On July 30, 2020, some changes to the requirements for posting workers to Sweden from other EU countries took effect. These changes have been implemented to ensure compliance with the revised EU posted workers directive. The changes are as follows:

  • Employers must notify the Swedish Work Environment Authority (SWEA) of all postings by the first day of the posting. Previously, employers only had to notify the SWEA of postings of more than five days.
  • Employers are now required to notify a posted worker who is replacing another posted worker in the same role and location of the cumulative length of the posting period. This is to ensure that the new posted worker can access his/her rights to the expanded employment conditions and terms now applicable to postings of more than 12 months.
  • When a worker is posted to a client site in Sweden, the employer must send a copy of the SWEA notification to the client. Clients who do not receive a notification copy within three days of the posting start date must notify SWEA or be fined.
  • Swedish employee-representative organizations are now to draw up special collective agreements that include the expanded terms and conditions that now apply to postings of more than 12 months.
  • The Swedish employee-representative organization may require a salary that is higher than the minimum salary for the position in collective agreements. The employee may also be eligible for payment for expenses related to travel and accommodation while posted to Sweden.

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