[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Favtal-och-uppsagningar":3,"menu:\u002Fsv-se:":55,"sites:htmlblocks":219,"subsites":1418,"cite-subsites":4982,"footer:sv-se":5459,"suggested:sv-se":5554,"cite-footer:sv-se":5559},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":24,"rendered":33,"description":34,"body":35,"body_blocks":36,"call_to_action":37,"owner":44,"related_pages":51,"related_sites":52,"in_subsite":53,"contact_page_url":7,"banner_message":54},4934,"avtal-och-uppsagningar","Avtal och uppsägningar",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Favtal-och-uppsagningar","labourlaw.labourlawpage","sv_SE","\u002Fcms\u002Fpages\u002F4934\u002Fedit\u002F",[14,17,20,23],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":21,"slug":22},"Arbetsrätt","arbetsratt",{"title":6,"slug":5},{"title":25,"description":8,"image":26,"canonical":27,"robots":28,"og_type":29,"twitter_card":30,"locale":16,"created_at":31,"last_modified_at":32},"Anställningskontrakt, visstidsavtal - _DOMAIN_","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Favtal-och-uppsagningar\u002F","index, follow","website","summary_large_image","2025-10-01T08:01:22.847304+02:00","2025-10-01T12:35:52.221118+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Avtal och uppsägningar\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2025-02-18\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Skrivna anställningsavtal\u003C\u002Fh2>\n          \u003Cp>Den vanliga anställningsformen är tillsvidareanställning (om inget annat anges) förutom om annat avtalas. Lagen om anställningsskydd tillåter visstidsanställning eller tillfällig anställning i vissa fall. Bestämmelserna som reglerar visstidskontrakt är godtyckliga och kollektivavtal kan avvikta från dessa bestämmelser. Anställningskontraktet kan vara både muntligt och skriftligt. Även om inga krav finns på skrivet kontrakt är arbetsgivaren skyldig att tillhandahålla skrivet anställningskontrakt inom en månad från anställningens början. Arbetsgivaren är skyldig att tillhandahålla information gällande regler och förutsättningar för anställningen som är av betydelse för anställningskontraktet eller anställningsförhållandet. Arbetsgivaren är emellertid inte bunden att tillhandahålla sådan information om anställningsperioden varar kortare än tre veckor. Följande skrivna regler måste tillhandahållas arbetaren: arbetsgivarens och den anställdes namn och adress and adress, datum för början av anställningen och arbetsplats; arbetsbeskrivning, yrkesbeskrivning eller titel; typ av anställningskontrakt (tillsvidareanställning eller visstidsanställning eller provanställningskontrakt); uppsägningstid vid fastanställning; slutdatum för anställningen och villkor gällande uppsägning i händelse av visstidskontrakt; längd på provanställning; ingångslön, anställningsförmåner och löneutbetalningsintervaller\u002Fperioder; längd på arbetsdagen\u002Fveckan och längd på den anställdes årliga semester; samt relevanta tillämpade kollektivavtalsöverenskommelser. \u003Cspan>Arbetsgivaren måste ge den anställde en månads varsel om eventuella ändringar i ovanstående villkor.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Arbetstagaren ska få information inom vissa tidsramar (7 kalenderdagar när det gäller vissa grundläggande villkor och 30 kalenderdagar när det gäller annan information).\u003C\u002Fp>\n\u003Cp>Källa: Avsnitt 4-6 i Lagen om anställningsskydd, 1982; Lagen om anställningsskydd, 1982 Ändringar: till och med SFS 2022\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Visstidskontrakt\u003C\u002Fh2>\n          \u003Cp>Enligt Lagen om anställningsskydd är visstidsanställning tillåtet i följande fall: allmän visstidsanställning; vikariat; säsongsanställning; när den anställde uppnått 67 års ålder; och provanställningskontrakt (förutsatt att perioden inte varar längre än sex månader).