{"product_id":"provanstallningsavtal-2026-2027-word-pdf","title":"Probationary Employment Agreement 2026\/2027 – Word\/PDF + User Guide | Swedish Law","description":"\n\u003ch2\u003eProbationary Employment Agreement 2026\/2027 – Word\/PDF according to the Employment Protection Act (LAS)\u003c\/h2\u003e\n\u003cp\u003eThis is a complete and professional \u003cstrong\u003etemplate for a probationary employment agreement\u003c\/strong\u003e in accordance with Swedish labor law. The template is designed for employers who want to clearly document a probationary period from day one while simultaneously including the written information on employment terms required by the \u003cstrong\u003eEmployment Protection Act (1982:80), LAS\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe template package was \u003cstrong\u003elegally reviewed on October 4, 2026\u003c\/strong\u003e, and is intended for use during \u003cstrong\u003e2026\/2027\u003c\/strong\u003e. The document specifically takes into account the rules on probationary employment in Section 6 of the LAS, the duty to provide information in Section 6 c of the LAS, and the employer's duty to notify and consult under Section 31 of the LAS.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e Probationary employment agreement in Word and PDF format, as well as a separate, detailed user guide in Word and PDF – a total of \u003cstrong\u003e4 files and 8 A4 pages\u003c\/strong\u003e.\u003c\/p\u003e\n\n\u003ch3\u003eThis is included\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eProbationary Employment Agreement 2026\/2027\u003c\/strong\u003e – 5 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed User Guide\u003c\/strong\u003e – 3 pages.\u003c\/li\u003e\n\n\u003cli\u003eWord (DOCX) for editing.\u003c\/li\u003e\n\n\u003cli\u003ePDF for printing and reference.\u003c\/li\u003e\n\n\u003cli\u003eChecklist for information according to Section 6 c of the LAS.\u003c\/li\u003e\n\n\u003cli\u003eFields for salary, working hours, workplace, duties, collective agreements, vacation, pension, insurance, and other terms.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat is probationary employment?\u003c\/h3\u003e\n\u003cp\u003eProbationary employment is a fixed-term form of employment used to give the employer and the employee the opportunity to test the employment before it transitions into permanent employment.\u003c\/p\u003e\n\u003cp\u003eAccording to Section 6 of the LAS, the probationary period may normally be \u003cstrong\u003eno more than six months\u003c\/strong\u003e. If neither party provides notice that the employment shall not continue by the end of the probationary period, the probationary employment transitions into permanent employment.\u003c\/p\u003e\n\u003cp\u003eCollective agreements may contain deviating rules. Therefore, both the agreement and the user guide contain clear reminders to check the collective agreement before using the template.\u003c\/p\u003e\n\n\u003ch3\u003eClear monitoring of the probationary period's end date\u003c\/h3\u003e\n\u003cp\u003eOne of the most common practical mistakes in probationary employment is for the employer to miss the end date. The template therefore includes a special agreement overview with:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eagreement date,\u003c\/li\u003e\n\n\u003cli\u003estart date,\u003c\/li\u003e\n\n\u003cli\u003elast day of the probationary period,\u003c\/li\u003e\n\n\u003cli\u003einformation on intended transition to permanent employment.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe user guide also recommends that the employer set up an internal reminder several weeks before the end date.\u003c\/p\u003e\n\n\u003ch3\u003eEmployer and employee\u003c\/h3\u003e\n\u003cp\u003eThe agreement includes clear sections for the identification of both parties, including:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ecompany name and corporate registration number,\u003c\/li\u003e\n\n\u003cli\u003eemployer's address and contact details,\u003c\/li\u003e\n\n\u003cli\u003econtact person,\u003c\/li\u003e\n\n\u003cli\u003eemployee's name,\u003c\/li\u003e\n\n\u003cli\u003epersonal identity number or coordination number,\u003c\/li\u003e\n\n\u003cli\u003eaddress, telephone, and email.