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Leave in Sweden

Maternity, paternity, and parental leave in Sweden

Adoption leave in Sweden

Other types of leave in Sweden

Public holidays in Sweden

Protect your employees and your business

Leave and time off in Sweden

Employees in Sweden are entitled to time off work for various reasons, including holidays, public holidays, and sick leave. Employees in Sweden also get generous time off work when they or their partner has a baby and during the first four years of the child’s life. This is known as parental leave, which is shared between the two parents in Sweden.

Time off in Sweden is sometimes mandated by national labour laws, as is the case with annual leave. However, collective bargaining agreements often provide additional requirements for time off work, which employers must adhere to. Read on to learn everything you need to know about paid and unpaid time off in Sweden.

Leave in Sweden

Swedish labour laws grant employees the right to various types of leave, including annual leave (holiday), sick leave, parental leave, and public holidays. Employers are required to pay their employees for some types of leave, while others are funded through the social security system.

Collective agreements between trade unions and employers’ organisations sometimes provide additional leave entitlements, which employers must grant to their employees. And of course, employers in Sweden can choose to make their leave policies more generous to help with talent attraction and retention.

Annual leave in Sweden

Employees are entitled to a statutory minimum of 25 days’ annual leave in Sweden, which is mandated by the Annual Leave Act. Those working irregular or part-time hours are entitled to the equivalent of 25 days’ leave based on their normal working pattern. Collective agreements or individual employment contracts may provide for additional leave.

Accruing, using, and carrying over annual leave in Sweden

Unless otherwise stated in a collective agreement or employment contract, annual leave is allocated on 1 April each year. Employees are obliged to take at least 20 days of leave every year, with any additional leave rolling over into the following year.

Employees are generally entitled to take four weeks of their leave continuously at some time between June and August, though the exact period may be chosen by the employer. Annual leave in Sweden is paid at the rate of 12% of the employee’s gross salary. Employees are also entitled to a premium of 0.43% of their salary the month they take their holiday.

Employers that start a new job after 1 August are granted five days of leave between their start date and 1 April in the following year, when they’re entitled to the usual 25 days of annual leave. When an employee leaves a company, the employer must pay them for any unused annual leave.

Sick leave in Sweden

Employees in Sweden are entitled to paid time off work when they are sick. For the first 14 days, the employer is obliged to pay the employee at a rate of at least 80% of their normal salary. After 14 days, employees can receive sick pay through the social security system.

Employers must report to the Social Security Services (Försäkringskassan) if an employee is still sick after 14 days off work. The employee can then apply for the sickness benefit after providing some information about their income. In some cases, the employer may also be asked for information.

While an employee is on sick leave in Sweden, their employer must maintain ongoing contact with them and develop a plan to help them return to work. In some cases, employers may be able to temporarily assign different work to the employee if they are not able to perform their usual duties.

Maternity, paternity, and parental leave in Sweden

Employees in Sweden have the right to paid time off work when they or their partner has a baby and during the first few years of their child’s life. There is no specific maternity or paternity leave in Sweden. Instead, parental leave is shared between the two parents.

Parental leave in Sweden

Parents in Sweden are entitled to a shared 480 days of parental leave in Sweden. Each parent can take 240 of those days, or one parent can choose to transfer a maximum of 150 days to the other parent. However, 90 days of leave is reserved for each parent. During the child’s first year, parents can opt to take up to 30 days of parental leave at the same time.

Although parental leave in Sweden is shared between the two parents, birthing parents are entitled to start their leave 60 days before the expected birth and must take at least 60 days’ leave after the birth. This is part of the overall 480-day entitlement. The other parent can also take 10 days of leave in connection with the birth, which is the equivalent of paternity leave in Sweden. This is in addition to the 480-day entitlement.

Parents can choose to take their leave full-time or extend it by working part-time hours after having a baby. Parents must use at least 384 days of leave before the child’s fourth birthday. The remaining 96 days can be saved and used any time before the child turns 12 or finishes fifth grade.

