{"product_id":"omplaceringsavtal-andrade-arbetsvillkor-las-mbl-2027","title":"Redeployment Agreement 2026\/2027 – Amended Working Conditions, EPL \u0026 Co-determination Act | Word\/PDF\/Excel","description":"\u003csection class=\"mb-product-info\" lang=\"en\" style=\"line-height:1.72;color:#153446\"\u003e\n\u003ch2\u003eRedeployment Agreement 2026\/2027 – template for changed employment terms and redeployment offers\u003c\/h2\u003e\n\n\u003cp\u003eDoes your workplace need a \u003cstrong\u003eredeployment agreement\u003c\/strong\u003e, a written agreement on \u003cstrong\u003echanged employment terms\u003c\/strong\u003e, or a documented \u003cstrong\u003eredeployment offer under the Employment Protection Act (LAS)\u003c\/strong\u003e? 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.\u003c\/p\u003e\n\n\u003cp\u003eThe key distinction is that a \u003cstrong\u003evoluntary change to the employment contract\u003c\/strong\u003e is not the same as \u003cstrong\u003eredeployment within the scope of work duties\u003c\/strong\u003e, nor is it the same as \u003cstrong\u003ean offer of other work before a potential termination under Section 7 of LAS\u003c\/strong\u003e. This document package keeps these situations separate and encourages individual legal assessment.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e 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.\u003c\/p\u003e\n\n\u003cdiv style=\"background:#fff7e7;border:1px solid #e8d4a8;border-left:5px solid #ac8132;border-radius:12px;padding:18px 20px;margin:19px 0\"\u003e\n\n\u003cstrong\u003eImportant before deciding:\u003c\/strong\u003e The duty to negotiate under the Co-Determination in the Workplace Act (MBL) may require the employer to negotiate with employee organizations before significant changes are decided. When making a redeployment offer under Section 7 of LAS, the possibilities for other work must be assessed individually. If a reorganization only leads to offers of a lower level of employment, Section 7 a of LAS may set requirements for seniority order and Section 7 b may provide the right to transition time with retained employment benefits (as a general rule, maximum three months). \u003cstrong\u003eThe forms do not provide the right to unilaterally lower salaries, change the level of employment, circumvent collective agreements, or bypass union negotiations.\u003c\/strong\u003e\n\n\u003c\/div\u003e\n\n\u003cnav style=\"background:#edf5f6;border-radius:9px;padding:13px;margin:17px 0\"\u003e\u003cstrong\u003eOn the page:\u003c\/strong\u003e \u003ca href=\"#mb-ompl-paket\"\u003ePackage contents\u003c\/a\u003e · \u003ca href=\"#mb-ompl-filer\"\u003eWhat the files contain\u003c\/a\u003e · \u003ca href=\"#mb-ompl-excel\"\u003eExcel\u003c\/a\u003e · \u003ca href=\"#mb-ompl-steg\"\u003eWorkflow\u003c\/a\u003e · \u003ca href=\"#mb-ompl-lag\"\u003eLAS and MBL\u003c\/a\u003e · \u003ca href=\"#mb-ompl-faq\"\u003eFAQ\u003c\/a\u003e\u003c\/nav\u003e\n\u003cdiv id=\"mb-ompl-paket\" style=\"background:#e8f3f5;border:2px solid #bfdce0;border-radius:13px;padding:21px;margin:20px 0\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e01. Package contents\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003e15 files:\u003c\/strong\u003e 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.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eDocument version:\u003c\/strong\u003e 1.0 \/ 2026–2027. \u003cstrong\u003eEditorial source review:\u003c\/strong\u003e October 15, 2026. The 2027 edition designation does not mean future legal changes have already been reviewed. \u003cstrong\u003eDigital delivery:\u003c\/strong\u003e downloadable ZIP file after purchase; no physical goods and no subscription.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003cdiv id=\"mb-ompl-filer\" style=\"background:#fff;border:2px solid #d3e4e6;border-radius:13px;padding:21px;margin:20px 0\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e02. What the files contain – document by document\u003c\/h2\u003e\n\n\u003cdiv style=\"overflow-x:auto\"\u003e\u003ctable style=\"border-collapse:collapse;width:100%;font-size:.94em\"\u003e\n\n\u003cthead\u003e\u003ctr style=\"background:#153446;color:white\"\u003e\n\n\u003cth style=\"padding:10px;text-align:left\"\u003eDocument\u003c\/th\u003e\n\n\u003cth style=\"padding:10px;text-align:left\"\u003eWhat is included?