{"product_id":"lonetransparens-rekrytering-loneintervall-kandidatbesked-intervjukontroll","title":"Pay transparency in recruitment – salary ranges, candidate communications and interview checks | Word\/PDF\/Excel","description":"\u003cp\u003e\u003cstrong\u003eHow do you determine and communicate a reasonable starting salary range before the candidate negotiates their salary?\u003c\/strong\u003e This niche HR package helps Swedish employers and recruiters document \u003cstrong\u003esalary ranges for a specific role, objective and gender-neutral criteria, candidate communications, job advertisement\/interview checks, and decisions on any deviations\u003c\/strong\u003e. It is a standalone preparatory module for the recruitment process, not a general salary mapping package.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eImportant legal status in Sweden as of November 10, 2026:\u003c\/strong\u003e The EU \u003ca href=\"https:\/\/eur-lex.europa.eu\/eli\/dir\/2023\/970\/oj\"\u003ePay Transparency Directive (EU) 2023\/970, particularly Article 5\u003c\/a\u003e, has been adopted, but no new Swedish implementing law has yet been adopted. The government has stated that it is currently not introducing a bill, and DO continues its preparatory work. \u003cstrong\u003eThis product is a voluntary planning and process tool, not a claim that Article 5 has already created a new general Swedish legal obligation.\u003c\/strong\u003e Currently applicable anti-discrimination laws, GDPR, and collective agreements must still be followed.\u003c\/p\u003e\n\u003cdiv style=\"border:2px solid #28688b;padding:16px 18px;background:#edf6fa;border-radius:10px;margin:17px 0\"\u003e\n\n\u003ch2\u003ePackage Contents\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003e5 Swedish working documents + 1 Swedish guide + 1 English User Guide\u003c\/strong\u003e, all as editable Word (.docx) and searchable, printable PDF (.pdf). In addition, an \u003cstrong\u003eExcel register with nine tabs\u003c\/strong\u003e (.xlsx). A total of \u003cstrong\u003e7 standalone documents and 15 customer files\u003c\/strong\u003e in a digital ZIP. The five main templates are in Swedish; the English file is a user guide, not an English contract or HR template. The PDFs do not have interactive fillable fields.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\u003cdiv style=\"border:2px solid #28688b;padding:16px 18px;background:#edf6fa;border-radius:10px;margin:17px 0\"\u003e\n\n\u003ch2\u003eWhat the Files Contain\u003c\/h2\u003e\n\n\u003cp\u003eRole and criteria matrix, salary range decision, fully editable candidate text, gender-neutral job advertisement review, interview questions without salary history, offer check, and internal sign-off. Excel can flag incorrect ranges, potential communication issues, salary history issues, and deviations without verification – but never determines legal compliance.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\u003ch2\u003eComplete File List\u003c\/h2\u003e\u003cdiv style=\"max-width:100%;overflow-x:auto\"\u003e\u003ctable style=\"width:100%;min-width:680px;border-collapse:collapse\"\u003e\n\n\u003cthead\u003e\u003ctr\u003e\n\n\u003cth scope=\"col\" style=\"text-align:left;padding:10px;border:1px solid #d3e2eb;background:#eaf3f9\"\u003eFile\u003c\/th\u003e\n\n\u003cth scope=\"col\" style=\"text-align:left;padding:10px;border:1px solid #d3e2eb;background:#eaf3f9\"\u003eUse\u003c\/th\u003e\n\n\u003cth scope=\"col\" style=\"text-align:left;padding:10px;border:1px solid #d3e2eb;background:#eaf3f9\"\u003eLanguage\u003c\/th\u003e\n\n\u003cth scope=\"col\" style=\"text-align:left;padding:10px;border:1px solid #d3e2eb;background:#eaf3f9\"\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:1px solid #d3e2eb;vertical-align:top\"\u003e01 Determine salary range\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eRole criteria, objective salary basis, range, collective agreements, and sign-off\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eSwedish\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003e02 Candidate communication about salary\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eEditable candidate text with starting salary\/range and communication receipt\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eSwedish\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003e03 Gender-neutral advertisement\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eJob title, advertisement review, salary information, and version control\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eSwedish\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003e04 Interview guide\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eObjective interview questions and check of questions about current or previous salary\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eSwedish\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003e05 Offer