{"product_id":"sarskild-visstidsanstallning-sava-2026-2027-word-pdf","title":"Special Fixed-Term Employment (SÄVA) 2026\/2027 – Word\/PDF + User Guide","description":"\n\u003ch2\u003eSpecial Fixed-term Employment (SÄVA) 2026\/2027 – Word\/PDF + User Guide\u003c\/h2\u003e\n\u003cp\u003eThis is a complete and professional template for \u003cstrong\u003especial fixed-term employment (SÄVA)\u003c\/strong\u003e according to Swedish labor law. The template is designed for employers who want to document a fixed-term employment correctly in accordance with the \u003cstrong\u003eEmployment Protection Act (1982:80) (LAS)\u003c\/strong\u003e while simultaneously providing the written information on employment terms required by Section 6 c of the Employment Protection Act.\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. It specifically takes into account the regulations regarding SÄVA in Sections 5 and 5 a of the Employment Protection Act, the three-employment rule in Section 3, the information requirements in Section 6 c, notice according to Section 15, and priority rights according to Section 25.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDelivery:\u003c\/strong\u003e SÄVA agreement in Word and PDF as well as a separate detailed user guide in Word and PDF – a total of \u003cstrong\u003e4 files and 10 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\u003eSpecial Fixed-term Employment (SÄVA) 2026\/2027\u003c\/strong\u003e – 6 pages.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDetailed user guide\u003c\/strong\u003e – 4 pages.\u003c\/li\u003e\n\n\u003cli\u003eWord (DOCX) – fully editable.\u003c\/li\u003e\n\n\u003cli\u003ePDF – print-ready A4 format.\u003c\/li\u003e\n\n\u003cli\u003eHistory table for previous fixed-term employments.\u003c\/li\u003e\n\n\u003cli\u003eCheck of the 12-month limit, the 9-month limit, and the three-SÄVA rule.\u003c\/li\u003e\n\n\u003cli\u003eChecklist according to Section 6 c of the Employment Protection Act.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eWhat is special fixed-term employment?\u003c\/h3\u003e\n\u003cp\u003eSpecial fixed-term employment is one of the types of fixed-term employment that may be used according to Section 5 of the Employment Protection Act. It replaced the previous general fixed-term employment. Unlike, for example, substitute positions, the employer generally does not need to provide a specific objective reason for the SÄVA form itself, but collective agreements may contain other or supplementary rules.\u003c\/p\u003e\n\u003cp\u003eIt is important that the form of employment is explicitly stated as \u003cstrong\u003especial fixed-term employment\u003c\/strong\u003e. The Employment Protection Act requires that the information stating that the employment is SÄVA be provided at the time the employment is entered into, regardless of how short the employment is.\u003c\/p\u003e\n\n\u003ch3\u003eAutomatic conversion after more than 12 months\u003c\/h3\u003e\n\u003cp\u003eOne of the most important rules is that SÄVA automatically converts to permanent employment when the employee has been employed in special fixed-term employment for a total of \u003cstrong\u003emore than 12 months\u003c\/strong\u003e:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eduring a five-year period, or\u003c\/li\u003e\n\n\u003cli\u003eduring a period where SÄVA, substitute employment, or seasonal work have followed one another.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eEmployments are considered to have followed one another when the next employment begins within six months of the end date of the previous one.\u003c\/p\u003e\n\u003cp\u003eThe template therefore contains a special history table where previous SÄVA, substitute, and seasonal employment can be documented before a new agreement is entered into.\u003c\/p\u003e\n\n\u003ch3\u003eThree or more SÄVA in the same calendar month\u003c\/h3\u003e\n\u003cp\u003eIf the employee has had three or more special fixed-term employments with the same employer during one and the same calendar month, the time between the employments shall also be counted as SÄVA time when applying several central Employment Protection Act rules.\u003c\/p\u003e\n\u003cp\u003eThis rule is particularly important for employers who use short shifts, single days, or recurring short fixed-term periods.\u003c\/p\u003e\n\u003cp\u003eThe template contains a special check point for this so that intervening days are not overlooked.\u003c\/p\u003e\n\n\u003ch3\u003eNotice after more than nine months of SÄVA\u003c\/h3\u003e\n\u003cp\u003eAn employee who is not to receive continued employment may be entitled to notice according to Section 15 of the Employment Protection Act. For SÄVA, a specific time limit applies: the employee is covered by the duty to provide notice if, at the end of the employment, he or she has been employed in SÄVA for a total of \u003cstrong\u003emore than nine months during the last three years\u003c\/strong\u003e.