Employment Contract — Indefinite (Anställningsavtal, tillsvidareanställning)

EMPLOYMENT CONTRACT — INDEFINITE (TILLSVIDAREANSTÄLLNING)

Between: ✓Employer name (org.nr Employer organisation number (organisationsnummer)), the "Employer", and: ✓Employee name (personnummer Employee personal identity number (personnummer)), the "Employee". Contract date: Contract date.

1. LEGAL BASIS 1.1. Tillsvidareanställning (indefinite/permanent employment) is the DEFAULT form of employment under 4 § lag (1982:80) om anställningsskydd (LAS): whenever an employer does not expressly agree a different, time-limited form in writing, the employment is tillsvidare by law. 1.2. This written contract is issued alongside — or combined with — the mandatory written information on employment conditions under 6 c § LAS (see the separate "Skriftlig information" document).

2. POSITION AND WORKPLACE 2.1. Position: ✓Position 2.2. Place of work: Place of work

3. START DATE 3.1. Start date: Start date

4. PAY 4.1. Monthly salary: Monthly salary 4.2. ⚠️ Sweden has NO statutory minimum wage. The pay floor is set by the applicable kollektivavtal (collective agreement) — e.g. Gröna riksavtalet (HRF–Visita) for HoReCa, the Detaljhandelsavtalet (Handels–Svensk Handel) for retail, or the Frisöravtalet (Frisörföretagarna–Handels) for salons. Collective agreements are not erga omnes but cover roughly 90% of the Swedish labour market — see field 6 below.

5. EMPLOYMENT RATE 5.1. Employment rate: Employment rate (%)%

6. COLLECTIVE AGREEMENT 6.1. Applicable kollektivavtal: Applicable kollektivavtal

7. NOTICE PERIOD (UPPSÄGNINGSTID) 7.1. Notice period (uppsägningstid) 7.2. Under 11 § LAS the statutory minimum notice from either side is 1 month; length of service gives the employee a longer statutory minimum from the employer's side (up to 6 months at 10+ years); a kollektivavtal may set different periods.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ This is a boilerplate template, not legal advice. Swedish employment, data-protection, consumer-protection and food-safety law (lag (1982:80) om anställningsskydd — LAS, including the reform in force since 01.10.2022 that replaced "saklig grund" with "sakliga skäl" and allmän visstidsanställning with särskild visstidsanställning/SÄVA; 6 c–e §§ LAS implementing EU Directive 2019/1152 on written information about employment conditions; 11 § MBL on union negotiation; 47 § lagen om arbetslöshetsförsäkring; AFS 2023:1 on systematiskt arbetsmiljöarbete/SAM, in force since 01.01.2025; the GDPR/Regulation (EU) 2016/679 and dataskyddslagen (2018:218), supervised by IMY; distansavtalslagen (2005:59), e-handelslagen (2002:562) and prisinformationslagen (2004:347); konsumentköplagen (2022:260); livsmedelslagen (2006:804) and Regulation (EC) 852/2004; and 39 kap. skatteförfarandelagen on personalliggare) is highly procedural, tied to fixed statutory deadlines (e.g. skriftlig information within 7 calendar days of the start of employment, arbetsgivarintyg on request, kommun registration at least 2 weeks before opening a food business) and to unannounced Skatteverket kontrollbesök that can trigger a kontrollavgift of 12,500 kr plus 2,500 kr per unregistered worker (25,000 kr on a repeat violation within a year) — and there is NO statutory minimum wage in Sweden, so pay floors must always be checked against the applicable kollektivavtal (e.g. Gröna riksavtalet HRF–Visita for HoReCa, the Detaljhandelsavtalet Handels–Svensk Handel for retail, the Frisöravtalet Frisörföretagarna–Handels for salons). Have this document reviewed and adapted by a Swedish employment/legal advisor (jurist) or accountant (redovisningskonsult) and verified against current Skatteverket, Arbetsmiljöverket and IMY guidance before use.