About this template
Redeployment Agreement 2026/2027 – template for changed employment terms and redeployment offers
Does your workplace need a redeployment agreement, a written agreement on changed employment terms, or a documented redeployment offer under the Employment Protection Act (LAS)? This package provides employers, HR, and payroll managers with separate editable templates for various employment law situations, plus a redeployment investigation, MBL/LAS checklist, response documents, and an Excel register.
The key distinction is that a voluntary change to the employment contract is not the same as redeployment within the scope of work duties, nor is it the same as an offer of other work before a potential termination under Section 7 of LAS. This document package keeps these situations separate and encourages individual legal assessment.
Delivery: 15 digital files in a ZIP: 7 editable Word (DOCX), 7 corresponding searchable PDFs in A4, and 1 Excel workbook (XLSX) with nine tabs. Five Swedish master documents, a Swedish user guide, and an English User Guide.
01. Package contents
15 files: seven DOCX, seven searchable PDFs, and one XLSX. Five Swedish master templates for redeployment and terms changes, one Swedish step-by-step guide, and one English user guide. Word can be edited, PDF used as reading and printing material, and Excel as a register for manual management of actual HR cases.
Document version: 1.0 / 2026–2027. Editorial source review: October 15, 2026. The 2027 edition designation does not mean future legal changes have already been reviewed. Digital delivery: downloadable ZIP file after purchase; no physical goods and no subscription.
02. What the files contain – document by document
| Document | What is included? | Format |
|---|---|---|
| 01. Voluntary supplementary agreement for changed employment terms | Written agreement on position, salary, working hours, level of employment, place of work, and dates, only in cases of genuine consent. | DOCX + PDF |
| 02. Formal redeployment offer under LAS | Offer after individual redeployment investigation under Section 7 of LAS with response time, terms, documentation, and specific control points. | DOCX + PDF |
| 03. Redeployment investigation and alternative work | Register for actual inventory of vacant positions, qualifications, introduction, and reasonableness assessment. | DOCX + PDF |
| 04. MBL, LAS, and collective agreement checklist | Separate control of Sections 11–13 of MBL, 6e, 7, and 7 a–7 b of LAS, negotiation, seniority, and transition time. | DOCX + PDF |
| 05. Response to redeployment offer and transition plan | Accept, decline, or request clarification; document receipt, any transition time, and introduction. | DOCX + PDF |
| 06. Swedish user guide | Ten work steps, delimitations, legal sources, and guidance on the application of the documents. | DOCX + PDF |
| 07. English User Guide | English instructions and Swedish-law context. The five principal templates remain in Swedish. | DOCX + PDF |
| 08. Excel – Redeployment register | Nine tabs, 16 KPIs, and administrative comparisons of working time and salary. Not an automatic legal assessment tool. | XLSX |
All Word and PDF versions have separately framed boxes with the headers 01. Package contents and 02. What the files contain, plus a clear legal limitation. Fields for names, salary, positions, times, negotiation, and decisions should be filled with verified actual data, never assumptions.
03. Excel tool – nine tabs and 16 KPIs
Tabs: Overview · Cases · Positions · Offers · MBL · Terms · Responses · Follow-up · Read me.
The Excel overview shows 16 KPIs for, e.g., cases, vacant positions, MBL cases, offers, and responses. In the Terms sheet, two administrative differences are calculated: new level of employment minus previous level (percentage points) and new monthly salary minus previous monthly salary (SEK). There are dropdown menus for status and control steps. The workbook has no pre-filled employees or fabricated union protocols.
Excel does not determine whether a redeployment is reasonable, whether an MBL negotiation is necessary, whether a collective agreement deviation exists, or whether a salary reduction is permitted. Nor does it automatically calculate the right to transition time or legally correct response times.
How to use the redeployment agreement in ten steps
- Classify the change. Is it a voluntary supplementary agreement, work direction within existing work duties, or an offer of other work under LAS?
- Check applicable collective agreements. Redundancy, working hours, salary, redeployment, and information requirements may have specific contractual regulations.
- Assess MBL negotiation. Significant changes may require negotiation before a decision; document request, participants, minutes, and status.
- Investigate alternatives. Inventory actual available positions and assess qualifications using document 03.
- Consider special protections. Analyze workplace adaptation, discrimination, parental leave, and work environment where relevant.
- Select the correct master document. Use document 01 for a truly voluntary agreement and document 02 when a formal LAS offer is needed.
- Describe all terms. Specify workplace, position, salary, scope, schedule, supplements, and dates.
