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 privately.
- 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.