In Sweden, working hours are governed by the Working Hours Act (1982:673). This law sets the standard work week at 40 hours [Section 2, Working Hours Act (1982:673)]. However, collective agreements between employers and unions can establish different working hours within specific industries [Section 3, Working Hours Act (1982:673)]. These agreements can stipulate shorter workweeks than the standard 40 hours.

In Sweden, the Working Hours Act (1982:673) governs overtime work, outlining limitations and employee compensation.

The Act establishes restrictions on the amount of overtime an employer can demand:

• The average number of overtime hours cannot exceed 48 hours per week, calculated over a four-month period. This allows for some flexibility in scheduling overtime throughout the year.
• Employees cannot be forced to work more than 50 overtime hours in a single month.
• The maximum annual overtime limit is set at 200 hours. Employers must obtain the employee's consent for any overtime exceeding this limit.

Employees are entitled to compensation for overtime work. The specific form of compensation depends on the circumstances:

• For overtime exceeding regular working hours, employees are entitled to overtime pay calculated at a minimum of 150% of their regular hourly wage. Collective agreements may stipulate higher overtime pay rates for specific industries.
• In some situations, employees may agree with their employer to receive compensatory time off in lieu of overtime pay. This substitute rest time must be granted at a 1:1 ratio for the overtime hours worked.

Employers are legally required to maintain detailed records of all employee overtime, including specifics on call time, additional hours, and regular overtime. This documentation ensures transparency and protects employee rights regarding overtime compensation.

Swedish labor laws prioritize employee well-being by mandating designated rest periods and breaks. These entitlements are outlined in the Working Hours Act (1982:673).

The Act guarantees a minimum of 11 consecutive hours of uninterrupted rest per night for all employees. This regulation ensures sufficient time for recovery and prevents fatigue-induced work hazards.

In addition to nightly rest, Swedish workers have the right to a minimum of 36 consecutive hours of weekly rest. This extended break allows for proper rest and rejuvenation outside of work hours. Notably, on-call periods are not included in the calculation of this weekly rest period.

While the Working Hours Act doesn't explicitly mandate daily breaks, collective agreements negotiated between unions and employers often establish them. These agreements typically include a lunch break of around one hour, usually taken between 11:30 AM and 1:30 PM.

The specific details of rest periods and breaks, including frequency and duration, may vary depending on the industry and the terms of the relevant collective agreement. Employers are obligated to create a work schedule that allows employees to exercise their right to rest periods and breaks.

By enforcing these regulations, Swedish labor laws promote a healthy work-life balance for employees and contribute to a productive work environment.

In Sweden, labor laws recognize the potential challenges associated with night and weekend work, and have established specific regulations to protect employee well-being.

A night worker is defined as someone who regularly works at least three hours during the night time period, typically between 10:00 PM and 6:00 AM. These employees are subject to limitations on their working hours:

• Average Daily Hours: Night workers' average daily working hours cannot exceed eight hours over a four-month reference period. This ensures they are not overworked during night shifts, which can disrupt sleep patterns and impact health.
• High-Risk Work: For night workers engaged in particularly risky or physically/mentally demanding jobs, the maximum working hours are capped at eight hours per shift. This additional safeguard prioritizes worker safety in high-risk night time operations.

While weekend work is not explicitly prohibited, Swedish labor laws promote a healthy work-life balance by encouraging free time on Saturdays and Sundays. Here's how the regulations manage weekend work:

• Weekly Rest: All employees are entitled to a minimum uninterrupted rest period of 36 hours every seven days. This mandated rest often falls over a weekend, although it doesn't have to be specifically Saturday and Sunday.
• Collective Agreements: Weekend work might be more prevalent in certain industries. Collective agreements between unions and employers can establish specific rules for weekend work schedules, including compensation. These agreements may offer premium pay rates or compensatory time off to incentivize working weekends.

By regulating night and weekend work, Swedish labor laws aim to create a sustainable work environment that protects employee health and well-being while allowing businesses to operate with necessary flexibility.