and deviation\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eComparison with communicated range, objective deviation, and internal sign-off\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eSwedish\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003e06 Swedish user guide\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eLegal status, Articles 4–5, workflow, Excel, and common mistakes\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eSwedish\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003e07 English User Guide\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eEnglish instructions for the Swedish documents\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eEnglish\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003e08 Excel register\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003e9 tabs with role register, range, communication, interviews, and check status\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\u003eSwedish\u003c\/td\u003e\n\n\u003ctd style=\"padding:9px;border:1px solid #d3e2eb;vertical-align:top\"\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\u003ch2\u003eWho is the template for?\u003c\/h2\u003e\n\u003cp\u003eFor \u003cstrong\u003esmall business owners, HR managers, recruiters, personnel managers, employers, and recruitment agencies\u003c\/strong\u003e who want to prepare a transparent and consistent salary process. Typical use cases are recruiting for a new position, multiple advertisements for the same job group, different salary setting decisions between managers, questions from candidates about salary, and adjusting ATS forms that ask about previous salary.\u003c\/p\u003e\n\u003ch2\u003eHow do you use the Excel register?\u003c\/h2\u003e\n\u003cp\u003eThe nine tabs are named \u003cstrong\u003eOverview, Role Register, Range, Communication, Interviews, Deviations, Decisions, Legal Status, and Read Me\u003c\/strong\u003e. Fill in pseudonymous role and process IDs. Use real, objective job requirements and a correctly defined starting salary range; specify the same time unit and which compensation components are included.\u003c\/p\u003e\n\u003cp\u003eThe formulas provide, among other things, \u003cstrong\u003e“STOP – INCORRECT RANGE”\u003c\/strong\u003e when the maximum salary is lower than the minimum, \u003cstrong\u003e“STOP – SALARY HISTORY ISSUE”\u003c\/strong\u003e with a Yes in the interview check, \u003cstrong\u003e“STOP – CLOSED WITHOUT VERIFICATION”\u003c\/strong\u003e for a deviation without retesting, and \u003cstrong\u003e“STOP – GO WITHOUT SIGN-OFF\/SOURCE”\u003c\/strong\u003e for an internally approved one without a decision-maker and source version. The calculation logic has been scenario-tested. No actual candidate, personal salary history, or made-up salary amounts have been filled in the customer file.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eNeither green check signals nor an internal GO imply legal compliance, regulatory approval, or guarantees of equal pay.\u003c\/strong\u003e Excel does not perform a complete salary mapping and does not replace the company's GDPR routines for personal data.\u003c\/p\u003e\n\u003ch2\u003eWhat does the EU Directive actually say?\u003c\/h2\u003e\n\u003cp\u003e\u003cstrong\u003eArticle 5.1\u003c\/strong\u003e covers the right to information about the starting salary or salary range for the position, based on objective, gender-neutral criteria, as well as relevant collective agreement provisions where applicable. The information should be provided so that the salary negotiation can be informed and transparent – for example, in the advertisement, before the interview, or in another appropriate way. \u003cstrong\u003eThe Directive does not require that all job advertisements always show an amount.\u003c\/strong\u003e\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eArticle 5.2\u003c\/strong\u003e states that employers shall not ask job seekers about salary history from current or previous employment. \u003cstrong\u003eArticle 5.3\u003c\/strong\u003e covers gender-neutral job titles and job advertisements, as well as non-discriminatory recruitment. \u003cstrong\u003eArticle 4\u003c\/strong\u003e covers objective criteria when assessing equal or equivalent work. Use these as a preparation standard; Swedish national implementation must be checked separately.\u003c\/p\u003e\n\u003cp\u003eSee \u003ca href=\"https:\/\/www.regeringen.se\/regeringens-politik\/lonetransparensdirektivet\/\"\u003eThe Government's page on the Pay Transparency Directive\u003c\/a\u003e and \u003ca href=\"https:\/\/www.do.se\/for-arbetsgivare-och-utbildningsanordnare\/lonetransparens-och-jamstallda-loner\"\u003ethe Swedish Equality Ombudsman's current information\u003c\/a\u003e. No date for new Swedish law is stated as decided in the package.