[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fsemester-och-ledighet\u002F":3,"menu:\u002Fsv-se:":55,"sites:htmlblocks":219,"footer:sv-se":1418,"cite-subsites":1513,"subsites":5077,"cite-footer:sv-se":5554,"suggested:sv-se":5593},{"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},4933,"semester-och-ledighet","Semester och Ledighet",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fsemester-och-ledighet","labourlaw.labourlawpage","sv_SE","\u002Fcms\u002Fpages\u002F4933\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},"Ledighet, semesterersättning, lediga veckodagar - _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\u002Fsemester-och-ledighet\u002F","index, follow","website","summary_large_image","2025-10-01T08:01:22.397995+02:00","2025-10-01T12:54:38.963669+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Semester och Ledighet\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        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Betald semester\u002Fårlig ledighet\u003C\u002Fh2>\n          \u003Cp>En anställd är berättigad till 25 dagars årlig semester under ett år, med start från det första anställningsåret. Årlig semester är perioden mellan 1:a april och 31:a mars följande år. Den motsvarande perioden som omedelbart föregår den årliga semestern kallas kvalificerande år. Lördag och söndag liksom allmänna helgdagar räknas inte som årliga semesterdagar om inte den anställde normalt arbetar på lördagar och söndagar och är kortare än fem dagar. \u003C\u002Fp>\n\u003Cp>En anställd som började sin anställning efter 31:a augusti är berättigad till fem dagars årlig semester. Årlig semester reduceras för korttidsanställda och för anställda som inte omfattas av daglig tillsyn liksom hemmaarbetare. Även om den årliga semestern är tillgänglig från det första året är den betalda årliga semestern endast tillgänglig om den intjänats under det år som föregår semesteråret (arbetaren måste till exempel ha arbetat under det kvalificerande året).\u003C\u002Fp>\n\u003Cp>En arbetare har rätt att spara\u002Föverföra fem dagar av semesterdagarna per år upp till fem år i rad för att kunna ha en längre semester ett annat år. För att spara semesterdagar måste en arbetare vara berättigad till fler än 20 dagars årlig semester.                                                                                                                                                                                                           \u003C\u002Fp>\n\u003Cp>Om inget annat avtalas ska den årliga semestern schemaläggas så att de anställda har minst fyra veckors årlig semester under perioden juni till augusti. Om arbetsgivaren beslutar att schemalägga semestern på annat sätt än avtalat med den anställda eller en representant för den anställde, är arbetsgivaren skyldig att informera den anställde minst 2 månader innan en sådan ledighet.\u003C\u002Fp>\n\u003Cp>Den årliga semesterlönen är 12 % på inkomsten under det kvalificerande året (året som föregår det årliga semesteråret).  \u003C\u002Fp>\n\u003Cp>En arbetare kan inte få annan ersättning för den årliga semesten om inte kontraktet avslutas före genomförandet av den årliga semestern eller om kontakten är mindre än 3 månader från att upphöra.\u003C\u002Fp>\n\u003Cp>(Semesterlagen, 1977)           \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Ersättning för allmänna helgdagar\u003C\u002Fh2>\n          \u003Cp>Som allmänna helgdagar räknas vilodagar eller religiösa- eller minneshögtidsdagar. Anställda är berättigade till ersättning för följande 13 allmänna helgdagar och icke-arbetsdagar.\u003C\u002Fp>\n\u003Cp>Det finns inga bestämmelser för anställda att ges ledighet, betalning eller på annat sätt ersättning när en allmän helgdag faller på en vanlig arbetsdag, eller att få ledigt om de arbetar. Sådana fall regleras i kollektivavtal eller individuella överenskommelser.