Living and working conditions: Sweden

You are expected to be very proactive when seeking employment in Sweden. The most common approach is to search for job vacancies on the internet.

There are many different websites and apps that publish job adverts. The Swedish Public Employment Service’s job bank ‘Platsbanken’ is one example. Vacancies throughout the country and in other countries are advertised there. You can search by location and occupation. More often than not, employers’ details are given, so it is possible to contact them directly. The advertisements are usually in Swedish, which means that most employers assume that applicants have some knowledge of Swedish. You do not need to be registered as a jobseeker to look for vacancies on Platsbanken. Vacancies on Platsbanken are also copied across to the EURES portal.

General information and support can be provided by the Swedish Public Employment Service by telephone:+46 (0)771 416 416.

Another tip is to look for jobs on recruitment sites such as Monster, Blocket, Metro, Jobbsafari, etc.

Another way of looking for work is to upload your CV onto the EURES portal and other recruitment sites. This means employers who are looking for new employees can see your profile.

Another route towards a job is to contact private staffing and recruitment agencies, such as those specialising in the industry or profession in which you are looking for a job.

It is a good idea to use social media such as Facebook and LinkedIn when looking for work.

Many jobs are never advertised externally. Taking the initiative to contact an employer for whom you would like to work is common and is usually viewed positively. Lists of companies in various sectors can be found in databases such as ‘Företagsfakta’ (company facts). 

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In most cases, a personal letter with a CV attached is required when you are applying for a job. In some cases, a telephone call or a personal visit will be sufficient. Many companies only advertise vacancies on their websites. Please read job adverts carefully to find out how to apply. It is also important to check the advert carefully to see what the requirements and preferences are. If you do not meet the requirements, it is seldom worthwhile applying. However, it is not always as important to have the qualifications listed as preferred or recommended. The Swedish Public Employment Service regularly organises webinars, some in English, about how to apply for jobs, write a CV or succeed in a job interview. Current events are marketed on the Swedish Public Employment Service’s website.

Application

Think about adapting your application to the job you are applying for, and highlight what is important. A written application consists of a personal letter and a CV (curriculum vitae). Certificates or testimonials should only be enclosed if requested in the advert. The same applies to photographs. On the Swedish Public Employment Service’s website there is a lot of good advice and examples of what and how to write. The personal letter should be very short, no more than one side of A4, and state clearly the job for which you are applying. It is important to describe the qualifications and personal attributes you have that make you the right person for the job in question. Leave all details and dates concerning previous experience for your CV.

A CV should be 1-2 pages long and contain:

• personal details (name, address, telephone number, email address, date of birth, marital status and possibly nationality);
• educational background (formal education, courses);
• work experience (perhaps with a brief description of work duties and previous employers);
• other attributes that may be of interest (positions of responsibility, driving licence, computer skills);
• language skills;
• leisure interests; and
• references (preferably from two different people, at least one of whom should be a former employer).

Information on education and work experience should contain dates and should be listed in reverse chronological order (i.e. the most recent information first). Large companies usually send an acknowledgement of receipt of your application, often with advice on when you may expect to be contacted. Contact the employer if you haven’t heard anything after a while. Taking the initiative to call or write to an employer for whom you would like to work is common, and is usually viewed positively.

It is a good idea to use Europass, a free tool for study and employment in Europe, if you need help writing a CV or would like to have all of your application documents and education certificates on one digital page. Europass allows you to create a good CV and makes it easier for employers in other countries to understand your certificates and qualifications, as they are described in the same way in the template, regardless of country.

Job interview

Make sure you prepare yourself well for the interview. Try to find out as much as you can about the company. You will have to answer questions about your education, previous employment and leisure interests. It is also common to be asked to describe your strengths and weaknesses and how they may impact on the job for which you are applying, and about your family situation, leisure interests, etc. You will also be expected to ask questions of your own at the end of the interview. Think in advance about what questions you would like to ask. Take copies of your certificates and testimonials to the interview. In addition to an HR officer or other employer representative, a union representative and/or future work colleague will often take part in the interview. Sometimes you may be called to a second or even third interview, and/or be asked to take tests of various kinds, depending on the type of job in question. Tips and advice on job interviews can also be found in English at www.arbetsformedlingen.se/play.

Swedish language

In most cases, you need to be able to read and understand Swedish in the workplace in Sweden. There are some exceptions, for example in occupations requiring specialist skills.

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Definition

There are many types of traineeships. Traineeships in Sweden are normally aimed at young people with a college or university degree and no more than 2-3 years of work experience. Traineeships usually last for at least 12 months. Trainees often spend time in various company departments and are usually guaranteed full-time employment, to be determined at the end of the traineeship. If you are interested in a traineeship, you can apply directly to the company in question.

Eligibility

EU and EEA nationals with a right of residence in Sweden are also entitled to apply for traineeships.

Implementation

As a trainee, you will in most cases be employed full-time by a company, authority or organisation. The most common type of employment is permanent employment, but employment for specific projects may be offered in some cases.

Living and working conditions

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Where to find opportunities

Various websites advertise traineeships, such as:

Funding and support

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Where to advertise job opportunities

Advertisements can be promoted on the Swedish Public Employment Service’s Platsbank or on the private websites listed under 2.3.1.

