Opening A Business In Sweden

• Published date: 27 June 2023
• Subject Matter: Corporate/Commercial Law, Employment and HR, Corporate and Company Law, Discrimination, Disability & Sexual Harassment, Health & Safety, Employee Benefits & Compensation
• Law Firm: L&E Global
• Author: Cederquist and Robert Stromberg (Cederquist)

1. INTRODUCTION

Sweden has historically been a jurisdiction where labour law is intricate and the relationships between employers and trade unions are strong. The share of Swedish workers who are members of a trade union is approx. 70 per cent and Swedish labour law gives trade unions right to consultations and information with the employer - a right that is reinforced if the employer is bound by a collective bargaining agreement. Despite the trade unions' strong position in Sweden, employers have a fundamental right to organise the work and, as long as the statutory requirements are followed, doing business in Sweden is rather straightforward. The following checklist will allow your organisation to understand some of the most important legal requirements for opening up shop in Sweden.

Drawing on Cederquist's broad experience and in-depth knowledge of Swedish labour law, we are able to manage risks in all of our clients' labour law-related situations. Our labour practice handles all matters relating to the legal areas of labour, pension, and benefits. We would be delighted to have the opportunity to assist with your organisation's establishment in Sweden.

We know that relentless commitment, experience and expertise at the highest level are required in order to meet our clients' high expectations in relation to sustainable advice at all stages. Swedish and international companies, labour organisations and authorities are among our diverse client base. Our labour team distinguishes itself from the competition by combining our unrivalled expertise with detailed, practical knowledge of various industries, such as banking and finance, media and telecommunications, private equity and financial services. Whenever necessary or deemed appropriate, our experienced, efficient and committed team also draws on the expertise of other practice groups in relevant legal areas (e.g. Private M&A, Public M&A and Stock Market, Commercial Agreements and Dispute Resolution).

2. LABOUR AND EMPLOYMENT LAW REQUIREMENTS

a) Employer Policy Requirements

In order to be legally compliant, employers are required by legislation to create and implement a number of employment policies:

• a written occupational health and safety policy;
• a policy containing guidelines and routines to prevent harassment, sexual harassment and retaliatory measures in your organisation;
• a policy containing routines for first aid and crisis support;
• a policy with routines concerning rehabilitation and work...