Starting your own business means ensuring the right talent is in place to fuel growth. Probationary periods are a chance to test out talent to ensure they meet employer expectations and allow employees to see whether the position is suitable for them. Sweden recognizes the benefits of trial periods and so permits them as a regular part of launching a new employment relationship.

This guide covers how probation works in Sweden, the rights of employees, and the laws in place governing them.

Definition of Probation Period in Sweden

Probationary periods are often used in Sweden by businesses when hiring new talent. These periods are known locally as “provanställning” and allow businesses to evaluate new hires, while also providing workers to see whether the conditions, management, and culture match their expectations. 

The law allows for these periods and is regulated under the Lagen om anställningsskydd, or the Swedish Employment Protection Act. Under the law, probationary periods top out at six months and give either party the option of terminating the relationship without justification. Simultaneously, workers receive the same rights as anyone else, but notice periods are considerably shorter than for existing full-time staff.

Only one probationary period is permitted per employment relationship, and probation without termination results in the contract transitioning to a tillsvidareanställning, or permanent contract in English.

Lengths of Probationary Periods in Sweden

The maximum probationary period that can be applied to new workers in Sweden is six months. It applies regardless of qualifications, position, or situation. No probationary periods can be renewed, even with the consent of both sides.

 If a business decides to apply a probationary period, it must be included in writing within the employee’s contract. Without this clause, probation cannot be applied, and the worker is considered to be operating on a permanent contract from the moment they start work.

Permanent or Indefinite Contracts

Known as tillsvidareanställning in Sweden, workers hired for an indefinite contract may be put on probation once they start work. During this time, the period may last for up to six months, but they continue to receive the same wages and benefits. 

The primary difference is that probationary workers can be terminated without cause with just a 14-day notice period. Any termination must be provided in writing, but businesses aren’t required to provide a reason. If the stated probation period finishes, the worker automatically becomes permanent without needing to do anything.

Note that employers must take the time to outline probation conditions, or the probation period could be considered invalid under the law.

Fixed-Term or Definite Contracts

Fixed-term contracts, or visstidsanställning, are generally used for seasonal work, substitutions, and temporary projects. Probation periods are rare when it comes to these contracts, but the six-month maximum still applies.

It should be noted that due to Sweden’s laws on probation periods, only a single trial phase per employment relationship is permitted. That means if a business chooses to rehire a worker for a future fixed-term project in the same role, they cannot apply another probation period. This is to prevent firms from using probationary clauses within fixed-term contracts to circumvent normal employment rights.

Legal Considerations of Probation Periods in Sweden

The Swedish Employment Protection Act is responsible for setting most of the rules regarding probationary periods and the rights of workers. However, collective bargaining agreements play an enormous role in how the Swedish labor market works. Known as kollektivavtal, these regulate most conditions and rights within different employment sectors.

Note that despite the flexibility offered to employers, standard anti-discrimination and workplace safety requirements apply. Even if terminating without justification, a 14-day notice period and the requirement to provide your decision in writing still apply.

Pay and Working Conditions

All workers must receive the same pay and working conditions as all other staff. Sweden is one of the few European countries with no national minimum wage law. Instead, unions set the minimum wage for their sector via collective bargaining with employers and various industry figures.

The Swedish Work Environment Authority empowers the unions to determine an appropriate wage in collaboration with employers in each sector. In many cases, rises for industrial workers tend to serve as the model for other sectors.

Aside from the minimum wage, employees operate on the same national working week of 40 hours spread from Monday to Friday. Overtime compensation continues to apply. Like the minimum wage, the amount of overtime compensation depends on collective bargaining agreements. The Working Hours Act states that employees are entitled to consecutive rest periods of 11 hours daily, with 36 hours of continuous rest per week.

Employers are also required to pay social security contributions for probationary workers. In 2025, these amount to 31.42% of gross salary and benefits. Contributions cover pensions, healthcare, work injury payments, and the nation’s general payroll tax.

Termination and Notice

Probationary employees can be dismissed without cause, but they must receive their termination notice in writing and with a notice period of at least 14 days. Employees are also entitled to resign under the same conditions.

Even though companies can terminate without cause, dismissals cannot be considered discriminatory or retaliatory. For example, termination due to a probationary worker exercising their legal rights would still be a violation of the law.

Vacation / Holidays

Sweden has 13 public holidays, including Ascension Day, Midsummer’s Day, and All Saints’ Day. Trial workers are entitled to receive these days off with full pay.

Probationary employees may also receive annual leave accrual under the Annual Leave Act. It allows employees to earn 25 days of annual leave per year and entitles them to carry it over into the following year. It also allows Swedish workers to take a continuous four-week vacation, which is usually taken during the summer months.

Any holiday pay for time worked is treated the same way as overtime compensation. Collective bargaining agreements within different sectors determine the exact rate.

Benefits of Probation Periods in Sweden

Probationary phases are beneficial for employers and workers alike. It’s why Swedish law enshrines the right for businesses to use them and under what conditions. Here’s how probation benefits each side:

  • For Employees

Employees receive a guaranteed period of probation that cannot be renewed or extended, allowing them to use this time to assess the role.

Employees can resign with a notice period of 14 days while still receiving the same pay and benefits.

Employees continue to receive the same salaries and working conditions as full-time workers.

  • For Employers

Employers have an extended six-month period to assess whether a new hire is suitable for the role.

Employers may terminate without justification with nothing more than a 14-day written dismissal notice.

Employers receive certainty under Swedish law, protecting them if any future disputes occur, should a worker be terminated.

Conclusion

Sweden aims to strike the right mix between being a business-friendly hub and providing employers with flexibility while still championing the rights of workers. The Swedish economy has long benefited from its innovative approach to the labor market, and probation is just one part of that.

Naturally, the process of navigating local labor laws is a headache that many businesses struggle with. At Remote People, we give you the strategic advantage needed to break into the Swedish market and hire local talent to drive your company forward. From onboarding to compliance, our consultants guide you every step of the way.

Schedule your consultation with one of our Swedish hiring consultants to get started now.

Frequently Asked Questions

No, employers don’t have to use probation if they don’t want to. Likewise, they don’t have to use the full six-month maximum. If they decide to use a period of probation, it must be outlined in writing for it to be legally valid. Without this, new hires are considered permanent.

Sweden sets a hard cap of six months on probation periods. It cannot be extended or renewed, even if both sides mutually agree. If probation exceeds six months without termination, workers are classified as permanent once the six-month period elapses.


Additionally, probationary periods are set at a maximum of one per employment relationship. It’s extremely difficult to justify applying another one. Usually, sufficient time must have passed between relationships, or the role a worker is being rehired for must be radically different. In practice, second probation periods are practically unheard of.

Yes, employers are entitled to terminate at will without justification. The only rule is that a 14-day notice period applies, and it must be delivered in writing. Although no cause or justification is required, dismissals cannot be considered to be discriminatory or retaliatory.

All benefits that full-time workers receive must also be given to probationary workers. The sole exception is that they can be terminated without cause with a 14-day notice period in place. Regarding salaries, working conditions, and their legal rights, these continue to apply. Likewise, vacation accrual starts from day one of a worker’s probationary period.