Written Information on Employment Conditions (Skriftlig information om anställningsvillkor, 6 c § LAS)

WRITTEN INFORMATION ON EMPLOYMENT CONDITIONS (SKRIFTLIG INFORMATION OM ANSTÄLLNINGSVILLKOR, 6 c § LAS)

Employer: ✓Employer name (org.nr Employer organisation number (organisationsnummer)) Employee: ✓Employee name (personnummer Employee personal identity number (personnummer))

1. LEGAL BASIS AND DEADLINES 1.1. Under 6 c–e §§ lag (1982:80) om anställningsskydd (LAS), as amended 29.06.2022 to implement EU Directive 2019/1152 on transparent and predictable working conditions, the Employer must give the Employee written information about the employment conditions. 1.2. ⚠️ The BASIC package (place of work, position, start date, form of employment, pay) must be delivered within 7 CALENDAR DAYS of the start of employment. Delivered on: Date the basic information package was delivered. 1.3. The remaining terms (leave, notice period, collective agreement etc.) must be delivered within 1 MONTH. Delivered on: Date all remaining terms were delivered. 1.4. The underlying employment agreement itself may be concluded orally and remains valid without this notice — but failing to give this written information is itself a breach of LAS, independent of the contract's validity. In practice this information is usually issued together with the written employment contract in a single document.

2. FORM OF EMPLOYMENT 2.1. Form of employment

3. WORKPLACE AND DUTIES 3.1. Place of work: Place of work 3.2. Duties: Duties

4. START DATE 4.1. Start date

5. PAY 5.1. Salary and components: Salary and components 5.2. Payment frequency: Payment frequency 5.3. ⚠️ Sweden has no statutory minimum wage — verify against the applicable kollektivavtal.

6. LEAVE 6.1. Annual leave entitlement

7. NOTICE PERIOD 7.1. Notice period summary

— — — ⚠️ 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.