Sweden Leave Laws and Holidays

Employees are entitled to sick leave as needed, with pay provided by the employer for the first 14 days, followed by Social Insurance benefits.

Employees must notify their employer as soon as possible on the first day of sickness.

Sick leave does not require prior approval, but a medical certificate is required after the second day of absence.

Extended sick leave can be granted based on medical advice and assessments from health professionals.

Sick leave does not accrue and is based solely on medical need.

Sick leave does not carry over as it is granted based on immediate health conditions.

There is no payout for unused sick leave upon termination.

Unused sick leave does not accrue and therefore is not paid out at the end of the year.

Employees can self-certify sickness for up to one week before a medical certificate is required.

Parents in Sweden are entitled to 480 days of parental leave per child, with pay conditions regulated by Swedish Social Insurance Agency.

Parents are required to notify their employers at least two months before commencing their parental leave.

While the right to parental leave is protected, the scheduling must be approved by the employer.

The quota of 480 days is fixed per child and cannot be extended beyond this without special provisions.

Parental leave does not accrue over time but is a fixed entitlement per child.

Parental leave can be used any time until the child turns 8 years old or finishes the first year of school.

Parental leave benefits are not paid out on termination, as they are managed through the Swedish Social Insurance Agency.

There is no end-of-year payout for unused parental leave as it is not structured as an annual accrual.

Of the 480 days, 90 days are reserved for each parent, encouraging both parents to take leave.

Employees in Sweden are entitled to 25 days of paid annual leave per year, regardless of their employment type.

The notice period for taking annual leave can vary by employer, but employees are typically required to inform their employers at least two months in advance.

Annual leave requests must be approved by the employer, and schedules can be subject to business needs.

Additional leave can be granted based on specific agreements between the employer and the employee or as stipulated in collective bargaining agreements.

Annual leave accrues monthly from the start of employment but is typically accessible after a year of employment.

Employees can carry over a maximum of 5 days of unused annual leave to the next year.

Upon termination of employment, any accrued and unused leave must be paid out to the employee.

There is generally no payout for unused annual leave at the end of the year, except on termination.

Employees are eligible for annual leave during probation periods, although usage might be restricted based on company policy.

Employees are entitled to leave for educational purposes, though the specific duration and conditions can vary based on the employer's policy and the nature of the study.

Employees wishing to take study leave should notify their employer at least six months in advance, although this period can vary.

Approval for study leave is generally required, and it may depend on the relevance of the study to the employee's job or business operations.

Additional time off for study purposes may be granted if justified by the nature and relevance of the study to professional development.

Study leave does not accrue over time but is granted based on individual applications and justifications.

Study leave is typically granted for a specific period for a particular course or program and does not carry over.

There is no payout for unused study leave as it must be scheduled and used for specific educational purposes.

Unused study leave is not subject to end-of-year payout as it does not accrue.

The approval of study leave often depends on the relevance of the education to the employee's current or future job responsibilities within the company.

Parents are entitled to 120 days of leave per year to care for a sick child, known as VAB (Vård av Barn).

Employers should be notified as soon as possible when a child is sick and the parent needs to stay home.

Care of child leave does not typically require approval, but notification and substantiation with medical evidence may be required.

The quota of 120 days is fixed and cannot be extended beyond the statutory entitlement per year.

This type of leave does not accrue but is available per incident of child illness.

Unused days cannot be carried over to the next year; the entitlement resets annually.

There is no payout for unused VAB days upon termination as this leave is intended for immediate use during the year.

There is no payout for unused VAB days at the end of the year.

VAB can be used for children up to the age of 12, except under special circumstances where it may extend to older children.

Employees are entitled to leave for urgent family reasons, such as serious illness or accidents involving close family members. The duration depends on the situation.

Due to the nature of these circumstances, employees are expected to notify their employer as soon as possible, often immediately.

This type of leave is typically granted without prior approval due to its urgent nature.

Additional leave may be granted based on the severity and requirements of the family situation.

Leave for urgent family reasons does not accrue and is granted as needed.

This type of leave does not carry over as it is intended for immediate, unforeseen circumstances.

There is no payout for this type of leave upon termination as it does not accrue.

There is no end-of-year payout for unused leave of this type as it is granted based on immediate needs.

This leave is typically restricted to situations involving immediate family members, such as spouses, children, or parents.

Paternity leave in Sweden is granted to fathers for up to 10 days, which can be taken during the first 60 days after the birth of the child. The leave is usually paid at a high percentage of the parent’s salary.

Fathers must inform their employers about their intent to take paternity leave at least two months before the leave starts. However, under certain circumstances, a shorter notice period may be accepted.

Employers must approve the paternity leave request, especially if it affects the work schedule. However, the leave is a statutory right, and employers are required to honor it.

Paternity leave is limited to the statutory 10 days. There are no additional quotas for extra leave unless stipulated in a specific collective agreement or employer policy.

Paternity leave is not accrued based on working time or length of service. It is a statutory entitlement available to the father at the time of the child’s birth.

Paternity leave must be taken within the first 60 days after the child's birth. It cannot be carried over to subsequent years or postponed.

If the employee has accrued paternity leave before termination, it will be paid out as a lump sum based on the statutory leave rules, including the salary percentage.

Paternity leave is not subject to a payout at the end of the year since it is a statutory entitlement taken during the first 60 days after the birth of the child.

Paternity leave is part of the parental leave system in Sweden and can be taken at different points in time after the birth. However, the leave must be used within the 60-day period following the child’s birth, and it is a statutory right with no need for special requests beyond the regular approval process.

Maternity leave in Sweden lasts for a total of 480 days, with the first 390 days being paid at a high percentage of the salary (approximately 80\%), while the remaining 90 days are paid at a lower fixed rate.

Employees are required to inform their employer about their intention to take maternity leave at least two months before the leave starts. This notice period allows employers to adjust schedules accordingly.

Employers need to approve maternity leave requests. This is a statutory right, but employers can discuss the timing and any necessary adjustments with the employee.

The leave is strictly regulated, with no additional quota provided beyond the 480 days. However, if both parents take shared parental leave, the leave can be distributed between them in various ways.

Maternity leave is a statutory entitlement and is not accrued based on the employee’s working hours or length of service. The leave is granted to the employee around the birth of the child.

Maternity leave cannot be carried over to another year. It must be taken within the period around childbirth and cannot be postponed beyond the statutory limits.

If an employee is terminated and has unused maternity leave, it is generally paid out as a lump sum based on the statutory entitlement, which includes the salary percentage for paid leave days.

Maternity leave is a statutory entitlement with specific terms for payout, and any unused leave is not paid out at the end of the year. Instead, it must be used or carried over according to the prescribed rules.

Maternity leave in Sweden can be transferred between parents, with 90 days reserved exclusively for the mother. The remaining days can be shared between the mother and father, providing flexibility in how the leave is distributed.