\u003C\u002Fp>\n\u003Cp>Enligt Lagen om anställningsskydd ska en anställd som under en femårsperiod varit anställd på allmänt visstidskontrakt eller vikariatsanställning i mer än två år automatiskt få en tillsvidareanställning.\u003C\u002Fp>\n\u003Cp>Den maximala längden på ett visstidskontrakt är 2 år men med obegränsade förlängningar under denna period. Arbetsgivaren är inte skyldig att tillhandahålla objektiva orsaker till att avsluta ett visstidskontrakt.\u003C\u002Fp>\n\u003Cp>Om en arbetstagare med tidsbegränsad anställning begär en annan anställningsform eller en högre sysselsättningsgrad, eller om en arbetstagare som är anställd tills vidare begär en högre sysselsättningsgrad, ska arbetsgivaren lämna ett skriftligt svar till arbetstagaren inom en månad efter begäran. I det skriftliga svaret ska skälen för arbetsgivarens ställningstagande anges.\u003C\u002Fp>\n\u003Cp>(Avsnitt 5 & 6 i Lagen om anställningsskydd, 1982 Ändringar: till och med SFS 2022)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Provanställningsperiod\u003C\u002Fh2>\n          \u003Cp>En provanställning får inte vara längre än sex månader. Anställningen kan avbrytas av båda parter närsomhelst under provanställningsperioden (provkontraktets löptid) av vilken orsak som helst om det inte är av diskrimineringsskäl enligt Antidiskrimineringslagen.\u003C\u002Fp>\n\u003Cp>En arbetsgivare kan besluta att inte erbjuda fast anställning till en arbetare med provanställning. För att göra så måste arbetsgivaren meddela arbetaren med minst två veckors varsel under provanställningsperioden, att det inte blir någon fortsatt anställning efter provanställningen. Vid avsaknad av sådant meddelande övergår anställningkontraktet i fast anställning efter provanställningsperioden. Om inte annat har avtalats, får en provanställning avbrytas även före prövotidens utgång.\u003C\u002Fp>\n\u003Cp>Om en arbetsgivare vill säga upp en arbetare under provanställningsperioden måste arbetsgivaren meddela detta minst två veckor i förväg.\u003C\u002Fp>\n\u003Cp>(Avsnitt 6 i Lagen om anställningsskydd, 1982 Ändringar: till och med SFS 2022)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Bestämmelser för anställningsförhållanden\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Arbetstidslag nr 673, 1982 \u002F Working Hours Act (1982:673)\n          \u003C\u002Fli>\n          \u003Cli>\n            Semesterlagen nr 780, 1977 \u002F Annual Leave Act (1977:480)\n          \u003C\u002Fli>\n          \u003Cli>\n            Semesterlagen (1989:253) \u002F Act on Public Holidays (1989:253)\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Relaterade ämnen\u003C\u002Fh2>\n      \n          _ll_noticeseverance_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Dina rättigheter: anställningskontrakt i Sverige - _DOMAIN_.","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-02-18\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Skrivna anställningsavtal\u003C\u002Fh2>\n\u003Cp>Den vanliga anställningsformen är tillsvidareanställning (om inget annat anges) förutom om annat avtalas. Lagen om anställningsskydd tillåter visstidsanställning eller tillfällig anställning i vissa fall. Bestämmelserna som reglerar visstidskontrakt är godtyckliga och kollektivavtal kan avvikta från dessa bestämmelser. Anställningskontraktet kan vara både muntligt och skriftligt. Även om inga krav finns på skrivet kontrakt är arbetsgivaren skyldig att tillhandahålla skrivet anställningskontrakt inom en månad från anställningens början. Arbetsgivaren är skyldig att tillhandahålla information gällande regler och förutsättningar för anställningen som är av betydelse för anställningskontraktet eller anställningsförhållandet. Arbetsgivaren är emellertid inte bunden att tillhandahålla sådan information om anställningsperioden varar kortare än tre veckor. Följande skrivna regler måste tillhandahållas arbetaren: arbetsgivarens och den anställdes namn och adress and adress, datum för