{"product_id":"loneinsyn-lonetransparens-loneinformation-arbetsgivarsvar","title":"Salary Transparency 2026\/2027 – request for salary information, salary comparison \u0026 employer response | Word\/PDF\/Excel","description":"\u003cp\u003e\u003cstrong\u003eAn employee requests access to pay setting – how does the employer receive the request, assess equal or equivalent work, and respond without disclosing colleagues' salary details?\u003c\/strong\u003e This niche document package contains Swedish Word and PDF templates for the information request itself, the employer's assessment, and the written response, as well as an Excel register with aggregated salary data and manual confidentiality checks.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eImportant Swedish legal status November 2026:\u003c\/strong\u003e EU Pay Transparency Directive 2023\/970 has been adopted, but the new Swedish information regulations have \u003cstrong\u003enot yet been introduced\u003c\/strong\u003e. The government announced in March 2026 that it will not present the bill for the time being, and DO continues preparations. Article 7 of the Directive specifies a response time of no more than two months, but this is \u003cstrong\u003enot an established general Swedish statutory deadline today\u003c\/strong\u003e. Any direct effect and special requirements under collective agreements or other law are assessed separately. GDPR and the current annual pay mapping under the Discrimination Act already apply.\u003c\/p\u003e\n\u003csection aria-label=\"Package contents\" style=\"border:1px solid #A9C2D8;border-radius:10px;background:#EDF5FB;padding:18px;margin:22px 0\"\u003e\u003ch2\u003ePackage contents\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eFive Swedish work templates\u003c\/strong\u003e, a Swedish user guide, and a separate \u003cstrong\u003eEnglish User Guide\u003c\/strong\u003e. All seven documents are available in editable Word (DOCX) and as corresponding searchable, printable PDFs. In addition, a \u003cstrong\u003eSwedish Excel workbook with nine tabs\u003c\/strong\u003e is included. Total \u003cstrong\u003e7 DOCX + 7 PDF + 1 XLSX = 15 customer files\u003c\/strong\u003e for digital delivery via ZIP.\u003c\/p\u003e\u003c\/section\u003e\n\u003csection aria-label=\"What the files contain\" style=\"border:1px solid #A9C2D8;border-radius:10px;background:#FFFFFF;padding:18px;margin:22px 0\"\u003e\u003ch2\u003eWhat the files contain\u003c\/h2\u003e\n\n\u003cp\u003eNeutral request from an employee; receipt and legal status check for HR; identification of equal\/equivalent work; calculation of aggregated average pay broken down by gender; special GDPR and confidentiality assessment; substantive employer response; supplementation and internal correction; preparatory draft for annual information, and a traceable case and evidence register.\u003c\/p\u003e\u003c\/section\u003e\n\u003ch2\u003eFive work documents – concrete use cases\u003c\/h2\u003e\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eRequest for pay information – employee:\u003c\/strong\u003e a neutral letter for inquiries about their own pay, substantive pay criteria, and possible aggregated comparison. It does not claim that Article 7 has already been adopted as Swedish law.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eEmployer receipt and legal status assessment:\u003c\/strong\u003e register the request and receipt date; distinguish the EU Directive scenario from the Swedish Discrimination Act, GDPR register extracts, collective agreements, and possible public employer situation.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eEqual\/equivalent work and privacy:\u003c\/strong\u003e compile job evaluation criteria, comparison groups, uniform periods, anonymity and identification risk, and approval of actual disclosure. \u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWritten response from employer:\u003c\/strong\u003e communicate verified information about their own pay, pay criteria, and any aggregated averages. Document reasoned limitations when disclosure of other people's data is not permitted.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSupplementation and annual information:\u003c\/strong\u003e register substantive objection, corrections, and follow-up. A separate voluntary message can be prepared for future Article 7 information without describing it as current Swedish law.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\u003ch2\u003eExcel with nine tabs – without individual payslips\u003c\/h2\u003e\n\u003cp\u003e\u003cstrong\u003eOverview, Cases, Workgroups, Aggregated Pay, Confidentiality, Responses, Actions, Legal Status, and Sources.\u003c\/strong\u003e Only fill in aggregated numbers and total compensation per category of equal\/equivalent work. Excel automatically calculates averages and indicative pay gaps when the data is available and comparable. It records actual responses and provides a separate \u003cstrong\u003eEU planning indicator two calendar months from receipt\u003c\/strong\u003e – expressly not a claimed Swedish statutory deadline.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003ePrivacy check:\u003c\/strong\u003e if a gender group contains a single person, the data is flagged as an individual risk. Other aggregates are still marked for manual confidentiality assessment. There is no claimed statutory “safe minimum group size”. No personal identity numbers, named colleagues' individual salaries, or test data are included.