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003ePosition, duties, and workplace\u003c\/h3\u003e\n\u003cp\u003eThe LAS requires written information regarding, among other things, duties, job title, and workplace. The template therefore includes separate fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eposition or job title,\u003c\/li\u003e\n\n\u003cli\u003emain duties,\u003c\/li\u003e\n\n\u003cli\u003eimmediate supervisor,\u003c\/li\u003e\n\n\u003cli\u003emain workplace,\u003c\/li\u003e\n\n\u003cli\u003ework at other locations,\u003c\/li\u003e\n\n\u003cli\u003eremote or hybrid work.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThere is also a balanced standard clause regarding the scope of the duties, ensuring the agreement does not become unnecessarily narrow while keeping the content of the employment clear.\u003c\/p\u003e\n\n\u003ch3\u003eEmployment rate and working hours\u003c\/h3\u003e\n\u003cp\u003eThe template includes fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eemployment rate in percent,\u003c\/li\u003e\n\n\u003cli\u003efull-time or part-time,\u003c\/li\u003e\n\n\u003cli\u003enormal working hours per week,\u003c\/li\u003e\n\n\u003cli\u003eregular working hours,\u003c\/li\u003e\n\n\u003cli\u003efixed, scheduled, or varying working hour arrangements,\u003c\/li\u003e\n\n\u003cli\u003eminimum notice period for schedule changes,\u003c\/li\u003e\n\n\u003cli\u003eshifts, on-call duty, and standby.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eFull-time is the baseline according to the LAS unless otherwise agreed. If the employment is part-time, the employment rate should therefore be stated clearly.\u003c\/p\u003e\n\n\u003ch3\u003eSalary and other compensation\u003c\/h3\u003e\n\u003cp\u003eThe agreement has a separate salary and compensation section where the employer can specify:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emonthly salary or hourly wage,\u003c\/li\u003e\n\n\u003cli\u003esalary payment date,\u003c\/li\u003e\n\n\u003cli\u003epayment method,\u003c\/li\u003e\n\n\u003cli\u003einconvenient working hours (OB) allowance,\u003c\/li\u003e\n\n\u003cli\u003eovertime and additional hours compensation,\u003c\/li\u003e\n\n\u003cli\u003ebonus or commission,\u003c\/li\u003e\n\n\u003cli\u003eother salary benefits.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThis makes it easier to fulfill the LAS requirement that starting salary and other salary benefits must be stated separately.\u003c\/p\u003e\n\n\u003ch3\u003eVacation and leave\u003c\/h3\u003e\n\u003cp\u003eVacation and vacation pay are regulated by the Annual Leave Act, applicable collective agreements, and any individual agreements. The template includes fields for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003evacation benefit,\u003c\/li\u003e\n\n\u003cli\u003evacation year,\u003c\/li\u003e\n\n\u003cli\u003eany advance vacation.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eCollective agreements, pension, and insurance\u003c\/h3\u003e\n\u003cp\u003eBecause collective agreements can affect a large part of the employment terms, the template contains its own section for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ewhether a collective agreement exists,\u003c\/li\u003e\n\n\u003cli\u003ewhich collective agreement and sector apply,\u003c\/li\u003e\n\n\u003cli\u003eoccupational pension,\u003c\/li\u003e\n\n\u003cli\u003ecollectively agreed or other insurance.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eTraining and introduction\u003c\/h3\u003e\n\u003cp\u003eThe LAS information rules also include the right to training provided by the employer, when applicable. The template therefore has fields for introduction, mandatory training, and other training.\u003c\/p\u003e\n\n\u003ch3\u003eConfidentiality and information security\u003c\/h3\u003e\n\u003cp\u003eThe agreement contains a balanced provision regarding trade secrets, confidentiality, data protection, and information security. The provision is explicitly designed not to limit statutory rights, such as rights under whistleblower regulations or other mandatory law.\u003c\/p\u003e\n\n\u003ch3\u003eOther employment and secondary occupations\u003c\/h3\u003e\n\u003cp\u003eThe LAS contains protections against general prohibitions on holding other employment. The template follows this principle and states that restrictions may be relevant when the other employment prevents the employee from performing their work, involves harmful competition, or could otherwise harm the employer's business.