Funding and support

Employers and candidates may contact EURES staff regarding potential financial assistance under the Targeted Mobility Scheme project.

Legal framework

Education Act (2010:800)

Secondary school apprenticeship programmes

Section 11 Within the vocational programmes, there may be secondary school apprenticeship programmes starting in the first, second or third academic year. Secondary school apprenticeship programmes shall mainly be located in one or more workplaces. Act (2011:877).

Section 11(a) A written agreement (training contract) shall be drawn up for each student and workplace and signed by the student, the school principal and the legal or natural person providing the workplace-based part of the secondary school apprenticeship programme. The school principal must ensure that the training contract is drawn up. If the pupil is under 18, the pupil’s guardian must also sign the training contract. The training contract must state:

1. which parts of the programme are to be carried out at the workplace, how many weeks of the programme are to be carried out there each semester, and the hours of the workplace programme;

2. how the costs of any damage that the pupil may cause during the work-based part of the programme are to be divided between the school principal and the legal or natural person referred to in the first paragraph;

3. the duration of the contract and the grounds for terminating the contract before its expiry; and

4. which teacher at the school unit and which supervisor at the workplace will be the contact persons for the work-based part of the programme. Act (2018:105).

Section 11(b) A student who performs work under a training contract shall not be regarded as a worker in this context. This does not apply if the work is covered by an agreement on secondary school apprenticeship programmes. Provisions on such employment are contained in the Act (2014:421) on secondary school apprenticeship programmes. Act (2014:422).

Section 11(c) The government or the authority designated by the government may issue further regulations on secondary school apprenticeship programmes.

The government or the authority designated by the government may, pursuant to Chapter 8, Section 7 of the Instrument of Government, issue more detailed regulations on training contracts. Act (2018:105).

Description of schemes

Apprenticeship training as part of vocational education and training

In Sweden, you can find apprenticeships both in secondary education and in higher vocational education and training (HVET). To be admitted to the HVET programme, you must have completed secondary school and have at least 6 months of work experience in the chosen profession. You must also have an apprenticeship agreement with a Swedish craftsperson who will be responsible for your training. You will be a student throughout the programme.

There are two training providers offering apprenticeships as HVET, Hantverkslärling[1] in Leksand and Hantverksakademin[2] in Stockholm. Both providers include a fifth of general education, such as business administration and marketing, in their offer. There is a limited number of entrants for each intake year and a selection procedure is applied if there is a larger number of applicants.

The programme includes a thesis and, at the end of the 2- to 2.5-year apprenticeship, a higher vocational qualification and sometimes also a certificate of vocational aptitude. There are around 60 craft trades available for apprenticeship, ranging from gilding and locksmithing to upholstery.

[1] Academy of Arts and Crafts.

Eligibility

Eligibility for apprenticeship training in upper secondary education:

A Nordic applicant may be admitted to upper secondary school only if they have, through previous schooling in another Nordic country, an education that is essentially equivalent to a Swedish primary education and meets the eligibility requirements for the education applied for (Swedish is the exception). Other foreign applicants are admitted to Swedish upper secondary schools if the eligibility requirements for the education applied for are met.

Eligibility for municipal adult education:

Undertaking apprenticeship training as polytechnic training requires completion of upper secondary education, as well as some practical and theoretical prior knowledge and at least 6 and 12 months of relevant work experience, respectively. In addition, prospective students are required to have an apprenticeship with a trained craftsman/master/supervisor in the occupational role applied for. You must be resident in Sweden.

Living and working conditions

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Where to find opportunities

• More information:

Funding and support

Both upper secondary school apprenticeship training and that for adult learners are eligible for student grants. On the CSN website you will find information on how student grants work and how to apply.

Where to advertise job opportunities

The Swedish National Agency for Education (Skolverket) has an Apprenticeship Centre (Lärlingscentrum) that can provide more information about apprenticeship training:

Funding and support

The free movement of goods is one of the cornerstones of the European Single Market.

The removal of national barriers to the free movement of goods within the EU is one of the principles enshrined in the EU Treaties. From a traditionally protectionist starting point, the countries of the EU have continuously been lifting restrictions to form a ‘common’ or single market. This commitment to create a European trading area without frontiers has led to the creation of more wealth and new jobs, and has globally established the EU as a world trading player alongside the United States and Japan.

Despite Europe’s commitment to breaking down all internal trade barriers, not all sectors of the economy have been harmonised. The European Union decided to regulate at a European level sectors which might impose a higher risk for Europe’s citizens – such as pharmaceuticals or construction products. The majority of products (considered a ‘lower risk’) are subject to the application of the so-called principle of mutual recognition, which means that essentially every product legally manufactured or marketed in one of the Member States can be freely moved and traded within the EU internal market.

Limits to the free movement of goods

The EU Treaty gives Member States the right to set limits to the free movement of goods when there is a specific common interest such as protection of the environment, citizens’ health, or public policy, to name a few. This means for example that if the import of a product is seen by a Member State’s national authorities as a potential threat to public health, public morality or public policy, it can deny or restrict access to its market. Examples of such products are genetically modified food or certain energy drinks.