\u003c\/p\u003e\n\u003ch2\u003eWhat applies under the Directive – and what already applies in Sweden?\u003c\/h2\u003e\n\u003cp\u003e\u003ca href=\"https:\/\/eur-lex.europa.eu\/eli\/dir\/2023\/970\/oj\/swe\"\u003eEU Directive 2023\/970 Article 7\u003c\/a\u003e deals with an employee's information about their individual pay level and the average pay levels for women and men in the same or equivalent work, annual information, and a maximum response time of two months. Article 12 specifies data protection rules and possibilities for Member States to protect identifiable individual pay through special recipients. \u003cstrong\u003eThe Swedish national implementation of the new requirements is still being prepared.\u003c\/strong\u003e\u003c\/p\u003e\n\u003cp\u003eEven today, \u003ca href=\"https:\/\/www.do.se\/for-arbetsgivare-och-utbildningsanordnare\/aktiva-atgarder-for-arbetsgivare\/lonekartlaggning\"\u003eannual pay mapping\u003c\/a\u003e under the Discrimination Act applies to all employers, with a documentation obligation for at least ten employees. This is not the same as an unrestricted right for an employee to receive colleagues' payslips. \u003ca href=\"https:\/\/www.imy.se\/verksamhet\/dataskydd\/dataskydd-pa-olika-omraden\/arbetsliv\/tillaten-behandling--vilka-krav-galler\/grundlaggande-principer\/\"\u003eIMY's principles of data minimization\u003c\/a\u003e require that personal data is not collected or disclosed in a greater extent than necessary.\u003c\/p\u003e\n\u003cp\u003eSee also \u003ca href=\"https:\/\/www.regeringen.se\/pressmeddelanden\/2026\/03\/regeringen-vill-omforhandla-lonetransparensdirektivet\"\u003ethe government's statement of 26 March 2026\u003c\/a\u003e and \u003ca href=\"https:\/\/www.do.se\/for-arbetsgivare-och-utbildningsanordnare\/lonetransparens-och-jamstallda-loner\/vad-ar-lonetransparensdirektivet\"\u003eDO's current status\u003c\/a\u003e on continued Swedish preparation.\u003c\/p\u003e\n\u003ch2\u003eDifference from Mallbutikens other pay products\u003c\/h2\u003e\n\u003cp\u003e\u003ca href=\"\/en\/products\/lonekartlaggning-mallpaket-2026-word-pdf-excel-svensk-ratt\"\u003ePay Mapping Template Package\u003c\/a\u003e systematically maps pay gaps for the employer. \u003ca href=\"\/en\/products\/lonepolicy-lonerevision-lonekriterier-excel-2027\"\u003ePay Policy \u0026amp; Pay Review\u003c\/a\u003e helps with the pay setting process and review. \u003cstrong\u003eThis product starts when an employee actually asks and ends when the employer has made a tested, documented response.\u003c\/strong\u003e\u003c\/p\u003e\n\u003ch2\u003eFrequently Asked Questions\u003c\/h2\u003e\n\u003ch3\u003eDo all employees already have a general Swedish right to receive colleagues' average salaries within two months?\u003c\/h3\u003e\u003cp\u003eNot according to a new implemented Swedish Article 7 rule as of 9 November 2026. The EU Directive contains this future framework, but the Swedish implementation has been paused. Individual rights under other law, such as GDPR, public access rules, or collective agreements, need to be assessed separately.\u003c\/p\u003e\n\u003ch3\u003eCan we automatically disclose the average when Excel has calculated it?\u003c\/h3\u003e\u003cp\u003eNo. Even an average can indirectly identify a certain person in a small or particularly delimited group. Disclosure always requires an independent legal and data protection assessment. Excel shows a warning indicator, not a confidentiality approval.\u003c\/p\u003e\n\u003ch3\u003eDoes annual pay mapping also apply to companies with fewer than ten employees?\u003c\/h3\u003e\u003cp\u003eYes, annual pay mapping applies to all employers under the Swedish Discrimination Act. For at least ten employees, a special documentation obligation applies. This is a different question from future pay access under the EU Directive.\u003c\/p\u003e\n\u003ch3\u003eCan a public employer already be bound by parts of the Directive?\u003c\/h3\u003e\u003cp\u003eAny direct effect is a legal assessment on a case-by-case basis. DO has not established which individual provisions may have direct effect. The templates do not draw any automatic conclusions about this.\u003c\/p\u003e\n\u003ch3\u003eAre all templates in English and are the PDF files fillable?\u003c\/h3\u003e\u003cp\u003eFive work templates and Excel are in Swedish. A Swedish user guide and a separate English User Guide are included. DOCX and XLSX are editable. The PDF files are searchable and printable but are not interactive fillable forms.\u003c\/p\u003e\n\u003ch2\u003eVersion, review, and delivery\u003c\/h2\u003e\u003cp\u003eEdition 1.0, internal AI-assisted legal source check 9 November 2026. The document package is an administrative and informative work tool – \u003cstrong\u003enot a lawyer-approved solution, a government decision, or a guarantee of legal compliance\u003c\/strong\u003e. No external legal review or independent audit has been performed. Digital ZIP delivery is activated separately when the product is published; no files have been linked to a download app.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":56560049979734,"sku":"PAY-INSIGHT-REQ-2026-V1","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/loneinsyn-lonetransparens-2027-begaran-svar-excel.jpg?v=1794232068","url":"https:\/\/mallbutiken.se\/en\/products\/loneinsyn-lonetransparens-loneinformation-arbetsgivarsvar","provider":"Mallbutiken","version":"1.0","type":"link"}