Salary Survey Template Package 2026 – Word/PDF/Excel | Swedish Law

What is included in the package

Six verified download items are linked to the product in Digital Products:

• 2 DOCX: salary survey report and implementation guide.
• 2 PDF: corresponding report and guide.
• 1 XLSX: Excel analysis tool for salary surveys.
• 1 ZIP: collective download containing Word, PDF, and Excel materials.

This represents five document format files plus one ZIP attachment, not six different document types. Language: Swedish. Document version: 1.0 (2026).

What the files contain

The report template is used to document the survey, analysis, cooperation, and measures. The implementation guide describes the working procedures, data collection, and common methodological errors. The Excel workbook provides, according to the package description, registers, formulas, and comparisons for equal work and work of equal value, job evaluation, and cost of measures; formula results must always be subject to a plausibility check and interpreted by the person in charge.

Report, guide, and analysis tool

• Salary Survey Report 2026 – Word + PDF
  A professionally designed report template with fields and tables for basic information, cooperation, salary regulations and practice, division into equal work, analysis of salary differences, job evaluation, female-dominated jobs, comparisons of equal value, action plan, costs, timeline, follow-up of the previous year, and final determination.
• Implementation Guide Salary Survey 2026 – Word + PDF
  A practical step-by-step guide on how the survey can be conducted, what data should be collected, how equal work and work of equal value can be assessed, how differences should be analyzed, and which common methodological errors should be avoided.
• Excel Analysis Tool 2026
  A complete calculation tool with eight tabs, automatic formulas, dropdowns, conditional formatting, job evaluation, comparisons for equal work and work of equal value, action plan, and dashboard.

The Excel tool contains 8 tabs

START provides instructions, legal checkpoints, and the workflow. EMPLOYEES is used to register comparable compensation, gender, work group, employment rate, and relevant individual factors. JOB EVALUATION provides a structured assessment of knowledge and skills, responsibility, effort, and working conditions. EQUAL WORK automatically calculates the number of women and men, average comparable compensation, and differences in currency and percentage. EQUAL VALUE supports comparisons between female-dominated groups and relevant comparison groups. ACTION PLAN calculates the annual cost for salary adjustments and keeps track of the person in charge, deadline, and status. DASHBOARD summarizes key figures and analysis needs. LISTS drive the tool's selectable categories.

Equal work

Employers must analyze salary differences between women and men who perform work that is considered equal. The package helps the user create clear work groups and document both the difference and the objective explanation. The tool does not use its own arbitrary percentage limit for when an analysis should be performed – relevant differences should be explainable based on circumstances unrelated to gender.

Work of equal value and job evaluation

Work of equal value must be assessed based on an overall assessment of the demands and nature of the work. The Discrimination Act states that criteria such as knowledge and skills, responsibility, and effort must be taken into account, and that working conditions must be particularly considered. The Excel tool therefore has a clear 1–5 scale that helps the organization structure the job evaluation.

The point model is a work aid – not a statutory method. The package is therefore designed so that the customer must also document a qualitative overall assessment and not rely solely on a numerical result.

Female-dominated jobs

The package helps the employer identify female-dominated groups and carry out the specific comparisons required. According to the Equality Ombudsman's (DO) guidance, a job is considered female-dominated when the proportion of women exceeds 60 percent. The analysis must include, among other things, comparisons between female-dominated jobs and work of equal value that is not female-dominated.

There is also support for the specific check of female-dominated jobs against jobs that are not female-dominated but have a higher salary level despite the demands of the work having been assessed as lower.

All relevant compensation can be included

The salary survey should not be reduced to a comparison of base salary alone. The Excel tool therefore has separate fields for base salary, fixed supplements, average variable compensation, and benefits. These are automatically summed up to a comparable monthly compensation, which is then used in the analysis.

The user can also document, for example, length of service, relevant experience, and individual objective factors as support in the subsequent analysis. It is important that such factors are not used routinely without them actually being relevant, verifiable, and applied consistently.

Action plan with cost estimation

If the salary survey shows that salary adjustments or other measures are necessary, this must be documented. The package therefore contains a separate action plan where the employer can specify the affected group or individual, type of measure, responsible person, monthly adjustment, annual cost, start date, deadline, status, and follow-up.

For the necessary salary adjustments, the documentation must include a cost estimate and timeline based on the objective that adjustments are implemented as soon as possible and within three years at the latest.

Cooperation and follow-up

Employers and employees must cooperate in the work with active measures. The report template therefore contains a specific section for participants, meetings, shared documentation, feedback, and how feedback has been handled. The package also contains sections for the evaluation of the previous year's planned measures.

For employers of different sizes

1–9 employees: an annual salary survey and analysis must be conducted. There is no specific legal requirement for written documentation of the salary survey itself, but documented data is often practical.

10–24 employees: an annual salary survey must be conducted and the work must be documented in writing.