Pay for parental leave in Sweden

Employees on parental leave in Sweden are entitled to receive the parental benefit, which is provided by the social security system. Of the 480 days of shared parental leave, 390 are paid at the sickness benefit rate, which is between SEK 250–1,218 per day depending on the employee’s usual income. The remaining 90 days are paid at the minimum level of SEK 180 per day.

In order to qualify for the parental benefit, employees must have worked at least 240 consecutive days in the year before the expected date of birth. An employee who hasn’t worked this many days may still qualify for the parental benefit at the basic level, which is SEK 250 per day.

Other parental benefits in Sweden

In addition to parental leave and the parental benefit, Swedish law includes many other provisions to help parents maintain a balance between work and family life. First, all children are entitled to a place at nursery school for a modest fee from one year of age. Parents are also entitled to compensation through the social security system if they have to take time off work to care for a sick child.

Adoption leave in Sweden

Adoption leave in Sweden is granted on more or less the same terms as leave for birth parents. Employees who adopt a child in Sweden are entitled to parental leave and the parental benefit from the day of adoption. How long parents can receive the parental benefit depends on when they receive the child, but it can’t go past the child’s 12th birthday.

Like with birth parents, the parental leave entitlement can be shared between two parents adopting a child in Sweden. The 10 days of temporary parental benefit that are normally reserved for the father (or non-birthing parent) can also be shared between the two parents.

Other types of leave in Sweden

There are many other types of leave in Sweden, which may be defined by collective agreements, company policies, or individual employment contracts. Below, we’ll discuss a few of the most common types of leave you may come across if you hire employees in Sweden.

Bereavement leave in Sweden

Employees in Sweden are entitled to bereavement leave by law. However, there is no fixed number of days, so it’s up to each employer to set their own policy. Bereavement leave is generally unpaid unless a collective agreement, company policy, or employment contract says otherwise.

Leave for union representatives in Sweden

Union representatives may be entitled to unpaid leave from work to carry out duties related to their role. This is usually stated in the collective agreement that applies.

Educational leave in Sweden

Under certain circumstances, employees in Sweden have the right to unpaid lead for studying, even if the studies are unrelated to their work. They have the right to return to their former employment in either the same job or an equivalent one after their studies are complete. This is mandated by the 1974 Study Leave Act.

Temporary parental leave in Sweden

Employees are entitled to take time off work to care for a sick child. This applies until the child is 12 years old. While they are off work, employees can receive the temporary parental benefit (VAB).

Leave for immigrants to study Swedish

Employees who have been admitted to municipal adult education in Swedish have the right to take time off work to attend classes. While this time off is unpaid, the hours the employee spends unemployed count as work in the application of other regulations.

Leave to conduct business in Sweden

Employees in Sweden are entitled to six months of unpaid, full-time leave to conduct their own business activities, as long as they don’t compete with the business of their employer. Employees are eligible for this leave if they have worked for their employer for either six months or a total of at least 12 months in the past two years.

Public holidays in Sweden

There are 13 public holidays per year in Sweden. Swedish public holidays are broadly similar to those in other Nordic countries; however, Maundy Thursday and Whit Monday are not public holidays in Sweden, even though they are observed in countries such as Norway, Denmark, and Finland.

Sweden distinguishes between statutory public holidays and other non-working days.

What is a “red day” in Sweden?

Non-working days in Sweden are often referred to as “red days” (röda dagar). These include:

Sundays, and
Statutory public holidays

Employees are generally not required to work on red days. Some collective bargaining agreements also grant employees time off on “bridge days”—working days that fall between two red days—although this is not mandated by law.

Are public holidays paid in Sweden?