Even though there are generally no limitations for the purchase of goods in another Member State, as long as they are for personal use, there is a series of European restrictions for specific categories of products, such as alcohol and tobacco.

Free movement of capital

Another essential condition for the functioning of the internal market is the free movement of capital. It is one of the four basic freedoms guaranteed by EU legislation and represents the basis of the integration of European financial markets. Europeans can now manage and invest their money in any EU Member State.

The liberalisation of capital markets has marked a crucial point in the process of economic and monetary integration in the EU. It was the first step towards the establishment of our European Economic and Monetary Union (EMU) and the common currency, the Euro.

Advantage

The principle of the free movement of capital not only increases the efficiency of financial markets within the Union, it also brings a series of advantages to EU citizens. Individuals can carry out a broad number of financial operations within the EU without major restrictions. For instance, individuals with few restrictions can

1. easily open a bank account,
2. buy shares
3. invest, or
4. purchase real estate

in another Member State. EU Companies can invest in, own and manage other European enterprises.

Exceptions

Certain exceptions to this principle apply both within the Member States and with third countries. They are mainly related to taxation, prudential supervision, public policy considerations, money laundering and financial sanctions agreed under the EU Common Foreign and Security Policy.

The European Commission is continuing to work on the completion of the free market for financial services, by implementing new strategies for financial integration in order to make it even easier for citizens and companies to manage their money within the EU.

Housing costs can vary in Sweden, depending on the standard and the geographical location. It is difficult to find housing in the larger cities, and prices are above the national average.

In large cities there are more homes to buy and very few to rent, which has resulted in high rental costs. You can find housing primarily via the internet on sites such as blocket.se. Depending on the kind of housing you choose (renting or buying), you can also contact local or regional property owners, both private and municipal. Some municipalities have their own housing agencies. If you wish to buy a home, there are websites such as Hemnet and Booli advertising many properties.

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You can find facts about childcare, primary and lower secondary schools, upper secondary schools and adult education on your municipality’s website, and on the Swedish National Agency for Education’s website (Utbildningsguiden). This contains information about all schools, preschools and after-school clubs, and information on how to apply for a place at a school, preschool or after-school club. Education in Sweden is compulsory and free of charge for all children aged 6 to 16.

The State also pays for the bulk of Swedish childcare services. Parents pay a fee relative to their joint income, up to a maximum amount. Pre-school (förskolan) is intended for children who have not yet started compulsory schooling, while care for school-age children in after-school clubs (fritidshem) is intended for children who have started school. Both of these types of organisation may be municipal or independent.

Information about universities and colleges available in Sweden can be found on the websites of the Swedish Council for Higher Education (Universitet och högskolerådet) at www.uhr.se and www.studera.nu.

Other study opportunities for adults include the University of Applied Sciences, which is a post-secondary education programme lasting about 2 years that combines theory with practice and is carried out in close cooperation with the world of work (www.myh.se), and adult education centres with courses at both upper secondary and post-secondary level (www.folkhogskola.nu).

The website of the Swedish Institute, www.studyinsweden.se, is designed for international students wishing to study in Sweden.

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The implementation of the principle of free movement of people, is one of the cornerstones of our European construction, has meant the introduction a series of practical rules to ensure that citizens can travel freely and easily to any Member State of the European Union. Travelling across the EU with one’s car has become a lot less problematic. The European Commission has set a series of common regulations governing the mutual recognition of driving licences, the validity of car insurance, and the possibility of registering your car in a host country.

Your driving licence in the EU

The EU has introduced a harmonised licence model and further minimum requirements for obtaining a licence. This should help to keep unsafe drivers off Europe's roads - wherever they take their driving test.

Since 19 January 2013, all driving licences issued by EU countries have the same look and feel. The licences are printed on a piece of plastic that has the size and shape of a credit card.

Harmonised administrative validity periods for the driving licence document have been introduced which are between 10 and 15 years for motorcycles and passenger cars. This enables the authorities to regularly update the driving licence document with new security features that will make it harder to forge or tamper ­- so unqualified or banned drivers will find it harder to fool the authorities, in their own country or elsewhere in the EU.

The new European driving licence is also protecting vulnerable road users by introducing progressive access for motorbikes and other powered two-wheelers. The "progressive access" system means that riders will need experience with a less powerful bike before they go on to bigger machines. Mopeds will also constitute a separate category called AM.

You must apply for a licence in the country where you usually or regularly live. As a general rule, it is the country where you live for at least 185 days each calendar year because of personal or work-related ties.

If you have personal/work-related ties in 2 or more EU countries, your place of usual residence is the place where you have personal ties, as long as you go back regularly. You don't need to meet this last condition if you are living in an EU country to carry out a task for a fixed period of time.

If you move to another EU country to go to college or university, your place of usual residence doesn't change. However, you can apply for a driving licence in your host country if you can prove you have been studying there for at least 6 months.

Registering your car in the host country

If you move permanently to another EU country and take your car with you, you should register your car and pay car-related taxes in your new country.