\u003c\/th\u003e\n\n\u003cth style=\"padding:10px;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:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003e\u003cstrong\u003e01. Voluntary supplementary agreement for changed employment terms\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003eWritten agreement on position, salary, working hours, level of employment, place of work, and dates, only in cases of genuine consent.\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;white-space:nowrap\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003e\u003cstrong\u003e02. Formal redeployment offer under LAS\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003eOffer after individual redeployment investigation under Section 7 of LAS with response time, terms, documentation, and specific control points.\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;white-space:nowrap\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003e\u003cstrong\u003e03. Redeployment investigation and alternative work\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003eRegister for actual inventory of vacant positions, qualifications, introduction, and reasonableness assessment.\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;white-space:nowrap\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003e\u003cstrong\u003e04. MBL, LAS, and collective agreement checklist\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003eSeparate control of Sections 11–13 of MBL, 6e, 7, and 7 a–7 b of LAS, negotiation, seniority, and transition time.\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;white-space:nowrap\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003e\u003cstrong\u003e05. Response to redeployment offer and transition plan\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003eAccept, decline, or request clarification; document receipt, any transition time, and introduction.\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;white-space:nowrap\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003e\u003cstrong\u003e06. Swedish user guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003eTen work steps, delimitations, legal sources, and guidance on the application of the documents.\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;white-space:nowrap\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003e\u003cstrong\u003e07. English User Guide\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003eEnglish instructions and Swedish-law context. The five principal templates remain in Swedish.\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;white-space:nowrap\"\u003eDOCX + PDF\u003c\/td\u003e\n\n\n\u003c\/tr\u003e\n\n\u003ctr\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003e\u003cstrong\u003e08. Excel – Redeployment register\u003c\/strong\u003e\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;vertical-align:top\"\u003eNine tabs, 16 KPIs, and administrative comparisons of working time and salary. Not an automatic legal assessment tool.\u003c\/td\u003e\n\n\u003ctd style=\"padding:10px;border-bottom:1px solid #d2e3e6;white-space:nowrap\"\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\u003cp\u003eAll Word and PDF versions have separately framed boxes with the headers \u003cstrong\u003e01. Package contents\u003c\/strong\u003e and \u003cstrong\u003e02. What the files contain\u003c\/strong\u003e, plus a clear legal limitation. Fields for names, salary, positions, times, negotiation, and decisions should be filled with verified actual data, never assumptions.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003cdiv id=\"mb-ompl-excel\" style=\"background:#f0f7f8;border:1px solid #d5e5e7;border-radius:12px;padding:21px;margin:20px 0\"\u003e\n\n\u003ch2 style=\"margin-top:0\"\u003e03. Excel tool – nine tabs and 16 KPIs\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eTabs:\u003c\/strong\u003e Overview · Cases · Positions · Offers · MBL · Terms · Responses · Follow-up · Read me.\u003c\/p\u003e\n\n\u003cp\u003eThe 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: \u003cstrong\u003enew level of employment minus previous level\u003c\/strong\u003e (percentage points) and \u003cstrong\u003enew monthly salary minus previous monthly salary\u003c\/strong\u003e (SEK). There are dropdown menus for status and control steps. The workbook has no pre-filled employees or fabricated union protocols.