början av anställningen och arbetsplats; arbetsbeskrivning, yrkesbeskrivning eller titel; typ av anställningskontrakt (tillsvidareanställning eller visstidsanställning eller provanställningskontrakt); uppsägningstid vid fastanställning; slutdatum för anställningen och villkor gällande uppsägning i händelse av visstidskontrakt; längd på provanställning; ingångslön, anställningsförmåner och löneutbetalningsintervaller\u002Fperioder; längd på arbetsdagen\u002Fveckan och längd på den anställdes årliga semester; samt relevanta tillämpade kollektivavtalsöverenskommelser. \u003Cspan>Arbetsgivaren måste ge den anställde en månads varsel om eventuella ändringar i ovanstående villkor.\u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>Arbetstagaren ska få information inom vissa tidsramar (7 kalenderdagar när det gäller vissa grundläggande villkor och 30 kalenderdagar när det gäller annan information).\u003C\u002Fp>\n\u003Cp>Källa: Avsnitt 4-6 i Lagen om anställningsskydd, 1982; Lagen om anställningsskydd, 1982 Ändringar: till och med SFS 2022\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Visstidskontrakt\u003C\u002Fh2>\n\u003Cp>Enligt Lagen om anställningsskydd är visstidsanställning tillåtet i följande fall: allmän visstidsanställning; vikariat; säsongsanställning; när den anställde uppnått 67 års ålder; och provanställningskontrakt (förutsatt att perioden inte varar längre än sex månader).\u003C\u002Fp>\n\u003Cp>Enligt Lagen om anställningsskydd ska en anställd som under en femårsperiod varit anställd på allmänt visstidskontrakt eller vikariatsanställning i mer än två år automatiskt få en tillsvidareanställning.\u003C\u002Fp>\n\u003Cp>Den maximala längden på ett visstidskontrakt är 2 år men med obegränsade förlängningar under denna period. Arbetsgivaren är inte skyldig att tillhandahålla objektiva orsaker till att avsluta ett visstidskontrakt.\u003C\u002Fp>\n\u003Cp>Om en arbetstagare med tidsbegränsad anställning begär en annan anställningsform eller en högre sysselsättningsgrad, eller om en arbetstagare som är anställd tills vidare begär en högre sysselsättningsgrad, ska arbetsgivaren lämna ett skriftligt svar till arbetstagaren inom en månad efter begäran. I det skriftliga svaret ska skälen för arbetsgivarens ställningstagande anges.\u003C\u002Fp>\n\u003Cp>(Avsnitt 5 & 6 i Lagen om anställningsskydd, 1982 Ändringar: till och med SFS 2022)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Provanställningsperiod\u003C\u002Fh2>\n\u003Cp>En provanställning får inte vara längre än sex månader. Anställningen kan avbrytas av båda parter närsomhelst under provanställningsperioden (provkontraktets löptid) av vilken orsak som helst om det inte är av diskrimineringsskäl enligt Antidiskrimineringslagen.\u003C\u002Fp>\n\u003Cp>En arbetsgivare kan besluta att inte erbjuda fast anställning till en arbetare med provanställning. För att göra så måste arbetsgivaren meddela arbetaren med minst två veckors varsel under provanställningsperioden, att det inte blir någon fortsatt anställning efter provanställningen. Vid avsaknad av sådant meddelande övergår anställningkontraktet i fast anställning efter provanställningsperioden. Om inte annat har avtalats, får en provanställning avbrytas även före prövotidens utgång.\u003C\u002Fp>\n\u003Cp>Om en arbetsgivare vill säga upp en arbetare under provanställningsperioden måste arbetsgivaren meddela detta minst två veckor i förväg.