Employer Certificate for Unemployment Fund (Arbetsgivarintyg)

EMPLOYER CERTIFICATE FOR UNEMPLOYMENT FUND (ARBETSGIVARINTYG)

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

1. LEGAL BASIS 1.1. Under 47 § lagen om arbetslöshetsförsäkring (ALF), an employer is OBLIGED to issue this certificate at the employee's request. It documents the employment history the a-kassa needs to assess unemployment-benefit eligibility and level. 1.2. ⚠️ This form is a preparatory checklist — the certificate itself is normally filed electronically through arbetsgivarintyg.nu, which the employee's a-kassa can access directly.

2. EMPLOYMENT PERIOD 2.1. From Employment period — start to Employment period — end.

3. HOURS WORKED 3.1. Hours worked by month: Hours worked by month

4. REASON FOR ENDING EMPLOYMENT 4.1. Reason employment ended

5. PAY 5.1. Final monthly salary: Final monthly salary 5.2. Outstanding vacation pay (semesterersättning): Outstanding vacation pay (semesterersättning)

6. CONTACT AND ISSUE DATE 6.1. Contact person at the Employer: Contact person at the Employer 6.2. Issue date: Issue date

— — — ⚠️ 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.