cp\u003eNo. Excel only calculates administrative data and the desired change in percentage points; each legal assessment must be made separately.\u003c\/p\u003e\n\n\u003ch3\u003eDo the documents apply under collective agreements?\u003c\/h3\u003e\n\n\u003cp\u003eThey can be used as a working basis, but the applicable collective agreement and any statutory deviations from the Employment Protection Act must always be checked.\u003c\/p\u003e\n\n\u003ch3\u003eHas the package been legally reviewed?\u003c\/h3\u003e\n\n\u003cp\u003eThe statutory text and official materials were checked with AI assistance on November 2, 2026. No independent external legal review is documented.\u003c\/p\u003e\n\n\u003ch2\u003eRelated Document Templates\u003c\/h2\u003e\n\n\u003cp\u003eFor termination due to redundancy, \u003ca href=\"\/en\/products\/uppsagning-pa-grund-av-arbetsbrist-mall-word-pdf\"\u003eTermination Due to Redundancy – Word\/PDF\u003c\/a\u003e is another product, including re-employment under Section 25 and termination documents. That package does not replace the process for increased hours during ongoing part-time employment under Section 25 a.\u003c\/p\u003e\n\n\u003ch2\u003eSources, Version, and Delivery\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eVersion 1.0 · 2026-11-02 · Swedish law.\u003c\/strong\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), especially Sections 4 a, 6 h, 7, 25 a, 26, and 32\u003c\/a\u003e. \u003ca href=\"https:\/\/www.arbetsgivarverket.se\/arbetsgivarguiden\/blankett\"\u003eSwedish Work Environment Authority Forms\u003c\/a\u003e. Digital download of the ZIP file occurs only after manual linking to Shopify Digital Products and activation of the product draft. The product is created as a DRAFT and is not published automatically.\u003c\/p\u003e\n\n\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":56439308091734,"sku":"LAS25A-HOGRE-GRAD-V1","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/01_huvudbild-1600.png?v=1793582242","url":"https:\/\/mallbutiken.se\/en\/products\/hogre-sysselsattningsgrad-foretradesratt-25-a-las-word-pdf-excel","provider":"Mallbutiken","version":"1.0","type":"link"}