\u003C\u002Fp>\n\u003Cp>(Avsnitt 6 i Lagen om anställningsskydd, 1982 Ändringar: till och med SFS 2022)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Bestämmelser för anställningsförhållanden\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Arbetstidslag nr 673, 1982 \u002F Working Hours Act (1982:673)\n          \u003C\u002Fli>\n\u003Cli>\n            Semesterlagen nr 780, 1977 \u002F Annual Leave Act (1977:480)\n          \u003C\u002Fli>\n\u003Cli>\n            Semesterlagen (1989:253) \u002F Act on Public Holidays (1989:253)\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Relaterade ämnen\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Favtal-och-uppsagningar\u002Fvarsel-och-uppsagning'>Varsel och Uppsägning\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Farbete-och-loner'>Arbete och Löner\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fgraviditet-och-arbete'>Graviditet och Arbete\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fsjukfranvaro'>Sjukfrånvaro\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F'>Kollektivavtal\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":38,"link_description":39,"link":40},"Kontakta oss",[38],{"id":41,"short_title":7,"title":42,"url":43},24590,"Contact Us","\u002Fabout\u002Fcontact",{"id":45,"first_name":46,"last_name":47,"email":48,"image":49,"function":50},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",[],[],true,"\u003Cp>Lonecheck.se är WageIndicator. Samma organisation, samma information, nytt utseende!\u003C\u002Fp>",{"title":15,"seo_title":56,"description":7,"path":57,"redirect_url":7,"locale":16,"children":58},"WageIndicator Sverige: löner, minimilön och arbetsrätt","\u002Fsv-se",[59,141,170],{"title":18,"seo_title":60,"description":7,"path":61,"redirect_url":7,"locale":16,"children":62},"Arbeta i Sverige: löner och minimilön","\u002Fsv-se\u002Farbeta-i-sverige",[63,67,71,87,133],{"title":64,"seo_title":8,"description":7,"path":65,"redirect_url":7,"locale":16,"children":66},"Minimallön","\u002Fsv-se\u002Farbeta-i-sverige\u002Fminimallon",[],{"title":68,"seo_title":8,"description":7,"path":69,"redirect_url":7,"locale":16,"children":70},"Levnadslöner","\u002Fsv-se\u002Farbeta-i-sverige\u002Flevnadsloner",[],{"title":72,"seo_title":8,"description":7,"path":73,"redirect_url":7,"locale":16,"children":74},"Lön","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon",[75,79,83],{"title":76,"seo_title":8,"description":7,"path":77,"redirect_url":7,"locale":16,"children":78},"Lönecheck","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon\u002Fkontroll",[],{"title":80,"seo_title":8,"description":7,"path":81,"redirect_url":7,"locale":16,"children":82},"Löneundersökning","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon\u002Fundersokning",[],{"title":84,"seo_title":8,"description":7,"path":85,"redirect_url":7,"locale":16,"children":86},"VIP-lön","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon\u002Fvip",[],{"title":21,"seo_title":88,"description":7,"path":89,"redirect_url":7,"locale":16,"children":90},"Arbetsrätt i Sverige: löner, arbetstagares rättigheter","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt",[91,95,99,103,105,109,113,117,121,125,129],{"title":92,"seo_title":8,"description":7,"path":93,"redirect_url":7,"locale":16,"children":94},"Arbete och Löner","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Farbete-och-loner",[],{"title":96,"seo_title":8,"description":7,"path":97,"redirect_url":7,"locale":16,"children":98},"Ersättning och arbetstid","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fersattning-och-arbetstid",[],{"title":100,"seo_title":8,"description":7,"path":101,"redirect_url":7,"locale":16,"children":102},"Semester och Ledighet","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fsemester-och-ledighet",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":104},[],{"title":106,"seo_title":8,"description":7,"path":107,"redirect_url":7,"locale":16,"children":108},"Familjeansvar","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Ffamiljeansvar",[],{"title":110,"seo_title":8,"description":7,"path":111,"redirect_url":7,"locale":16,"children":112},"Graviditet och Arbete","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fgraviditet-och-arbete",[],{"title":114,"seo_title":8,"description":7,"path":115,"redirect_url":7,"locale":16,"children":116},"Hälsa och 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