Yes. Employees receive their normal pay on public holidays even if they do not work. Swedish law does not provide special statutory rules for working on public holidays. However:

Hours worked beyond the standard 40-hour working week are treated as overtime
Overtime compensation and holiday premiums are typically regulated by collective agreements

Public Holidays in Sweden – 2026

The following statutory public holidays are observed nationwide in Sweden in 2026:

1 January (Thursday) – New Year’s Day.

6 January (Tuesday) – Epiphany.

3 April (Friday) – Good Friday.

5 April (Sunday) – Easter Sunday.

6 April (Monday) – Easter Monday.

1 May (Friday) – May Day.

14 May (Thursday) – Ascension Day.

6 June (Saturday) – National Day of Sweden.

24 May (Sunday) – Whit Sunday (Pentecost).

20 June (Saturday) – Midsummer Day.

31 October (Saturday) – All Saints’ Day.

25 December (Friday) – Christmas Day.

26 December (Saturday) – Second Day of Christmas.

1 January (Thursday)

New Year’s Day

6 January (Tuesday)

Epiphany

3 April (Friday)

Good Friday

5 April (Sunday)

Easter Sunday

6 April (Monday)

Easter Monday

1 May (Friday)

May Day

14 May (Thursday)

Ascension Day.

6 June (Saturday)

National Day of Sweden

24 May (Sunday)

Whit Sunday (Pentecost)

20 June (Saturday)

Midsummer Day

31 October (Saturday)

All Saint’s Day

25 December (Friday)

Christmas Day

26 December (Saturday)

Second Day of Christmas.

Protect your employees and your business

As an employer in Sweden, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.

When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.

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FAQ's

How much paid time off are employees entitled to in Sweden?

Employees in Sweden are entitled to at least 25 vacation days per year under the Swedish Annual Leave Act. In addition to annual leave, employees may also be entitled to paid sick leave, parental leave benefits, and other forms of protected leave depending on their circumstances.

Sweden has one of the more generous leave frameworks in Europe, combining statutory annual leave with extensive social insurance benefits. As a result, paid time off is not limited to vacation leave alone.

The total amount of paid leave an employee receives can vary depending on factors such as length of service, collective bargaining agreements, and eligibility for social insurance benefits, and the terms of the applicable employment contract.

What types of paid time off are available in Sweden?

Employees in Sweden may be entitled to:

Annual vacation leave.

Sick leave.

Parental leave benefits.

Temporary parental leave to care for a sick child.

Leave under collective agreements.

Study leave.

Military service leave.

Trade union leave where applicable.

Many collective bargaining agreements provide additional leave entitlements beyond the statutory minimum, particularly for professional and salaried employees.

In summary, employees in Sweden are entitled to a minimum of 25 vacation days per year, alongside access to sick leave, parental leave, and other protected leave entitlements provided under Swedish law and social insurance programmes.

What is the statutory leave policy in Sweden?

Sweden’s statutory leave policy provides employees with rights to annual leave, sick leave, parental leave, and several other forms of protected absence. The minimum annual leave entitlement is 25 vacation days per year, while other leave rights are governed by separate employment and social insurance laws.

Unlike some countries where leave entitlements are contained in a single law, Sweden’s leave framework is spread across several pieces of legislation, including the Annual Leave Act, the Parental Leave Act, and social insurance regulations.

Key leave entitlements under Swedish law

Employees may be entitled to:

Annual leave.

Sick leave.

Parental leave.

Temporary parental leave for childcare responsibilities.

Study leave.

Military service leave.

Certain forms of civic and public duty leave.

Trade union leave where applicable.

Collective bargaining agreements can provide additional benefits such as extra vacation days, enhanced sick pay, or supplementary parental leave compensation.

What should employers in Sweden consider?

Employers should ensure their leave policy Sweden framework reflects both statutory requirements and any collective agreement obligations that apply to their workforce. Employers should also ensure leave management practices comply with anti-discrimination protections, parental leave protections, and employee return-to-work rights.

To summarise, Sweden’s statutory leave policy covers annual leave, sick leave, parental leave, and other protected absences. Employers must administer these entitlements in accordance with employment laws and any applicable collective agreements.

How many vacation days are employees entitled to in Sweden?