\u003c\/p\u003e\n\n\u003cp\u003e\u003cstrong\u003eExcel does not determine\u003c\/strong\u003e 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.\u003c\/p\u003e\n\n\n\u003c\/div\u003e\n\n\u003ch2 id=\"mb-ompl-steg\"\u003eHow to use the redeployment agreement in ten steps\u003c\/h2\u003e\n\n\u003col\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eClassify the change.\u003c\/strong\u003e Is it a voluntary supplementary agreement, work direction within existing work duties, or an offer of other work under LAS?\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eCheck applicable collective agreements.\u003c\/strong\u003e Redundancy, working hours, salary, redeployment, and information requirements may have specific contractual regulations.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAssess MBL negotiation.\u003c\/strong\u003e Significant changes may require negotiation before a decision; document request, participants, minutes, and status.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eInvestigate alternatives.\u003c\/strong\u003e Inventory actual available positions and assess qualifications using document 03.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eConsider special protections.\u003c\/strong\u003e Analyze workplace adaptation, discrimination, parental leave, and work environment where relevant.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eSelect the correct master document.\u003c\/strong\u003e Use document 01 for a truly voluntary agreement and document 02 when a formal LAS offer is needed.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDescribe all terms.\u003c\/strong\u003e Specify workplace, position, salary, scope, schedule, supplements, and dates.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eReview special rules for reduced employment level.\u003c\/strong\u003e See Sections 7 a–7 b of LAS regarding reorganization where the offer only reduces the employment level.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eConfirm decision and transition.\u003c\/strong\u003e Document receipt, acceptance\/declining, and a realistic introduction setup. Receipt is not automatically acceptance.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eProvide up-to-date written information.\u003c\/strong\u003e 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.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch2 id=\"mb-ompl-lag\"\u003eLegal overview: LAS, MBL, and collective agreements\u003c\/h2\u003e\n\n\u003ch3\u003eRedeployment under Section 7 of LAS – before potential termination\u003c\/h3\u003e\n\n\u003cp\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-198280-om-anstallningsskydd_sfs-1982-80\/\" rel=\"noopener noreferrer\"\u003eLAS (1982:80)\u003c\/a\u003e 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. \u003ca href=\"https:\/\/www.arbetsgivarverket.se\/arbetsgivarguiden\/omstallning\" rel=\"noopener noreferrer\"\u003eRead the guidance from the Swedish Agency for Government Employers.\u003c\/a\u003e\u003c\/p\u003e\n\n\u003ch3\u003eSections 7 a and 7 b of LAS – for offers that only reduce working time\u003c\/h3\u003e\n\n\u003cp\u003eThe 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. \u003cstrong\u003eSection 7 a\u003c\/strong\u003e contains special seniority rules. \u003cstrong\u003eSection 7 b\u003c\/strong\u003e 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.\u003c\/p\u003e\n\n\u003ch3\u003eSection 6 e of LAS – information on changed employment terms\u003c\/h3\u003e\n\n\u003cp\u003eIf 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 \u003cstrong\u003eas soon as possible, no later than the day the condition begins to apply\u003c\/strong\u003e, where applicable. A document template does not replace the statutory information obligation if it does not actually meet the requirements.\u003c\/p\u003e\n\n\u003ch3\u003eSections 11–13 of MBL – negotiate before significant changes\u003c\/h3\u003e\n\n\u003cp\u003e\u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-1976580-om-medbestammande-i-arbetslivet_sfs-1976-580\/\" rel=\"noopener noreferrer\"\u003eThe Co-Determination in the Workplace Act (1976:580)\u003c\/a\u003e 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.