\u003c\/p\u003e\n\u003ch2\u003eHow the employer uses the package\u003c\/h2\u003e\n\u003col\u003e\n\n\u003cli\u003eDefine the actual position, responsibilities, working conditions, and objective criteria.\u003c\/li\u003e\n\n\u003cli\u003eDevelop and sign off on a realistic starting salary range with a consistent unit and relevant collective agreement.\u003c\/li\u003e\n\n\u003cli\u003eReview the advertisement and candidate communication; inform in good time for an informed salary negotiation.\u003c\/li\u003e\n\n\u003cli\u003eCheck questions in the application system and interview guide, including fields for previous salary.\u003c\/li\u003e\n\n\u003cli\u003eCompare any offer with documented criteria and communicated range.\u003c\/li\u003e\n\n\u003cli\u003eDocument deviations, retesting, and internal sign-off without unnecessary personal data.\u003c\/li\u003e\n\n\u003cli\u003eCheck the Swedish legal status before each live use or major process change.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\u003ch2\u003eFrequently Asked Questions\u003c\/h2\u003e\n\u003ch3\u003eAm I already obliged under new Swedish law to state salary in all advertisements?\u003c\/h3\u003e\u003cp\u003eNo, no such new general Swedish rule under Article 5 has been introduced as of the review date. The Directive also allows other appropriate ways to communicate starting salary or range.\u003c\/p\u003e\n\u003ch3\u003eIs it allowed to ask about the candidate's previous salary?\u003c\/h3\u003e\u003cp\u003eArticle 5.2 of the Directive contains a prohibition that member states shall implement. The package helps the employer voluntarily prepare by refraining from such questions; applicable Swedish law must be assessed separately.\u003c\/p\u003e\n\u003ch3\u003eMust the range be the same for everyone applying?\u003c\/h3\u003e\u003cp\u003eThe information should refer to the position and have an objective and gender-neutral basis. Actual criteria, the role's requirements, and applicable agreements are more important than a made-up or arbitrary percentage.\u003c\/p\u003e\n\u003ch3\u003eDoes a Swedish effective date of January 1, 2027, apply?\u003c\/h3\u003e\u003cp\u003eIt has previously been discussed as a proposal, but it is not a confirmed date for new Swedish rules according to the current information from the government and DO.\u003c\/p\u003e\n\u003ch3\u003eDoes individual salary access for current employees apply?\u003c\/h3\u003e\u003cp\u003eNo. That is a separate matter covered in \u003ca href=\"\/en\/products\/loneinsyn-lonetransparens-loneinformation-arbetsgivarsvar\"\u003eSalary Access – Request and Employer Response\u003c\/a\u003e. For the annual internal analysis, there is \u003ca href=\"\/en\/products\/lonekartlaggning-mallpaket-2026-word-pdf-excel-svensk-ratt\"\u003eSalary Mapping\u003c\/a\u003e.\u003c\/p\u003e\n\u003ch3\u003eDo I get an automatic market salary in Excel?\u003c\/h3\u003e\u003cp\u003eNo. No current market salaries, standard rates, or made-up example amounts have been pre-filled. The company must enter its own substantiated range.\u003c\/p\u003e\n\u003ch3\u003eCan I fill in the PDF files directly?\u003c\/h3\u003e\u003cp\u003eThe PDF files are searchable and printable, but do not have interactive form fields. Edit the main templates in Word.\u003c\/p\u003e\n\u003ch3\u003eCan the documents be used in English?\u003c\/h3\u003e\u003cp\u003eThe five working templates and Excel are in Swedish. A separate English User Guide explains the process; it is not a translation of the templates.\u003c\/p\u003e\n\u003ch2\u003eRelated Products\u003c\/h2\u003e\n\u003cp\u003e\u003ca href=\"\/en\/products\/kandidatbedomning-2026-2027-bedomningsmatris-kompetensbaserad-rekrytering-svenska-english-word-pdf-excel\"\u003eCandidate Assessment and Competency-Based Recruitment\u003c\/a\u003e complements the objective selection. \u003ca href=\"\/en\/products\/anstallningserbjudande-erbjudandebrev-mall-2027\"\u003eEmployment Offer and Terms Addendum\u003c\/a\u003e, however, applies to the final offer and employment terms.\u003c\/p\u003e\n\u003ch2\u003eSource Review, Version, and Liability\u003c\/h2\u003e\n\u003cp\u003eVersion 1.0, November 10, 2026. The source check is AI-assisted against EU Directive 2023\/970, the Government Offices, DO, and the Swedish anti-discrimination law. No external legal or regulatory review has been performed. The template is a voluntary HR support tool and neither an official regulatory form nor a promise that a future Swedish law is met. The digital ZIP is delivered only after the Shopify Digital Products connection and manual publication have been completed.\u003c\/p\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":56571755495766,"sku":"LONTRANS-REK-ART5-2026-1","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/lonetransparens-rekrytering-hero-1600.jpg?v=1794325132","url":"https:\/\/mallbutiken.se\/en\/products\/lonetransparens-rekrytering-loneintervall-kandidatbesked-intervjukontroll","provider":"Mallbutiken","version":"1.0","type":"link"}