Sweden Employment Contract Probation can become messy when dates, forms and evidence are scattered. Caira helps organise the record. You can ask about Sweden law, draft letters or forms, and upload files for review.
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A Swedish employment contract can look short but still carry serious consequences. For international workers, the highest-risk words are often anställningsform, provanställning, tillsvidareanställning, uppsägning, besked, kollektivavtal, and anställningsvillkor. This checklist focuses on probation and notice, since those are where rules most often differ from other countries. Don't assume they're the same. They may not be.
First identify the employment type
Before reading any notice clause, identify the employment form. Is the job permanent, fixed-term, probationary, seasonal, substitute, or another category named in your contract? Arbetsförmedlingen has useful official guidance on Swedish employment forms. The Employment Protection Act—LAS—is the main legal reference for general rules. But remember, a contract may refer to a collective agreement as well. If it does, don't stop at the first page; check what it covers.
Probation is not just a trial feeling
Provanställning means a specific employment form, not just a feeling that both sides can "see how it goes." Official materials highlight a key point. Probation can usually last up to six months, unless a collective agreement changes that period. If neither side ends it, the employment normally continues as permanent. That doesn't mean every probation ending is unlawful, and it doesn't mean you need no notice or message.
You should always check the dates, exact wording, and any applicable agreement carefully.
Check the written information
Swedish employers must provide written information about the essential terms of your employment. For a practical review, look for these: employer name, employee name, workplace, role, start date, employment form, probation end date (if any), salary, pay interval, working hours, holiday, benefits, notice terms, collective agreement, and any non-compete or confidentiality clauses. If something is missing, ask for clarification in writing. Don't just rely on a verbal explanation.
A short Swedish request can help:
Ämne: Begäran om skriftlig information om anställningsvillkor
Hej [namn], jag vill gärna få skriftlig information om mina anställningsvillkor, inklusive anställningsform, eventuell provanställning, lön, arbetstid, uppsägningstid och tillämpligt kollektivavtal. Vänliga hälsningar, [namn]
Read the notice clause with the calendar open
Notice questions are always date questions. Write down every critical date—contract signing, start date, probation start and end dates, any message ending probation, last working day, salary period, and holiday balance. If your employer says probation is ending, ask if the message is a notice, a confirmation, or a proposal. Want to resign during probation? Always check the contract and collective agreement before assuming you can leave immediately. If the employer ends probation close to the six-month limit, keep both the exact date and the message's wording.
Collective agreements can change the practical answer
Many Swedish workplaces are covered by kollektivavtal. Collective agreements can affect notice, procedures, salary, working hours, holiday supplements, and probation rules. Always ask which collective agreement applies and request either the relevant section or a link. If the contract says no collective agreement applies, keep note of that—it's important. Don’t copy a rule from a friend’s workplace unless you know for sure the same agreement applies.
Evidence to keep
Keep the signed contract, offer letter, onboarding email, staff handbook, collective agreement reference, payslips, schedule, time records, messages about probation, performance feedback, meeting invitations, termination or resignation messages, and any written request for terms. If you aren’t a Swedish speaker, keep both the Swedish original and your working translation. Most will want to see the Swedish version.
Common mistakes
Don’t assume probation can be extended informally beyond the legal or collective-agreement limit. Don’t think employer silence means your employment has ended. Avoid relying on WhatsApp summaries if the written contract says something else. Never ignore a collective agreement reference. Redundancy, dismissal, resignation, and ending probation are separate processes—don’t mix them up. If someone asks you to sign a backdated document, get advice before signing. It can change what applies.
Where Unwildered fits
Upload your employment contract, offer, written-terms information, collective agreement, probation messages, payslips, and any correspondence ending or confirming employment. Unwildered helps extract key dates, flag unclear language on employment form, and prepares questions before you speak with your union, employer, adviser, or an official agency.
When reviewing, keep the signed contract, offer letter, onboarding emails, payroll records, and any messages about the probation period in one folder. If a dispute comes up later, these documents show what was agreed, when work started, and whether later changes were accepted.
Sources
Riksdag: employment protection legislation
Arbetsdomstolen
Sveriges Domstolar
This article is general information, not legal, financial, medical or tax advice.