There are no common EU rules on vehicle registration and related taxes. Some countries have tax-exemption rules for vehicle registration when moving with the car from one country to another permanently.

To benefit from a tax exemption, you must check the applicable deadlines and conditions in the country you wish to move to.

Check the exact rules and deadlines with the national authorities: https://europa.eu/youreurope/citizens/vehicles/registration/registration-abroad/index_en.htm 

Car Insurance

EU citizens can insure their car in any EU country, as long as the chosen insurance company is licensed by the host national authority to issue the relevant insurance policies. A company based in another Member State is entitled sell a policy for compulsory civil liability only if certain conditions are met. Insurance will be valid throughout the Union, no matter where the accident takes place.

Taxation

Value Added Tax or VAT on motor vehicles is ordinarily paid in the country where the car is purchased, although under certain conditions, VAT is paid in the country of destination.
More information on the rules which apply when a vehicle is acquired in one EU Member State and is intended to be registered in another EU Member State is available on this link https://europa.eu/youreurope/citizens/vehicles/registration/taxes-abroad/index_en.htm.

Right of residence for up to 3 months

Under the Citizens’ Rights Directive, EU/EEA citizens can live in another EU Member State for up to 3 months without any requirements other than holding a valid identity card or passport. Corresponding rules apply for family members of EU/EEA nationals who are citizens of a third country and are accompanying or joining the EU/EEA citizen, provided that the family member who is a citizen of a third country has a valid passport.

Right of residence for more than 3 months

EU/EEA citizens are entitled to reside in another Member State for more than 3 months with a right of residence, provided that they meet a number of criteria. The Swedish Aliens Act defines ‘right of residence’ as the right of EU/EEA citizens and their family members to reside in Sweden for more than 3 months without a residence permit. The right of residence takes effect automatically as long as certain conditions are met, and applies for as long as these conditions are met. An EU/EEA national has a right of residence if they are an employee or a self-employed person in Sweden, or have come to Sweden to seek work and have a genuine possibility of obtaining employment, or are enrolled as a student at a recognised educational institution in Sweden and, according to an affirmation to this effect, have adequate assets to support themselves and their family members, and have comprehensive health insurance for themselves and their family members. An EU/EEA national also has a right of residence if they have adequate assets to support themselves and their family members and have comprehensive health insurance for themselves and their family members that is valid in Sweden.

An EU/EEA national who does not meet the requirements concerning right of residence must have a residence permit to reside in Sweden for more than 3 months.

Non-EU/EEA citizens must have a residence permit to reside in Sweden for more than 3 months. However, people who have a right of residence as family members of an EU/EEA citizen do not need a residence permit.

Nordic citizens are free to settle in Sweden. They do not need a residence permit.

If you are an EU/EEA citizen, remain in Sweden for 6 months or more and are in work, you must submit an application to the Swedish Tax Agency in respect of income tax deducted at source. The Swedish Tax Agency allocates you a coordination number in connection with your being registered for tax, if you are not or have not been registered in Sweden. Coordination numbers can be assigned at the request of a government authority or an individual education provider, but also at the request of the individual themselves if certain conditions are met.

If you intend to stay and work in Sweden for at least 1 year, you must apply to the Swedish Tax Agency (Skatteverket) for registration in the Population Register (notification of moving to Sweden). If the Swedish Tax Agency decides to enter you in the Population Register, you will be given a personal ID number. Your personal ID number/coordination number will be needed in many different situations in your contact with various authorities.

There is more information on moving to Sweden and the right of residence in Sweden on the Swedish Tax Agency’s website. See also ‘Moving to Sweden | Legal guidance | Swedish Tax Agency’ (Flytta till Sverige | Rättslig vägledning | Skatteverket) and on the Swedish Migration Agency’s website. There is more information on coordination numbers and social security numbers on the Swedish Tax Agency’s website.

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When you are planning to move to Sweden, start by finding out as much as possible about the country. This may concern schools, social insurance, housing, etc.

Prepare by learning the Swedish language, which is often required to get a job. For example, the Swedish Institute (Svenska institutet) offers courses in Swedish online and via an app.

Make sure that you have the following documents with you when you come to Sweden:

• Passport or national ID card which confirms your identity and nationality
• CV and certificates and testimonials to confirm your education and professional experience (preferably translated into Swedish)
• Documents that can confirm your family status, possibly a marriage certificate, a birth certificate
• Documents demonstrating that you have a right of residence in Sweden. There is more information at ‘Legal guidance’ (Rättslig vägledning) on the Swedish Tax Agency’s website.

Start looking for a job before you come to Sweden by searching for adverts on websites such as the EURES portal or Platsbanken, etc.

If you are entitled to unemployment benefit in your home country, you may be able to apply to export it to seek work in another country. In that case you should apply for a U2 certificate in your home country in order to finance your job search on the spot in Sweden for a limited period. In this case, you should register with the Swedish Public Employment Service within seven days of your arrival in Sweden.

When you settle in Sweden you must contact the following authorities:

• the Swedish Tax Agency to be placed on the national register and registered as a taxpayer.
• the Swedish Migration Agency, if you are an EU/EEA citizen and have a family member who is not an EU/EEA citizen and needs to apply for a residence permit or a permanent residence permit.
• Försäkringskassan (Swedish Social Insurance Agency) if you wish to apply for any benefits.

