8.1 Locally employed staff

Locally employed staff should be Swedish citizens, EU citizens or registered in the population register. Locally employed staff who are not EU citizens need a residence and work permit through the Swedish Migration Agency prior to taking up their duties.

Locally employed staff are not exempt from relevant taxes and fees. They enjoy no privileges or immunity. However, they do benefit from social welfare services (which is generally not the case for other mission staff).

Locally employed staff members are covered by Swedish legislation, which includes for example:

• The Employment Protection Act, Lag (1982:80) om anställningsskydd
• The Annual Leave Act, Semesterlag (1977:480)
• The Sick Pay Act, Lag (1991:1047) om sjuklön
• The Parental Leave Act, Föräldraledighetslag (1995:584)
• The Employment (Co-determination in the Workplace) Act, Lag (1976:580) om medbestämmande i arbetslivet
• The Work Environment Act, Arbetsmiljölag (1977:1160)

Swedish Statutes in translation – labour legislation

In many cases, it is permissible to deviate from non-mandatory rules in these laws through collective agreements. If the employer is bound by a collective agreement, these rules override the legislation and must be applied by the employer.

Summary of relevant Swedish employment and labour law

• Wages and general terms and conditions of work are subject to free negotiations between the social partners and are traditionally covered in a collective bargaining agreement. In many cases, a collective agreement that binds the employer contains rules that deviate from and complement the legislation.
• In situations where the employer is not bound by a collective bargaining agreement, wages are regulated by an individual agreement between the employer and the employee.
• Occupational pension benefits are also normally embodied in a collective bargaining agreement.
• Missions may also conclude a private insurance agreement with an insurance company for the benefit of the employee.
• Employers have certain obligations to prevent work-related accidents or illness at the workplace. Furthermore, employers have a duty to cooperate with their employees through the appointment of a safety representative, for example.

 For more information: Swedish Work Environment Authority