Employees in Sweden are entitled to a minimum of 25 vacation days per year under the Annual Leave Act. This entitlement applies to most employees regardless of industry or occupation.

The right to annual leave is a central feature of Swedish employment law. Employees are also generally entitled to take four consecutive weeks of leave during the main vacation period (June to August), unless otherwise agreed.

The number of paid vacation days Sweden employees receive may depend on leave accrual during the relevant earning year. Employees who have not accrued sufficient leave may still be entitled to take vacation, although some days may be unpaid. Employers should also be aware that vacation pay and vacation leave accrual rules are governed by the Annual Leave Act and may be supplemented by collective bargaining agreements.

Can employees in Sweden receive more than 25 vacation days?

Yes. While Swedish law guarantees employees a minimum of 25 vacation days per year, many employees receive additional vacation leave through collective bargaining agreements, employment contracts, or employer-sponsored benefits.

The statutory entitlement serves as a minimum standard rather than a maximum limit. In practice, vacation entitlements often vary depending on the employer, industry, seniority level, and whether a collective agreement applies.

Additional vacation days may be provided through:

Collective bargaining agreements.

Individual employment contracts.

Seniority-based benefits.

Executive or management employment packages.

Company leave policies.

In many professional, managerial, and specialist roles, employees receive between 28 and 30 vacation days per year. Additional vacation entitlements are particularly common in sectors covered by collective bargaining agreements and among senior employees. Some employers also grant additional leave as employees reach certain service milestones or age thresholds.

Collective agreements can have a particularly significant impact on vacation entitlements in Sweden. Many agreements provide benefits that exceed the statutory minimum, making it important for employers to review any applicable collective bargaining obligations when determining employee leave rights.

How does sick leave work in Sweden?

Employees in Sweden can take sick leave when illness prevents them from working. Sick leave Sweden entitlements are supported through a combination of employer-paid sick pay and benefits administered by the Swedish Social Insurance Agency (Försäkringskassan).

Employees in Sweden are expected to notify their employer when they are unable to work due to illness. During the initial period of absence, employers are generally responsible for paying sick pay in accordance with Swedish regulations. For longer absences, employees may become eligible for sickness benefits through the national social insurance system. Employers are generally responsible for statutory sick pay during the initial period of sickness absence, after which employees may qualify for sickness benefits through Försäkringskassan, subject to eligibility requirements.

How is sick leave in Sweden managed?

The process typically involves:

Reporting the illness to the employer.

Recording the absence.

Payment of employer-funded sick pay where applicable.

Submission of medical documentation when required.

Assessment of eligibility for social insurance benefits during longer absences.

Workplace rehabilitation and return-to-work assessments where required.

Employers may also have responsibilities relating to workplace adjustments, rehabilitation support, and return-to-work planning.

Do collective agreements affect sick leave in Sweden?

Yes. Many collective bargaining agreements in Sweden provide sick pay arrangements that are more generous than the statutory minimum requirements. As a result, employees covered by a collective agreement may receive additional compensation during periods of illness beyond what is required by law. Collective agreements frequently provide enhanced income protection during long-term sickness absence.

For employers in Sweden, this means sick leave obligations may differ depending on whether a collective agreement applies to the workforce. Employers should also consider obligations under the Work Environment Act and rehabilitation requirements when managing long-term sickness absence.

In summary,Sick leave in Sweden is funded through both employer-paid sick pay and public social insurance benefits. Employers must manage sickness absence in line with Swedish employment and social insurance requirements.

What are the statutory maternity and parental leave entitlements for employees in Sweden?

Parents in Sweden can access up to 480 days of parental leave benefits per child through the Swedish social insurance system. While many people search for maternity leave in Sweden requirements, the Swedish system is primarily built around parental leave that can be shared between parents.

In Sweden, the parental leave framework allows parents to take extended time away from work following the birth or adoption of a child while receiving benefits through Försäkringskassan, subject to eligibility requirements.

What does parental leave in Sweden include?