\u003c\/p\u003e\n\u003cp\u003eThe notice should generally be given at least one month before the end of the employment. If the employment is so short that notice cannot be given one month in advance, it should instead be given when the employment begins.\u003c\/p\u003e\n\n\u003ch3\u003ePriority right to new SÄVA\u003c\/h3\u003e\n\u003cp\u003eIf continued employment is not offered due to redundancy, an employee may gain a priority right to re-employment if the conditions in the Employment Protection Act are met. For a priority right to a \u003cstrong\u003enew special fixed-term employment\u003c\/strong\u003e, a central time limit is more than nine months of SÄVA during the last three years.\u003c\/p\u003e\n\u003cp\u003eThe template therefore contains separate fields for estimated SÄVA time and a check on whether priority rights need to be assessed.\u003c\/p\u003e\n\n\u003ch3\u003eStart and end of employment\u003c\/h3\u003e\n\u003cp\u003eSÄVA is a fixed-term employment and as a main rule ends when the agreed time expires, unless otherwise agreed, provided by a collective agreement, or the employment has previously converted to permanent employment.\u003c\/p\u003e\n\u003cp\u003eThe template contains a clear selection section regarding whether the parties wish to agree on a possibility of termination during the employment period itself. This reduces the risk of someone mistakenly assuming that a standard notice period automatically applies.\u003c\/p\u003e\n\n\u003ch3\u003eEmployer and employee\u003c\/h3\u003e\n\u003cp\u003eThe agreement has structured fields for, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003ecompany name and organization 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 and personal identity number\/coordination number,\u003c\/li\u003e\n\n\u003cli\u003eaddress, phone, and email.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003ePosition, duties, and workplace\u003c\/h3\u003e\n\u003cp\u003eThe template contains clear fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eposition\/job title,\u003c\/li\u003e\n\n\u003cli\u003emain duties,\u003c\/li\u003e\n\n\u003cli\u003eimmediate supervisor,\u003c\/li\u003e\n\n\u003cli\u003eprimary 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\n\u003ch3\u003eEmployment rate and working hours\u003c\/h3\u003e\n\u003cp\u003eThe agreement documents, among other things:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eemployment rate,\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 or schedule,\u003c\/li\u003e\n\n\u003cli\u003evarying working hours,\u003c\/li\u003e\n\n\u003cli\u003elead time for schedule changes,\u003c\/li\u003e\n\n\u003cli\u003eshifts, on-call duty, and readiness.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\u003cp\u003eThe Employment Protection Act assumes full-time 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 template contains separate fields for:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003emonthly or hourly salary,\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) compensation,\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\n\u003ch3\u003eVacation, pension, and insurance\u003c\/h3\u003e\n\u003cp\u003eThe agreement has special sections for vacation, occupational pension, insurance, and social security. The terms shall be adapted according to the Annual Leave Act, collective agreements, and the individual employment.\u003c\/p\u003e\n\n\u003ch3\u003eCollective agreements can change standard rules\u003c\/h3\u003e\n\u003cp\u003eThe Employment Protection Act allows for collective agreement deviations from, among other things, Sections 5 and 5 a. A collective agreement can therefore affect which fixed-term employment forms may be used and how conversion rules should be calculated.\u003c\/p\u003e\n\u003cp\u003eBoth the main agreement and the user guide contain clear reminders that the employer must check the correct collective agreement before employment begins.\u003c\/p\u003e\n\n\u003ch3\u003eUnion information\u003c\/h3\u003e\n\u003cp\u003eIf the employer is bound by a collective agreement, the relevant local employee organization should generally be notified when an agreement for fixed-term employment is concluded for work within the scope of the agreement. Notification according to Section 28 of the Employment Protection Act does not generally need to be provided if the employment period is a maximum of one month.\u003c\/p\u003e\n\u003cp\u003eWhen the employer gives notice according to Section 15 that a fixed-term employment will not continue, the local employee organization to which the employee belongs should generally be notified at the same time according to Section 30 a of the Employment Protection Act.