Age policy preventing bus drivers from continue working by the age of 70 due to traffic safety reasons, was declared invalid by the Swedish Labour Court. Further, the employer was liable to pay damages to the concerned employees because of age discrimination.
The transfer of personal data from a company in Sweden to the United States may be illegal, due to a recent European Court of Justice’s judgment. Until now, such transfer of personal data has been mainly supported by the “Safe Harbor Privacy Principles”, but the European Court of Justice has now declared that these principles […]
New provisions (AFS 2015:4) related to the social work environment enter into force on 31 March 2016. The employer must, inter alia, take necessary measures to prevent victimization at the workplace. For example, the employer will need to have a policy in place with routines for how to handle victimization at work. The Swedish Work […]
The Swedish Equality Ombudsman (“EO”), the authority that ensures compliance with the Discrimination Act and to which employees can report matters of discrimination at the workplace, has been criticized by employers for publishing company names on the website. Further, it appears that the EO is unwilling to remove a company name even though the court […]
A recent, highly publicized case is a reminder of how important it is for employers, as well as certain individuals representing the employer, to be aware of their responsibilities under the work environment regulations and to take the necessary measures. An employee who suffered from mental illness took his life shortly after he had received […]
The employer’s responsibility for the work environment has been a topic frequently discussed among the parties in the Swedish labour market during the last year. Moreover, the Swedish Ministry of Employment has commenced developing a new national strategy concerning the work environment, which, inter alia, includes a zero tolerance as regards to work-related deaths.
As from 1 January 2016 the Swedish Tax Procedures Act prescribes obligatory electronic staff registration within the construction industry (similar to the obligations for hairdressers, restaurants and laundries). The aim of the obligations is to ensure that the correct taxes are paid and to encourage a healthy competition within the construction industry. The Swedish Tax […]
Today a lot of Swedes show a great interest for health and physical exercise. An active lifestyle is also encouraged by many of the Swedish employers, and they offer employees benefits such as wellness allowance (which may also be tax-free under certain conditions). A new trend on the Swedish labour market is that some employers […]
Legislative amendments of the Swedish Employment Protection Act (“EPA”) have recently been proposed by the Ministry of Employment that may affect fixed term employment contracts. According to the proposal the fixed term employment will automatically be converted into an employment for an indefinite term in case of a chain of different types of fixed term […]
A Swedish employer may provide protection for customer relations by including a non-solicitation clause in the individual employment agreement to be applied post-termination. However, the enforceability of non-competition clauses post-termination is questionable in Sweden. In a recent case, the Swedish Labour Court (AD 2015 no. 8) declared a non-solicitation clause in an accountant’s employment agreement […]