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Quality of work and employment - a vital issue, with a strong economic and humanitarian impact

Good working conditions are important for the well-being of European workers. They

• contribute to the physical and psychological welfare of Europeans, and
• contribute to the economic performance of the EU.

From a humanitarian point of view, the quality of working environment has a strong influence on the overall work and life satisfaction of European workers.

From an economic point of view, high-quality job conditions are a driving force of economic growth and a foundation for the competitive position of the European Union. A high level of work satisfaction is an important factor for achieving high productivity of the EU economy.

It is therefore a core issue for the European Union to promote the creation and maintenance of a sustainable and pleasant working environment – one that promotes health and well-being of European employees and creates a good balance between work and non-work time.

Improving working conditions in Europe: an important objective for the European Union.

Ensuring favourable working conditions for European citizens is a priority for the EU. The European Union is therefore working together with national governments to ensure a pleasant and secure workplace environment. Support to Member States is provided through:

• the exchange of experience between different countries and common actions
• the establishment of the minimum requirements on working conditions and health and safety at work, to be applied all over the European Union

Criteria for quality of work and employment

In order to achieve sustainable working conditions, it is important to determine the main characteristics of a favourable working environment and thus the criteria for the quality of working conditions.

The European Foundation for the Improvement of Living and Working Conditions (Eurofound) in Dublin, is an EU agency that provides information, advice and expertise on, as the name implies, living and working conditions. This agency has established several criteria for job and employment quality, which include:

• health and well-being at the workplace – this is a vital criteria, since good working conditions suppose the prevention of health problems at the work place, decreasing the exposure to risk and improving work organisation
• reconciliation of working and non-working life – citizens should be given the chance to find a balance between the time spent at work and at leisure
• skills development – a quality job is one that gives possibilities for training, improvement and career opportunities

The work of Eurofound contributes to the planning and design of better living and working conditions in Europe.

Health and safety at work

The European Commission has undertaken a wide scope of activities to promote a healthy working environment in the EU Member States. Amongst others, it developed a Community Strategy for Health and Safety at Work for the period 2021-2027. This strategy was set up with the help of national authorities, social partners and NGOs. It addresses the changing needs in worker’s protection brought by the digital and green transitions, new forms of work and the COVID-19 pandemic. At the same time, the framework will continue to address traditional occupational safety and health risks, such as risks of accidents at work or exposure to hazardous chemicals.

The Community policy on health and safety at work aims at a long-lasting improvement of well-being of EU workers. It takes into account the physical, moral and social dimensions of working conditions, as well as the new challenges brought up by the enlargement of the European Union towards countries from Central and Eastern Europe. The introduction of EU standards for health and safety at the workplace, has contributed a lot to the improvement of the situation of workers in these countries.

Improving working conditions by setting minimum requirements common to all EU countries

Improving living and working conditions in the EU Member States depends largely on the establishment of common labour standards. EU labour laws and regulations have set the minimum requirements for a sustainable working environment and are now applied in all Member States. The improvement of these standards has strengthened workers’ rights and is one of the main achievements of the EU’s social policy.

The importance of transparency and mutual recognition of diplomas as a crucial complement to the free movement of workers

The possibility of obtaining recognition of one’s qualifications and competences can play a vital role in the decision to take up work in another EU country. It is therefore necessary to develop a European system that will guarantee the mutual acceptance of professional competences in different Member States. Only such a system will ensure that a lack of recognition of professional qualifications will not become an obstacle to workers’ mobility within the EU.

Main principles for the recognition of professional qualifications in the EU

As a basic principle, any EU citizen should be able to freely practice their profession in any Member State. Unfortunately the practical implementation of this principle is often hindered by national requirements for access to certain professions in the host country.

For the purpose of overcoming these differences, the EU has set up a system for the recognition of professional qualifications. Within the terms of this system, a distinction is made between regulated professions (professions for which certain qualifications are legally required) and professions that are not legally regulated in the host Member State.

Steps towards a transparency of qualifications in Europe

The European Union has taken important steps towards the objective of achieving transparency of qualifications in Europe:

• An increased co-operation in vocational education and training, with the intention to combine all instruments for transparency of certificates and diplomas, in one single, user-friendly tool. This includes, for example, the European CV or Europass Trainings.
• The development of concrete actions in the field of recognition and quality in vocational education and training.

Going beyond the differences in education and training systems throughout the EU

Education and training systems in the EU Member States still show substantial differences. The last enlargements of the EU, with different educational traditions, have further increased this diversity. This calls for a need to set up common rules to guarantee recognition of competences.

In order to overcome this diversity of national qualification standards, educational methods and training structures, the European Commission has put forward a series of instruments, aimed at ensuring better transparency and recognition of qualifications both for academic and professional purposes.

1. The European Qualifications Framework

The European Qualifications Framework is a key priority for the European Commission in the process of recognition of professional competences. The main objective of the framework is to create links between the different national qualification systems and guarantee a smooth transfer and recognition of diplomas.