\u003c\/p\u003e\n\n\u003ch3\u003eChange within work duties, voluntary agreement, or redeployment obligation?\u003c\/h3\u003e\n\n\u003cp\u003eEmployers 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 \u003cstrong\u003enot automatically the employee's own resignation\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch2\u003eRelated document templates\u003c\/h2\u003e\n\n\u003cp\u003eIn the event of redundancy, \u003ca href=\"https:\/\/mallbutiken.se\/products\/uppsagning-pa-grund-av-arbetsbrist-mall-word-pdf\"\u003eTermination due to redundancy – template\u003c\/a\u003e may also be relevant, but it is not included in this package. For special return-to-work and adaptation needs, see \u003ca href=\"https:\/\/mallbutiken.se\/products\/arbetsanpassning-rehabilitering-plan-atergang-arbete-2026-2027\"\u003eWorkplace Adaptation \u0026amp; Rehabilitation\u003c\/a\u003e. For termination of employment by mutual agreement, there is \u003ca href=\"https:\/\/mallbutiken.se\/products\/overenskommelse-om-att-anstallning-upphor-mall-word-pdf\"\u003eAgreement on termination of employment\u003c\/a\u003e. Also see \u003ca href=\"https:\/\/mallbutiken.se\/collections\/hr-arbetsratt-visselblasning-mallar\"\u003eHR, Employment Law \u0026amp; Whistleblowing – Templates\u003c\/a\u003e. Previously mentioned products are separate documents.\u003c\/p\u003e\n\n\u003ch2 id=\"mb-ompl-faq\"\u003eFrequently asked questions about redeployment agreements\u003c\/h2\u003e\n\n\u003ch3\u003eWhat is a redeployment agreement?\u003c\/h3\u003e\n\n\u003cp\u003eThe 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.\u003c\/p\u003e\n\n\u003ch3\u003eCan the employer redeploy me without consent?\u003c\/h3\u003e\n\n\u003cp\u003eThat 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.\u003c\/p\u003e\n\n\u003ch3\u003eCan the employer lower my salary in a redeployment agreement?\u003c\/h3\u003e\n\n\u003cp\u003eA 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.\u003c\/p\u003e\n\n\u003ch3\u003eWhat is \"hyvling\" (downsizing of hours) and when do Sections 7 a–7 b of LAS apply?\u003c\/h3\u003e\n\n\u003cp\u003eThe 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.\u003c\/p\u003e\n\n\u003ch3\u003eMust the employer negotiate under MBL before redeployment?\u003c\/h3\u003e\n\n\u003cp\u003eIn 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.\u003c\/p\u003e\n\n\u003ch3\u003eWhat happens if the employee declines?\u003c\/h3\u003e\n\n\u003cp\u003eThis 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.\u003c\/p\u003e\n\n\u003ch3\u003eCan Excel determine legality or calculate transition time?\u003c\/h3\u003e\n\n\u003cp\u003eNo. 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.\u003c\/p\u003e\n\n\u003ch3\u003eAre the templates in English?\u003c\/h3\u003e\n\n\u003cp\u003eThe five master documents are in Swedish. An English User Guide explains the material in English but does not replace a translated Swedish contract version.\u003c\/p\u003e\n\n\u003ch3\u003eIs the product externally legally reviewed?\u003c\/h3\u003e\n\n\u003cp\u003eNo. The material is an editorially prepared work document, not a certified redeployment process, authority document, or individual legal advice.\u003c\/p\u003e\n\n\u003ch2\u003eEdition and legal sources\u003c\/h2\u003e\n\n\u003cp\u003e\u003cstrong\u003eVersion:\u003c\/strong\u003e 1.0 \/ 2026–2027. \u003cstrong\u003eEditorial source review:\u003c\/strong\u003e October 15, 2026. See official \u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-198280-om-anstallningsskydd_sfs-1982-80\/\"\u003eLAS\u003c\/a\u003e, \u003ca href=\"https:\/\/www.riksdagen.se\/sv\/dokument-och-lagar\/dokument\/svensk-forfattningssamling\/lag-1976580-om-medbestammande-i-arbetslivet_sfs-1976-580\/\"\u003eMBL\u003c\/a\u003e, and \u003ca href=\"https:\/\/www.arbetsgivarverket.se\/arbetsgivarguiden\/omstallning\"\u003eSwedish Agency for Government Employers\u003c\/a\u003e for current legal control.\u003c\/p\u003e\u003c\/section\u003e","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55781670355286,"sku":"OMPLACERINGSAVTAL-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/omplaceringsavtal-huvudbild-2027_f11134b0-52d5-4e82-ada9-4b9bf36015ba.png?v=1792101982","url":"https:\/\/mallbutiken.se\/en\/products\/omplaceringsavtal-andrade-arbetsvillkor-las-mbl-2027","provider":"Mallbutiken","version":"1.0","type":"link"}