The Ministry of Employment is primarily in charge of labor market and working-life policies. As a result, it has authority over issues such as labor legislation, work environment, working hours, salary, discrimination, and inclusivity. As a result, the labor court is the final decision-making body for resolving labor disputes.
The anti-discrimination legislation forbids both direct and indirect forms of discrimination and harassment in the workplace. All forms of sexual harassment, as well as harassment based on religion, race, ethnicity, disability, or LGBTQ+ identities, are covered.
Local trade unions then elect representatives to represent employees at work in accordance with the Trade Union Representative Act.
The elected members can then negotiate, revise wages, protect worker rights, engage in collective bargaining, and sometimes act as a pressure group.
The protection of a person's personal data is required by Swedish law. Employers, as a result, do not have a free hand in pursuing employee data such as medical records or criminal records.
Sweden has implemented Council Directive 91/533/EEC, which states that an employer must inform the employee of the terms of the employment contract.
The Employment Protection Act, the Co-Determination Act, the Discrimination Act, the Annual Leave Act, the Personal Data Act, the Parental Leave Act, the Working Hours Act, the Working Environment Act, and the Sick Pay Act are the main laws and statutes governing employment in Sweden.