\u003c\/p\u003e\n\n\u003ch3\u003eHow is probationary employment terminated?\u003c\/h3\u003e\n\u003cp\u003eIf the employer wants to terminate the probationary employment early or end it without it transitioning into permanent employment, the employee must, according to Section 31 of the LAS, normally be \u003cstrong\u003enotified at least two weeks in advance\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eIf the employee is unionized, the employer must simultaneously notify the local employee organization to which the employee belongs. The employee and the organization have the right to consultation.\u003c\/p\u003e\n\u003cp\u003eThe template therefore contains a clear warning box regarding the two-week rule and refers to the fact that the employer should use a separate written notice when the probationary employment is to be ended. The Mallbutiken (template shop) already has separate templates for this purpose.\u003c\/p\u003e\n\n\u003ch3\u003eObjective grounds are normally not required – but decisions must not be prohibited\u003c\/h3\u003e\n\u003cp\u003eA probationary employment can normally be terminated without the employer needing to demonstrate objective grounds in the same way as with the dismissal of permanent employment. However, this does not mean that the employer has the unrestricted right to end the probationary employment on any grounds whatsoever.\u003c\/p\u003e\n\u003cp\u003eFor instance, termination must not conflict with:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ethe Discrimination Act,\u003c\/li\u003e\n\n\u003cli\u003ethe Parental Leave Act,\u003c\/li\u003e\n\n\u003cli\u003eother mandatory protective legislation,\u003c\/li\u003e\n\n\u003cli\u003egood practice in the labor market.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe agreement and the guide highlight this clearly to reduce the risk of incorrect use of the probationary employment form.\u003c\/p\u003e\n\n\u003ch3\u003eParental leave and VAB (Temporary Parental Leave) during probation\u003c\/h3\u003e\n\u003cp\u003eThe employer may not terminate a probationary employment because the employee exercises their statutory right to parental leave or VAB. If an extended parental leave has made it impossible to assess the employee's performance, the legal situation may in certain cases instead necessitate an extension of the probationary period to a corresponding extent.\u003c\/p\u003e\n\u003cp\u003eThe user guide addresses this as a specific risk factor.\u003c\/p\u003e\n\n\u003ch3\u003eChecklist for Section 6 c of the LAS\u003c\/h3\u003e\n\u003cp\u003eThe main agreement contains a special checklist with the key information points according to the LAS, including:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eparties, start date, and workplace,\u003c\/li\u003e\n\n\u003cli\u003eduties and job title,\u003c\/li\u003e\n\n\u003cli\u003eform of employment and probationary period,\u003c\/li\u003e\n\n\u003cli\u003esalary and salary benefits,\u003c\/li\u003e\n\n\u003cli\u003eworking hours,\u003c\/li\u003e\n\n\u003cli\u003eovertime and additional hours,\u003c\/li\u003e\n\n\u003cli\u003escheduling of working hours,\u003c\/li\u003e\n\n\u003cli\u003eclient company in staffing\/agency work,\u003c\/li\u003e\n\n\u003cli\u003etraining,\u003c\/li\u003e\n\n\u003cli\u003evacation,\u003c\/li\u003e\n\n\u003cli\u003erules for when employment ends,\u003c\/li\u003e\n\n\u003cli\u003esocial protection,\u003c\/li\u003e\n\n\u003cli\u003ecollective agreements.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eDetailed User Guide included\u003c\/h3\u003e\n\u003cp\u003eThe separate guide covers, among other things:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ewhen probationary employment is the right form of employment,\u003c\/li\u003e\n\n\u003cli\u003ehow the probationary period is calculated and monitored,\u003c\/li\u003e\n\n\u003cli\u003ehow collective agreements affect the agreement,\u003c\/li\u003e\n\n\u003cli\u003eLAS information requirements,\u003c\/li\u003e\n\n\u003cli\u003ehow to fill in salary, working hours, and benefits,\u003c\/li\u003e\n\n\u003cli\u003eduties and workplace,\u003c\/li\u003e\n\n\u003cli\u003ehow the employer terminates the probationary employment correctly,\u003c\/li\u003e\n\n\u003cli\u003eprohibited grounds and risk of discrimination,\u003c\/li\u003e\n\n\u003cli\u003eparental leave during the probationary period,\u003c\/li\u003e\n\n\u003cli\u003evacation, illness, and other absences,\u003c\/li\u003e\n\n\u003cli\u003esecondary occupations and other employment,\u003c\/li\u003e\n\n\u003cli\u003efinal checklist before signing.