2. The National Academic Recognition Information Centres (NARICs)

A network of National Academic Recognition Information Centres was established in 1984 at the initiative of the European Commission. The NARICs provide advice on the academic recognition of periods of study abroad. Located in all EU Member States as well as in the countries of the European Economic Area, NARICs play a vital role the process of recognition of qualifications in the EU.

3. The European Credit Transfer System (ECTS)

The European Credit Transfer System aims at facilitating the recognition of periods of study abroad. Introduced in 1989, it functions by describing an education programme and attaching credits to its components. It is a key complement to the highly acclaimed student mobility programme Erasmus.

4. Europass

Europass is an instrument for ensuring the transparency of professional skills. It is composed of five standardised documents

• a CV (Curriculum Vitae),
• a cover letter editor,
• certificate supplements,
• diploma supplements, and
• a Europass-Mobility document.

The Europass system makes skills and qualifications clearly and easily understood in the different parts of Europe. In every country of the European Union and the European Economic Area, national Europass centres have been established as the primary contact points for people seeking for information about the Europass system.

Employment

Swedish labour-law legislation is a general framework. Through negotiations between the social partners, employers and workers’ organisations agree on the conditions of the labour market. Employment and wage conditions are largely governed by collective agreements, which expand on and are based on the legislation. In many cases the conditions are better, but never worse, in collective agreements. The trade unions therefore have a strong position in the labour market. They can provide further information and advice with regard to terms and conditions of employment within different sectors.

The different forms of employment are regulated in the Employment Protection Act (1982:80). A position may be either indefinite or for a certain period of time, e.g. a temporary replacement position or for a specific project. The type of position should be made clear in the letter of appointment.

A probation period of up to 6 months is permitted by law. A probation period may be terminated without there being any objective reason for doing so. If employment is not terminated within the probation period, the position becomes permanent.

Staffing agencies essentially have the same forms of employment as other employers, which means that you can be employed either indefinitely or for a fixed period.

There are no special provisions governing part-time employment. Part-time contracts are subject to the same rules as other types of employment contract, and in principle, part-time employees have the same rights and obligations as other employees. 

Seasonal work

Seasonal employment is time-limited employment where changes in the natural environment require a person to be employed during a certain season. Seasonal work is common in sectors such as agriculture, forestry and tourism.

Seasonal work is considered regular employment under the Employment Protection Act. The detailed conditions are regulated in collective agreements for each sector.

Citizens of countries outside the EU/EEA and Switzerland need a residence permit to perform seasonal work in Sweden. Both a residence permit and a work permit are required for periods of work lasting more than 90 days. More information can be found on the Swedish Migration Agency’s website.

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A contract of employment may be verbal or written. It is always recommended to ask employers for written confirmation of employment.

An employer must inform the employee in writing of the terms of employment if the employee so requests. This must be done within 1 month of the first day of employment and include the following information:

• the names and addresses of the employer and employee, the first day of employment and the name of the place of work;
• the employee’s duties and job title;
• whether the position is temporary or permanent;
• the notice period or the date on which the contract ends;
• the pay and payment procedures;
• the hours of work and paid holidays;
• any applicable collective agreement; and
• conditions for working abroad if the employee is to work abroad for more than 1 month.

The employer must give the employee 1 month’s notice of any changes in the above terms.

Termination

The employee may resign from their employment. The employment is then terminated after a notice period that is usually 1 or 2 months. The employer can only terminate an open-ended contract if there are objective grounds for the dismissal. Objective grounds are personal reasons or lack of work. If the employer wants to dismiss you, you can seek trade union advice. You need to be a member of a trade union to get their help.

The notice period may vary depending on length of service and age. It is mainly regulated by the Employment Protection Act, but there may be exceptions in collective agreements. Fixed-term employment contracts end automatically at the specified time, without the employer having to terminate the contract.

A probation period may be terminated upon completion of the agreed period without there being any particular grounds for dismissal. A probation period may also be terminated by either party before the agreed date providing 14 days’ notice is given.

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People with disabilities

There is legislation that protects against discrimination on various grounds that covers, among others, people with disabilities. The Equality Ombudsman (DO) is the authority responsible for these matters.

Young people

Minors may not enter into contracts of employment or start work until the calendar year in which they reach the age of 16. They must also have completed their compulsory schooling. Minors from the age of 13 may, however, undertake light work that is not harmful to their health, development or education. A minor who has not yet reached the age of 13 may not be given work.

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Advice on starting up your own business can be provided by the Swedish Agency for Economic and Regional Growth (Tillväxtverket), Almi and IFS (Internationella företagarföreningen i Sverige - the International Entrepreneur Association). There are also various interest and industry organisations that you can contact. In addition, most municipalities also provide a start-up service through ‘näringslivskontor’ (trade and industry offices). Verksamt.se is a collective webpage providing information from various authorities on how to start your own business in Sweden.

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There is no statutory minimum wage, but some collective agreements include a minimum agreed wage.

Workers covered by collective agreements are often paid hourly rates that are governed by the collective agreement, but there are exceptions.

Pay levels are set individually across a large part of the labour market. This means that new employees are expected to negotiate their own starting salary. Those who are members of a trade union can obtain help and advice in connection with pay negotiations.

