Fixed-Term Employment Contract — Särskild visstidsanställning (SÄVA)

FIXED-TERM EMPLOYMENT CONTRACT — SÄRSKILD VISSTIDSANSTÄLLNING (SÄVA)

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. This is a särskild visstidsanställning (SÄVA) under 5a § LAS, the fixed-term form introduced by the LAS reform in force since 01.10.2022, which replaced the former allmän visstidsanställning. 1.2. ⚠️ Every SÄVA contract MUST be documented in writing, stating expressly that this is a fixed-term (not indefinite) engagement — otherwise the employment defaults to tillsvidare under 4 § LAS. This applies equally to short, single-shift "timanställning" (on-call) work: each shift is legally a separate SÄVA contract — there is no separate "hourly employment" form in LAS.

2. POSITION AND TERM 2.1. Position: ✓Position 2.2. Term: from Start date to End date 2.3. Reason / task: Reason / task

3. ⚠️ 12-MONTH CONVERSION AND FÖRETRÄDESRÄTT 3.1. Cumulative SÄVA time with this Employer to date: Cumulative SÄVA months with this employer to date 3.2. Once cumulative SÄVA employment with the same employer reaches 12 months within a 5-year period, the employment is automatically converted to tillsvidareanställning (indefinite) by operation of law. 3.3. Since days BETWEEN shifts also count toward this 12-month counter once the employee has worked at least 3 shifts in a calendar month, on-call/"timanställning" patterns convert to indefinite much faster than a continuous SÄVA block — track the counter carefully. 3.4. Företrädesrätt (statutory priority right to re-employment in a new SÄVA or other role) arises already after 9 months of cumulative SÄVA employment within the preceding 3 years.

4. PAY AND EMPLOYMENT RATE 4.1. Monthly salary: Monthly salary. Employment rate: Employment rate (%)%. 4.2. ⚠️ No statutory minimum wage — check the applicable kollektivavtal: Applicable kollektivavtal.

5. END OF TERM 5.1. The contract ends automatically on End date without notice or severance, unless converted to tillsvidare under §3 above or otherwise extended in writing.

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.