\u003c\/li\u003e\n\n\n\u003c\/ol\u003e\n\n\u003ch3\u003eLegally reviewed for 2026\/2027\u003c\/h3\u003e\n\u003cp\u003eThe documents were reviewed on \u003cstrong\u003eOctober 4, 2026\u003c\/strong\u003e, based on, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eEmployment Protection Act (1982:80) (LAS)\u003c\/strong\u003e, particularly Sections 4a, 6, 6 c, and 31.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eAnnual Leave Act (1977:480)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWorking Hours Act (1982:673)\u003c\/strong\u003e, where applicable.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDiscrimination Act (2008:567)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eParental Leave Act (1995:584)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eTrade Secrets Act (2018:558)\u003c\/strong\u003e, where relevant.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and delivery\u003c\/h3\u003e\n\u003cul\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eWord (DOCX)\u003c\/strong\u003e – fully editable.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003ePDF\u003c\/strong\u003e – print-ready A4 format.\u003c\/li\u003e\n\n\u003cli\u003e\u003cstrong\u003e2 documents \/ 4 files \/ 8 A4 pages.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDigital delivery\u003c\/strong\u003e – no physical product is sent.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFrequently asked questions\u003c\/h3\u003e\n\u003cp\u003e\u003cstrong\u003eHow long can a probationary period be?\u003c\/strong\u003e\u003cbr\u003eNormally a maximum of six months according to the LAS. Always check the collective agreement as deviating rules may exist.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhat happens if the employer misses the end date?\u003c\/strong\u003e\u003cbr\u003eIf notice that the employment will not continue is not provided by the end of the probationary period, the probationary employment transitions into permanent employment.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eMust the employer have objective grounds?\u003c\/strong\u003e\u003cbr\u003eNot in the same way as when dismissing someone from permanent employment, but the decision must not conflict with the Discrimination Act, the Parental Leave Act, or other mandatory law.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eHow far in advance must the employer notify?\u003c\/strong\u003e\u003cbr\u003eAt least two weeks in advance according to Section 31 of the LAS when the employer wants to terminate the probationary employment early or end it without a transition to permanent employment.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs information according to Section 6 c of the LAS included?\u003c\/strong\u003e\u003cbr\u003eYes. The template has been built to collect the majority of the information that the employer must provide in writing.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan the template be used at workplaces with collective agreements?\u003c\/strong\u003e\u003cbr\u003eYes, but the collective agreement must be checked, and deviating rules shall take precedence where they are valid.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe template is a professional general document base. Collective agreements, industry rules, and the specific circumstances of the individual employment may require adjustments. In case of complicated labor law conditions, individual advice should be sought.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55597123764566,"sku":"PROVANSTALLNING-2026-2027","price":99.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/provanstallningsavtal-2026-2027-word-pdf-las.png?v=1791134906","url":"https:\/\/mallbutiken.se\/en\/products\/provanstallningsavtal-2026-2027-word-pdf","provider":"Mallbutiken","version":"1.0","type":"link"}