Effective July 30th, the Swedish Work Environment
Authority (SWEA) has announced some changes to the rules on posting
workers from abroad.
- All postings must be notified to the SWEA no later than the
date the posting begins. Previously, employers only had to notify
postings that lasted longer than 5 days.
- If a posted worker is working at a client site in Sweden, a
copy of the SWEA notification must be sent to the client (the
recipient of the service). If the client does not receive a copy of
the notification within three days of the work starting, they are
required to report this to the SWEA, otherwise they will be fined.
This requirement does not apply for services received
- Employers must now inform a posted worker who is replacing
another posted worker to perform the same service in the same
location, about the total length of the posting period. This is so
that the posted worker can safeguard their rights to the extended
working conditions and terms of employment that apply to a posting
longer than 12 months.
- The salary that the Swedish employee-representative
organization may require in collective agreements may be more than
a minimum salary. The employee may also have the right to
compensation for travel, room and board during the posting in
Sweden, as well as a right to accommodation.
- Employee-representative organizations are expected to work out
special collective agreements with terms for long-term posting
(over 12 months).
Employers who may be affected are encouraged to contact an
immigration specialist for case-specific advice.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.