Pay is reviewed annually.

Employers must deduct tax at source. The employer will pay the employee’s social security contributions and make tax deductions each month. Employees are entitled to receive a written salary statement showing their salary and the deductions made.

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Normal working hours in Sweden are a maximum of 40 hours a week.

Overtime is limited to 48 hours over a four-week period, or 50 hours over a period of 1 month. Total overtime may not exceed 200 hours in any 12-month period.

Weekly rest must be scheduled for the weekend (Saturday-Sunday). However, there are many exceptions, such as shift workers and employees in certain sectors such as transport, commerce, tourism and public services. Employers are obliged to ensure that working time rules are respected.

Many collective agreements contain specific rules on working time.

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All employees are entitled to at least 25 days’ paid leave (i.e. 5 weeks’ holiday) per year. Under certain collective agreements, employees may even be entitled to more days of paid leave. New employees who have not yet earned full holiday entitlement may be granted paid leave in advance.

Employees are entitled to at least 4 weeks’ continuous leave in the period from June to August, unless otherwise stipulated in collective agreements. Employees on certain kinds of leave, in particular sick leave and parental leave, continue to be entitled to paid holiday leave.

Parents are always entitled to take parental leave until the child reaches the age of 8, but must notify their employer of this no later than 2 months in advance. Pregnant women can begin their parental leave 60 days before the calculated due date. A parent or, in certain cases, another person is entitled to be on full leave from work up to and including when the child is 18 months old. If the parent or other person is claiming parental benefit, they are further entitled to parental leave beyond that period.

The other parent or person is entitled to 10 days’ paid leave on the occasion of a child’s birth.

A parent or, in certain cases, another person who needs to stay at home from work to look after a sick child is entitled to take leave and receive temporary parental benefit. This allowance is generally available until the child reaches the age of 12. However, in some special cases, it may also be paid for children over 12.

Other leave

It may be possible to take leave in connection with studying or starting your own business. Some collective agreements allow leave for family reasons (death, moving house, etc.).

Public holidays

New Year’s Day, Epiphany (6 January), Good Friday, Easter Monday, 1 May, Ascension Day, Sweden’s National Day (6 June), Midsummer’s Day, All Saints’ Day, Christmas Day, Boxing Day are public holidays when many workplaces are closed.

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A fixed-term contract ends when the contract expires. In some cases, the employee can terminate a fixed-term contract early, but always check if this is possible before giving notice! The employee can always resign from their permanent employment subject to a notice period.

A probation period can be terminated at any time during the probation period. If the probation period is not terminated, it becomes an open-ended contract at the end of the probation period.

Termination

Employers must have valid reasons for their dismissal, or objective grounds as they are called by law under the Employment Protection Act, in order to terminate an open-ended employment contract. Objective grounds are lack of work, such as poor profitability, or personal reasons such as misconduct.

An employer will not be considered to have grounds for dismissal if the employee can reasonably be transferred to another job. If an employer wishes to terminate an employment contract of indefinite duration, this must be notified in writing. The termination letter must contain information on how the employee can contest the termination of the contract. The letter of termination must either be handed to the employee personally or sent by registered mail.

An employee who wishes to terminate the employment contract must do so with at least 1 month’s notice, but the notice period may be longer depending on the length of service with the employer and in some collective agreements. The employee is obliged to work during the notice period unless otherwise agreed.

In the event of serious misconduct, the employer may dismiss the employee and their employment will be terminated immediately.

If a job is terminated, the unemployed person may receive compensation. To be eligible for such compensation, you must have worked in Sweden for a certain period of time. To be entitled to compensation, you must be a member of one of the unemployment funds. If you are not a member, only a very low level of compensation is paid. In order to receive compensation, you must register as a job-seeker with the Swedish Public Employment Service and actively seek work.

Retirement

There is no fixed retirement age, but it is common to retire at 65. An employee can choose to retire from the age of 63. There is no upper limit to how long a person can work before retiring. However, an employee who has reached the age of 68 can be dismissed without the employer needing to have a valid reason.

Employees aged 19-64 who cannot work because of disability or illness may be entitled to activity compensation.

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In Sweden, membership of trade unions has traditionally been high. Around 70% of all employees are members of a trade union. There is no great difference between the figures for women and men.

Trade unions have far-reaching rights with regard to information and negotiation. For example, a trade union has the right to negotiate with the employer on all aspects of the relationship between the employer and any of the union’s members who are or have been employed by the employer. Trade unions negotiate pay and other conditions.

Sweden’s three central organisations are LO, TCO and SACO:

• Landsorganisationen i Sverige (LO) (Swedish Trade Union Confederation) is a confederation of 14 national trade unions for blue-collar workers.
• Tjänstemännens Centralorganisation (TCO) (Swedish Confederation for Professional Employees) is a confederation of 13 trade unions for white-collar workers.
• Sveriges Akademikers Centralorganisation (SACO) (Swedish Confederation of Professional Associations) is a confederation of 21 trade unions for graduate professionals.

Each central organisation organises a number of trade unions. They are the ones you should turn to for answers to questions about conditions and pay. To be able to get help from a union, you must be a member.