The system allows for:

Leave in connection with childbirth.

Shared parental leave between parents.

Leave for adoptive parents.

Temporary parental leave to care for a sick child (VAB).

Flexible use of leave over several years.

A portion of the available leave days is reserved for each parent individually, while the remaining days can generally be transferred between parents. Certain parental leave days are reserved exclusively for each parent and cannot be transferred to the other parent.

What are employer obligations during parental leave in Sweden?

Employers in Sweden must respect employees’ statutory parental leave rights, allow eligible employees to take parental leave in accordance with the Parental Leave Act, and ensure employees are not disadvantaged because they choose to take leave.

Sweden’s parental leave system provides extensive protections for employees before, during, and after parental leave. Employers cannot refuse parental leave requests that comply with legal requirements, nor can they treat employees less favourably because they have taken or intend to take parental leave.

Key employer obligations during parental leave in Sweden

Employers in Sweden are generally required to:

Allow eligible employees to take parental leave in accordance with Swedish law.

Maintain the employee’s employment relationship during the leave period.

Avoid discrimination or unfavourable treatment related to parental leave.

Respect employees’ rights to return to work after leave.

Manage leave requests and workplace planning in accordance with statutory requirements.

Avoid adverse employment decisions connected to parental leave usage.

Can employees in Sweden return to their job after parental leave?

Yes. Employees who take approved parental leave are generally entitled to return to their position or an equivalent role following their leave. Employers in Sweden cannot terminate employment or alter employment conditions simply because an employee has exercised their parental leave rights. Parental leave protections are among the strongest employment protections under Swedish employment law.

What should employers in Sweden consider?

Parental leave can affect workforce planning, temporary staffing arrangements, payroll administration, and leave management processes. Many employers establish clear procedures for handling parental leave requests and maintaining communication with employees throughout the leave period.

Collective bargaining agreements may also provide additional benefits or obligations relating to parental leave, including supplementary compensation beyond statutory parental leave benefits. Employers should ensure managers understand parental leave protections and avoid decisions that could be perceived as discriminatory.

What other types of leave are available in Sweden?

In addition to annual leave, sick leave, and parental leave, employees in Sweden may be entitled to study leave, leave for military service, trade union leave, and temporary leave to care for a sick child.

Swedish employment law recognises that employees may need time away from work for family responsibilities, education, civic duties, and other important commitments.

Additional leave entitlements may include:

Temporary parental leave (VAB).

Study leave.

Military service leave.

Trade union leave.

Leave connected to public appointments or civic responsibilities.

Leave relating to reserve military service obligations.

One of the most commonly used forms of leave beyond vacation and parental leave is VAB, which allows parents to stay home to care for a sick child while receiving compensation through the social insurance system.

In short, Sweden provides several protected forms of leave beyond annual leave and parental leave, including study leave, military service leave, and temporary parental leave for childcare responsibilities.

What is the impact of public holidays on paid leave in Sweden?

Public holidays in Sweden are generally separate from annual leave entitlements and do not reduce an employee’s available vacation days. Employees normally receive the day off when a public holiday falls on a scheduled working day.

Sweden observes several public holidays throughout the year, including Christmas Day, National Day, Easter Monday, Ascension Day, and Midsummer Day.

If a public holiday occurs during an employee’s vacation period, it is generally not counted as one of their vacation days.

Do employees receive extra compensation for public holidays in Sweden?

There is no universal legal requirement for additional holiday pay. However, collective bargaining agreements often provide premium compensation or special arrangements for employees who work during public holidays.

What should employers in Sweden consider when managing public holidays?

Employers in Sweden should consider how public holidays affect workforce scheduling, payroll administration, annual leave planning, and business operations, particularly during periods when employees commonly take extended leave.

Public holidays are separate from annual vacation entitlements, but they can still have a significant impact on workforce availability. This is especially relevant during the summer months, when many employees take extended vacation leave, and around Christmas and New Year, when public holidays and annual leave are often combined.