- Review special rules for reduced employment level. See Sections 7 a–7 b of LAS regarding reorganization where the offer only reduces the employment level.
- Confirm decision and transition. Document receipt, acceptance/declining, and a realistic introduction setup. Receipt is not automatically acceptance.
- Provide up-to-date written information. According to Section 6 e of LAS, information about changed essential terms must be provided under the legal conditions no later than the day the change begins to apply. Keep an audit trail.
Legal overview: LAS, MBL, and collective agreements
Redeployment under Section 7 of LAS – before potential termination
LAS (1982:80) contains an obligation to assess whether it can reasonably be required that the employer provides the employee with other work instead of terminating the employment. The Swedish Agency for Government Employers emphasizes an objective investigation of available work and sufficient qualifications. The legal situation varies with the reasons for the redeployment and collective agreement terms. Read the guidance from the Swedish Agency for Government Employers.
Sections 7 a and 7 b of LAS – for offers that only reduce working time
The rules apply to certain reorganizations at the same operating unit, where employees with similar tasks receive offers of new work that only entail a lower level of employment. Section 7 a contains special seniority rules. Section 7 b gives accepting employees a transition time during which the employment level and employment benefits shall be retained, for a period equivalent to the notice period from the employer's side, but no more than three months. Collective agreements may involve deviations. The rules do not automatically apply to every change in position, location, or salary.
Section 6 e of LAS – information on changed employment terms
If the conditions of employment are changed through an employer decision or agreement and the change concerns essential terms under the information rules, the employer must provide written information about the change as soon as possible, no later than the day the condition begins to apply, where applicable. A document template does not replace the statutory information obligation if it does not actually meet the requirements.
Sections 11–13 of MBL – negotiate before significant changes
The Co-Determination in the Workplace Act (1976:580) contains rules about the employer's primary duty to negotiate in the event of significant changes to operations and work/employment conditions. Which organization and which negotiations are involved may depend on collective agreement binding and membership. Employers should not treat an already signed agreement as a substitute for a negotiation that should have taken place before the decision.
Change within work duties, voluntary agreement, or redeployment obligation?
Employers can, in certain situations, direct and distribute work within the employee's existing scope of work duties. Major changes, however, may require agreement or handling in accordance with law and collective agreements. Written acceptance should not be created through pressure or hidden terms. Declining a redeployment offer is not automatically the employee's own resignation.
Related document templates
In the event of redundancy, Termination due to redundancy – template may also be relevant, but it is not included in this package. For special return-to-work and adaptation needs, see Workplace Adaptation & Rehabilitation. For termination of employment by mutual agreement, there is Agreement on termination of employment. Also see HR, Employment Law & Whistleblowing – Templates. Previously mentioned products are separate documents.
Frequently asked questions about redeployment agreements
What is a redeployment agreement?
The term is sometimes used for a voluntary agreement on a new position or changed terms, and sometimes for a formal redeployment offer. Which legal rules apply is determined by the actual situation, not just the document title.
Can the employer redeploy me without consent?
That depends on whether the change falls within the scope of work duties, what the employment contract and collective agreement say, and which employment law rules are activated. Major changes should not automatically be described as work direction.
Can the employer lower my salary in a redeployment agreement?
A salary or terms change requires a specific legal assessment and cannot normally be implemented by the employer unilaterally filling out a template. Collective agreements and the current procedure may limit the possibilities.
What is "hyvling" (downsizing of hours) and when do Sections 7 a–7 b of LAS apply?
The term is often used for offers of a lower level of employment during reorganization. LAS has special rules for certain such offers, including seniority and transition time. The rules should not be confused with every other change in working hours.
Must the employer negotiate under MBL before redeployment?
In the event of significant changes, the employer may be obliged to negotiate with the relevant union organization before a decision. The assessment depends on circumstances and collective agreements; the checklist helps to document the check.
What happens if the employee declines?
This requires individual assessment. A "no" is not in itself a resignation. What the consequences may be depends on the reasonableness of the offer and the legal background.
Can Excel determine legality or calculate transition time?
No. Excel is an administrative register with difference calculations, status fields, and follow-up. Legality and the time according to Section 7 b must be checked manually, including any collective agreement.
Are the templates in English?
The five master documents are in Swedish. An English User Guide explains the material in English but does not replace a translated Swedish contract version.
Is the product externally legally reviewed?
No. The material is an editorially prepared work document, not a certified redeployment process, authority document, or individual legal advice.
Edition and legal sources
Version: 1.0 / 2026–2027. Editorial source review: October 15, 2026. See official LAS, MBL, and Swedish Agency for Government Employers for current legal control.