\u003c\/p\u003e\n\n\u003ch3\u003eChecklist according to Section 6 c of the Employment Protection Act\u003c\/h3\u003e\n\u003cp\u003eThe agreement contains a complete checklist for the written information that the employer must provide regarding essential employment terms, including:\u003c\/p\u003e\n\u003cul\u003e\n\n\u003cli\u003eparties, workplace, and start date,\u003c\/li\u003e\n\n\u003cli\u003eduties and job title,\u003c\/li\u003e\n\n\u003cli\u003eSÄVA form and end date,\u003c\/li\u003e\n\n\u003cli\u003esalary and salary benefits,\u003c\/li\u003e\n\n\u003cli\u003eworking hours, overtime, and additional hours,\u003c\/li\u003e\n\n\u003cli\u003escheduling of working hours,\u003c\/li\u003e\n\n\u003cli\u003eclient company for temporary agency work,\u003c\/li\u003e\n\n\u003cli\u003etraining,\u003c\/li\u003e\n\n\u003cli\u003evacation,\u003c\/li\u003e\n\n\u003cli\u003erules for termination of employment,\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 user guide explains step-by-step:\u003c\/p\u003e\n\u003col\u003e\n\n\u003cli\u003ewhen SÄVA can be used,\u003c\/li\u003e\n\n\u003cli\u003ewhy the employment form must be stated explicitly,\u003c\/li\u003e\n\n\u003cli\u003ehow previous employments are checked,\u003c\/li\u003e\n\n\u003cli\u003ehow the 12-month limit works,\u003c\/li\u003e\n\n\u003cli\u003ehow the three-SÄVA rule works,\u003c\/li\u003e\n\n\u003cli\u003ehow employment time is counted,\u003c\/li\u003e\n\n\u003cli\u003ewhen the 9-month limit becomes relevant,\u003c\/li\u003e\n\n\u003cli\u003epriority right to a new SÄVA,\u003c\/li\u003e\n\n\u003cli\u003ehow a SÄVA ends,\u003c\/li\u003e\n\n\u003cli\u003eunion obligations,\u003c\/li\u003e\n\n\u003cli\u003eSection 6 c of the Employment Protection Act,\u003c\/li\u003e\n\n\u003cli\u003ecollective agreement deviations,\u003c\/li\u003e\n\n\u003cli\u003ecommon mistakes and final checklist.\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\u003eThe Employment Protection Act (1982:80) (LAS)\u003c\/strong\u003e, especially Sections 2 b, 3, 4, 4 a, 5, 5 a, 6 c, 6 f, 6 g, 15, 16, 25, 28, and 30 a.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Annual Leave Act (1977:480)\u003c\/strong\u003e.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Working Hours Act (1982:673)\u003c\/strong\u003e, where applicable.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Discrimination Act (2008:567)\u003c\/strong\u003e, where relevant.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Parental Leave Act (1995:584)\u003c\/strong\u003e, where relevant.\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eThe Trade Secrets Act (2018:558)\u003c\/strong\u003e, where relevant.\u003c\/li\u003e\n\n\n\u003c\/ul\u003e\n\n\u003ch3\u003eFormat and digital 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 \/ 10 A4 pages.\u003c\/strong\u003e\u003c\/li\u003e\n\n\u003cli\u003e\n\n\u003cstrong\u003eDigital product\u003c\/strong\u003e – no physical goods are shipped.\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 SÄVA be used?\u003c\/strong\u003e\u003cbr\u003eSÄVA normally converts to permanent employment when the total SÄVA time exceeds 12 months according to Section 5 a of the Employment Protection Act, also taking into account the special chain and calculation rules.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eDoes the employer need to provide a specific reason?\u003c\/strong\u003e\u003cbr\u003eThe Employment Protection Act generally does not require a specific objective reason for the SÄVA form itself, but collective agreements and other rules must always be checked.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhat does the three-SÄVA rule mean?\u003c\/strong\u003e\u003cbr\u003eFor three or more SÄVA in the same calendar month, the time between employments may also be counted as SÄVA time for several central Employment Protection Act rules.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eWhen does the employer need to provide notice?\u003c\/strong\u003e\u003cbr\u003eAmong other times, when the employee has more than nine months of SÄVA during the last three years and will not receive continued employment.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eIs there an automatic notice period?\u003c\/strong\u003e\u003cbr\u003eA fixed-term SÄVA normally ends at the end time without termination. If the parties want the opportunity to terminate the agreement during the period, it should be regulated explicitly or follow from a collective agreement.\u003c\/p\u003e\n\u003cp\u003e\u003cstrong\u003eCan collective agreements change the rules?\u003c\/strong\u003e\u003cbr\u003eYes. Collective agreements can make valid deviations from several Employment Protection Act provisions, including Sections 5 and 5 a.\u003c\/p\u003e\n\n\u003ch3\u003eImportant\u003c\/h3\u003e\n\u003cp\u003eThe template is a professional general document foundation. Collective agreements, previous employment history, and the individual workplace's terms may require adjustments. In complex labor law matters, individual advice should be obtained.\u003c\/p\u003e\n","brand":"Svenska Dokumentmallar","offers":[{"title":"Default Title","offer_id":55597153419606,"sku":"SAVA-2026-2027","price":79.0,"currency_code":"SEK","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0827\/2373\/3846\/files\/sarskild-visstidsanstallning-sava-2026-2027-word-pdf.png?v=1791135710","url":"https:\/\/mallbutiken.se\/en\/products\/sarskild-visstidsanstallning-sava-2026-2027-word-pdf","provider":"Mallbutiken","version":"1.0","type":"link"}