Key considerations for employers

Employers should review:

Staffing requirements during public holiday periods.

Employee vacation schedules and workforce coverage.

Payroll calculations for employees working on public holidays.

Collective bargaining agreement provisions relating to holiday compensation.

Business continuity and customer service requirements.

Public holiday schedules that may affect project timelines and deadlines.

Do collective agreements affect public holiday arrangements?

Yes. Many collective bargaining agreements contain provisions relating to compensation, working hours, overtime, and scheduling during public holidays. Employers should review any applicable agreement to understand their obligations, particularly if employees are required to work on a public holiday.

What are the compliance requirements for public holidays in Sweden?

Employers must manage public holidays in Sweden in accordance with employment contracts, collective bargaining agreements, payroll requirements, and working time regulations.

There is no single law that requires additional pay for every public holiday. Instead, employer obligations often depend on the applicable collective agreement and the employee’s employment terms.

Area’s employers in Sweden should review

Employers in Sweden should ensure:

Public holiday arrangements are applied consistently.

Working schedules comply with employment terms.

Payroll calculations reflect contractual obligations.

Collective agreement requirements are followed.

Working time and rest period requirements are respected.

Public holiday compensation rules under applicable collective agreements are applied correctly.

For businesses that operate continuously or require employees to work during public holidays, additional compensation requirements may apply under collective agreements.

In summary, public holiday compliance in Sweden depends on employment contracts, collective agreements, and payroll practices. Employers should review all applicable obligations before scheduling employees to work during holiday periods.

How do employers manage leave policies in Sweden?

Employers manage leave policies in Sweden by establishing clear procedures for annual leave, sick leave, parental leave, public holidays, and other statutory absences while ensuring compliance with Swedish employment laws and any applicable collective bargaining agreements.

Because Swedish employees are entitled to a wide range of protected leave benefits, employers need processes that balance legal compliance with workforce planning. A well-structured leave policy helps employees understand their entitlements while ensuring leave requests are handled consistently across the organisation.

What should a leave policy in Sweden cover?

A leave policy employer in Sweden implement will typically explain:

How employees request and schedule annual leave.

Notice requirements for vacation leave.

Procedures for reporting sick leave and providing medical documentation where required.

Rules relating to parental leave and temporary parental leave (VAB).

Public holiday arrangements and workplace closures.

Approval processes for different types of leave.

Employee responsibilities during periods of absence.

How leave balances are tracked and recorded.

Return-to-work procedures following extended absences.

Rehabilitation and sickness absence management procedures where applicable.

For employers covered by collective bargaining agreements, the policy should also reflect any enhanced leave rights or compensation arrangements that go beyond statutory requirements.

How do employers in Sweden administer leave entitlements?

Many organisations use HR and workforce management systems to track vacation balances, process leave requests, maintain absence records, and support payroll administration. Accurate recordkeeping is particularly important because leave entitlements, payroll obligations, and collective bargaining requirements are often interconnected.

In summary, employers manage leave policies in Sweden by combining statutory leave requirements, collective agreement obligations, and internal procedures into a structured framework for leave administration.

How does partnering with CXC improve global workforce compliance in Sweden?

CXC helps businesses manage workforce compliance in Sweden by supporting employment administration, leave management, payroll processes, and local employment requirements through a compliant workforce solution.

Managing leave entitlements in Sweden often involves coordinating annual leave, sick leave, parental leave, public holiday arrangements, payroll administration, and social insurance obligations. For international employers, these requirements can differ significantly from those in other jurisdictions.

How CXC supports workforce compliance

CXC can assist with:

Leave administration and workforce support.

Payroll and reporting processes.

Employment compliance management.

Workforce documentation.

Employee lifecycle administration.

Multi-country workforce coordination.

Supporting international growth

As organisations expand into Sweden, they often need to align local employment requirements with global workforce policies. CXC helps businesses navigate Swedish employment obligations while maintaining consistency across their international workforce.

Compliantly hire workers anywhere with CXC

With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.

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