Sweden is known for its strong social welfare system, which includes comprehensive provisions for employee leave. The right to various types of leave, including annual vacation, sick leave, and parental leave, is largely governed by legislation such as the Annual Leave Act (Semesterlagen) and the Social Insurance Code (Socialförsäkringsbalken). These laws establish minimum entitlements, ensuring employees have adequate time off for rest, recovery, and family responsibilities.
Employers in Sweden must adhere to these legal minimums, although collective agreements (kollektivavtal) often provide more generous terms regarding leave days, pay, and conditions. Understanding these regulations is crucial for compliance and for fostering a positive working environment.
Annual Vacation Leave
The Annual Leave Act mandates a minimum of 25 days of paid annual leave per year for all employees, regardless of age or type of employment. This entitlement is typically earned during an "earning year" (intjänandeår), which usually runs from April 1st to March 31st, and can be taken during the subsequent "leave year" (semesterår), which also runs from April 1st to March 31st.
- Minimum Entitlement: 25 days per year.
- Earning Period: Typically April 1st to March 31st.
- Leave Period: Typically April 1st to March 31st of the following year.
- Vacation Pay: Employees are entitled to vacation pay (semesterlön) which includes their regular salary plus a vacation supplement (semestertillägg). The supplement is usually 12% of the employee's monthly salary per vacation day, or a fixed amount per day (often 0.43% of the annual salary).
- Right to Summer Leave: Employees who have earned more than 5 days of paid leave have the right to take four consecutive weeks of leave during the main vacation period, typically June-August.
- Saving Leave: Employees can save vacation days exceeding 20 days per year for up to five years, allowing for longer periods of leave later.
Public Holidays
Sweden observes several public holidays (röda dagar - red days) throughout the year. Employees are generally entitled to time off on these days. If a public holiday falls on a weekend, there is typically no automatic substitute day off, although collective agreements may provide otherwise.
Here are the standard public holidays observed in Sweden in 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| January 6 | Epiphany |
| April 18 | Good Friday |
| April 20 | Easter Sunday |
| April 21 | Easter Monday |
| May 1 | May Day |
| May 29 | Ascension Day |
| June 8 | Whit Sunday |
| June 6 | National Day of Sweden |
| June 21 | Midsummer's Eve |
| June 22 | Midsummer's Day |
| November 1 | All Saints' Day |
| December 24 | Christmas Eve |
| December 25 | Christmas Day |
| December 26 | Boxing Day |
Note that Midsummer's Eve and Christmas Eve are not official public holidays but are widely treated as such, with most businesses closed.
Sick Leave
When an employee is unable to work due to illness or injury, they are entitled to sick leave (sjukfrånvaro) and sick pay (sjuklön). The system involves both the employer and the Swedish Social Insurance Agency (Försäkringskassan).
- Waiting Day (Karensdag): The first day of sick leave is a qualifying day (karensdag), for which the employee receives no sick pay.
- Employer's Responsibility (Dag 1-14): From day 2 to day 14 of the sick leave period, the employer is responsible for paying sick pay. The sick pay amounts to 80% of the employee's regular salary.
- Medical Certificate: A medical certificate (läkarintyg) is usually required from the eighth day of illness.
- Social Insurance Agency (From Day 15): If the illness lasts longer than 14 days, the employee applies for sickness benefit (sjukpenning) from Försäkringskassan. Försäkringskassan takes over the payment, typically at 80% of the qualifying income, up to a certain ceiling.
- Rehabilitation: Employers have a responsibility to work with employees and Försäkringskassan on rehabilitation measures to help the employee return to work.
Parental Leave
Sweden has a generous parental leave system designed to allow parents to balance work and family life. The entitlement is per child and can be shared between the parents.
- Total Days: Parents are entitled to a total of 480 days of parental benefit (föräldrapenning) per child.
- Benefit Levels:
- Sickness Benefit Level (SGI): For 390 of the 480 days, the benefit is based on the parent's income (approximately 80% of the income up to a ceiling).
- Basic Level: The remaining 90 days are paid at a basic level (a fixed amount per day), regardless of income.
- Sharing Days: The 480 days can be shared between the parents. However, 90 days per parent are reserved and cannot be transferred to the other parent ("use it or lose it" days).
- Taking Leave: Parental leave can be taken full-time, half-time, quarter-time, or even one-eighth time until the child turns 12 or finishes the fifth year of school.
- Temporary Parental Leave (VAB): Parents also have the right to temporary parental leave (Vård av Barn - Care of Child) when their child is sick or when attending a child's medical appointment. This is compensated by Försäkringskassan, typically at around 80% of the income.
Other Types of Leave
Beyond the main categories, Swedish law and collective agreements provide for other types of leave:
- Study Leave (Studieledighet): Employees have the right to take leave for studies, provided they have been employed for a certain period (usually six months continuously or 12 months over the past two years). The employer does not have to pay salary during study leave, but the employee's employment is protected.
- Bereavement Leave: While not explicitly regulated by law, collective agreements or company policies often grant employees a few days of paid leave in the event of a close family member's death.
- Leave for Urgent Family Reasons: The law provides a limited right to be absent from work for urgent family reasons in case of illness or accident, where the employee's immediate presence is required. This leave is typically unpaid unless covered by a collective agreement.
- Sabbatical Leave: Sabbatical leave is not a statutory right but may be offered by employers or regulated by collective agreements.