\u003C\u002Fp>\n\u003Cp>Enligt IF Metalls avtal (2013-16) är anställda (om de inte får betalt på daglig eller veckobasis) berättigade till lön för följande dagar, förutsatt att dagen infaller måndag till fredag.\u003C\u002Fp>\n\u003Cp>Nyårsdagen (1:a januari), Trettondagen (6:e januari), Långfredagen (18 april), Påskdagen, Annandag påsk (21:a april), Första maj (1:a maj), Kristi himmelsfärd (29:e maj), Nationaldagen (6:e juni), Pingsdagen, Midsommarafton (20:e juni), Alla helgons dag, Juldagen (25:e december), samt Annandag jul (26:e december).\u003C\u002Fp>\n\u003Cp>Lön för allmän helgdag betalas inte ut för anställda med visstidsanställning kortare än en månad.\u003C\u002Fp>\n\u003Cp>Semesterlagen (1989:253)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Veckovilodag\u003C\u002Fh2>\n          \u003Cp>Arbetare är berättigade till en minsta viloperiod på trettiosex timmar per vecka. Under veckoviloperioden kan en anställd inte krävas att stå till arbetsgivarens förfogande. Arbetsgivaren ska eftersträva att schemalägga veckovilodagen under helger.\u003C\u002Fp>\n\u003Cp>Arbetare har också rätt till vilopauser under vilka de inte behöver stanna kvar på arbetsplatsen efter 5 på varandra följande arbetstimmar. Antal, längd och schema för sådana vilopauser informeras av arbetsgivaren i förväg. Unga arbetare har rätt till en vilopaus på 30 minuter om arbetet är längre än 4 timmar.\u003C\u002Fp>\n\u003Cp>När det gäller daglig vila har arbetstagarna rätt till minst 11 timmar i följd av daglig vila som ska innefatta timmarna mellan midnatt och 05:00. Unga arbetare, som är 16-18 år gamla och har slutfört obligatorisk skolgång, har rätt till en daglig viloperiod mellan 22:00 och 06:00 eller 23:00 och 07:00.\u003C\u002Fp>\n\u003Cp>Källa: avsnitt 14 i Arbetstidslagen, 1982; Arbetarskyddsstyrelsens föreskrift om unga arbetstagare\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Bestämmelser vid årlig semester, vecko- och allmänna helgdagar\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_compensation_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _SC_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: semester - och ledighetsersättning i Sverige - _DOMAIN_.","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2025-02-18\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Betald semester\u002Fårlig ledighet\u003C\u002Fh2>\n\u003Cp>En anställd är berättigad till 25 dagars årlig semester under ett år, med start från det första anställningsåret. Årlig semester är perioden mellan 1:a april och 31:a mars följande år. Den motsvarande perioden som omedelbart föregår den årliga semestern kallas kvalificerande år. Lördag och söndag liksom allmänna helgdagar räknas inte som årliga semesterdagar om inte den anställde normalt arbetar på lördagar och söndagar och är kortare än fem dagar. \u003C\u002Fp>\n\u003Cp>En anställd som började sin anställning efter 31:a augusti är berättigad till fem dagars årlig semester. Årlig semester reduceras för korttidsanställda och för anställda som inte omfattas av daglig tillsyn liksom hemmaarbetare. Även om den årliga semestern är tillgänglig från det första året är den betalda årliga semestern endast tillgänglig om den intjänats under det år som föregår semesteråret (arbetaren måste till exempel ha arbetat under det kvalificerande året).\u003C\u002Fp>\n\u003Cp>En arbetare har rätt att spara\u002Föverföra fem dagar av semesterdagarna per år upp till fem år i rad för att kunna ha en längre semester ett annat år. För att spara semesterdagar måste en arbetare vara berättigad till fler än 20 dagars årlig semester.                                                                                                                                                                                                           \u003C\u002Fp>\n\u003Cp>Om inget annat avtalas ska den årliga semestern schemaläggas så att de anställda har minst fyra veckors årlig semester under perioden juni till augusti. Om arbetsgivaren beslutar att schemalägga semestern på annat sätt än avtalat med den anställda eller en representant för den anställde, är arbetsgivaren skyldig att informera den anställde minst 2 månader innan en sådan ledighet.\u003C\u002Fp>\n\u003Cp>Den årliga semesterlönen är 12 % på inkomsten under det kvalificerande året (året som föregår det årliga semesteråret).  \u003C\u002Fp>\n\u003Cp>En arbetare kan inte få annan ersättning för den årliga semesten om inte kontraktet avslutas före genomförandet av den årliga semestern eller om kontakten är mindre än 3 månader från att upphöra.\u003C\u002Fp>\n\u003Cp>(Semesterlagen, 1977)           \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Ersättning för allmänna helgdagar\u003C\u002Fh2>\n\u003Cp>Som allmänna helgdagar räknas vilodagar eller religiösa- eller minneshögtidsdagar. Anställda är berättigade till ersättning för följande 13 allmänna helgdagar och icke-arbetsdagar.\u003C\u002Fp>\n\u003Cp>Det finns inga bestämmelser för anställda att ges ledighet, betalning eller på annat sätt ersättning när en allmän helgdag faller på en vanlig arbetsdag, eller att få ledigt om de arbetar. Sådana fall regleras i kollektivavtal eller individuella överenskommelser.\u003C\u002Fp>\n\u003Cp>Enligt IF Metalls avtal (2013-16) är anställda (om de inte får betalt på daglig eller veckobasis) berättigade till lön för följande dagar, förutsatt att dagen infaller måndag till fredag.\u003C\u002Fp>\n\u003Cp>Nyårsdagen (1:a januari), Trettondagen (6:e januari), Långfredagen (18 april), Påskdagen, Annandag påsk (21:a april), Första maj (1:a maj), Kristi himmelsfärd (29:e maj), Nationaldagen (6:e juni), Pingsdagen, Midsommarafton (20:e juni), Alla helgons dag, Juldagen (25:e december), samt Annandag jul (26:e december).\u003C\u002Fp>\n\u003Cp>Lön för allmän helgdag betalas inte ut för anställda med visstidsanställning kortare än en månad.\u003C\u002Fp>\n\u003Cp>Semesterlagen (1989:253)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Veckovilodag\u003C\u002Fh2>\n\u003Cp>Arbetare är berättigade till en minsta viloperiod på trettiosex timmar per vecka. Under veckoviloperioden kan en anställd inte krävas att stå till arbetsgivarens förfogande. Arbetsgivaren ska eftersträva att schemalägga veckovilodagen under helger.\u003C\u002Fp>\n\u003Cp>Arbetare har också rätt till vilopauser under vilka de inte behöver stanna kvar på arbetsplatsen efter 5 på varandra följande arbetstimmar. Antal, längd och schema för sådana vilopauser informeras av arbetsgivaren i förväg. Unga arbetare har rätt till en vilopaus på 30 minuter om arbetet är längre än 4 timmar.\u003C\u002Fp>\n\u003Cp>När det gäller daglig vila har arbetstagarna rätt till minst 11 timmar i följd av daglig vila som ska innefatta timmarna mellan midnatt och 05:00. Unga arbetare, som är 16-18 år gamla och har slutfört obligatorisk skolgång, har rätt till en daglig viloperiod mellan 22:00 och 06:00 eller 23:00 och 07:00.\u003C\u002Fp>\n\u003Cp>Källa: avsnitt 14 i Arbetstidslagen, 1982; Arbetarskyddsstyrelsens föreskrift om unga arbetstagare\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Bestämmelser vid årlig semester, vecko- och allmänna helgdagar\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\u002Fersattning-och-arbetstid'>Ersättning och arbetstid\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\u002Flon\u002Fkontroll'>Lönecheck\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",[91,95,99,101,105,109,113,117,121,125,129],{"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":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":100},[],{"title":102,"seo_title":8,"description":7,"path":103,"redirect_url":7,"locale":16,"children":104},"Avtal och 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