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The Swedish labour market is characterised by negotiations between the social partners, who negotiate collective agreements on pay and other conditions. The laws that exist are not very detailed and set a minimum level. There is an embargo on strikes and lockouts between employers who have signed collective agreements and employees. Only when there is a lack of agreement can the social partners take industrial action such as strikes and lockouts.

An employee cannot be punished or dismissed for having joined a trade union or participated in a lawful strike. By international standards, conflicts in the Swedish labour market are low.

Employees involved in a labour dispute who are members of a trade union are entitled to assistance from their trade union. In any legal proceedings, trade unions can often assist members who are involved in labour disputes or subject to disciplinary measures by the employer.

Most collective agreements contain a provision on how to deal with a possible dispute. Most disputes are resolved through negotiation and very few go to court.

The term Vocational Education and Training refers to practical activities and courses related to a specific occupation or vocation, aimed at preparing participants for their future careers. Vocational training is an essential means to achieve professional recognition and improve chances to get a job. It is therefore vital that vocational training systems in Europe respond to the needs of citizens and the labour market in order to facilitate access to employment.

Vocational education and training has been an essential part of EU policy since the very establishment of the European Community. It is also a crucial element of the so-called EU Lisbon Strategy, which aims at transforming Europe into the world’s most competitive and dynamic knowledge-based society. In 2002 the European Council reaffirmed this vital role, and established yet another ambitious goal – to make European education and training renowned globally by the year 2010 – by championing a number of world-class initiatives, and in particular by strengthening cooperation in the area of vocational training.

On 24 November 2020, the Council of the European Union adopted a Recommendation on vocational education and training for sustainable competitiveness, social fairness and resilience.

The Recommendation defines key principles for ensuring that vocational education and training is agile in that it adapts swiftly to labour market needs and provides quality learning opportunities for young people and adults alike.

It places a strong focus on the increased flexibility of vocational education and training, reinforced opportunities for work-based learning, apprenticeships and improved quality assurance.

The Recommendation also replaces the EQAVET – European Quality Assurance in Vocational Education and Training – Recommendation and includes an updated EQAVET Framework with quality indicators and descriptors. It repeals the former ECVET Recommendation.

To promote these reforms, the Commission supports Centres of Vocational Excellence (CoVEs) which bring together local partners to develop ‘skills ecosystems'. Skills ecosystems will contribute to regional, economic and social development, innovation and smart specialisation strategies.

Erasmus+

Erasmus+ is the EU's programme to support education, training, youth and sport in Europe.

It has an estimated budget of €26.2 billion. This is nearly double the funding compared to its predecessor programme (2014-2020).

The 2021-2027 programme places a strong focus on social inclusion, the green and digital transitions, and promoting young people’s participation in democratic life.

It supports priorities and activities set out in the European Education Area, Digital Education Action Plan and the European Skills Agenda. The programme also

• supports the European Pillar of Social Rights
• implements the EU Youth Strategy 2019-2027
• develops the European dimension in sport

Who can take part? Find out here.

Adult Education and Lifelong Learning in Europe

Lifelong learning is a process that involves all forms of education – formal, informal and non-formal – and lasts from the pre-school period until after retirement. It is meant to enable people to develop and maintain key competencies throughout their life as well as to empower citizens to move freely between jobs, regions and countries. Lifelong learning is also a core element of the previously mentioned Lisbon Strategy, as it is crucial for self-development and the raising of competitiveness and employability. The EU has adopted several instruments for the promotion of adult education in Europe.

A European area of lifelong learning

In order to make lifelong learning a reality in Europe, the European Commission has set itself the objective of creating a European Area of Lifelong Learning. In this context, the Commission focuses on identifying the needs of both learners and the labour market in order to make education more accessible and subsequently create partnerships between public administrations, suppliers of educational services and civil society.

This EU initiative is based on the objective of providing basic skills – by strengthening counselling and information services at a European level, and by recognising all forms of learning, including formal education and informal and non-formal training.

EU organisations promoting vocational education in Europe

With the objective of facilitating cooperation and exchange in the field of vocational training, the EU has set up specialised bodies working in the field of VOCATIONAL TRAINING.

The European Centre for Vocational Training (CEDEFOP / Centre Européen pour le Développement de la Formation Professionnelle) was created in 1975 as a specialised EU agency for the promotion and development of vocational education and training in Europe. Based in Thessaloniki, Greece, it carries out research and analysis on vocational training and disseminates its expertise to various European partners, such as related research institutions, universities or training facilities.

The European Training Foundation was established in 1995 and works in close collaboration with CEDEFOP. Its mission is to support partner countries (from outside the EU) to modernise and develop their systems for vocational training.

Quality of life – on top of the EU social policy agenda

Favourable living conditions depend on a wide range of factors, such as quality healthcare services, education and training opportunities or good transport facilities, just to name a few aspects affecting citizens’ everyday life and work. The European Union has set for itself the aim to constantly improve the quality of life in all its Member States, and to take into account the new challenges of contemporary Europe, such as socially exclude people or an aging population.

Employment in Europe

Improving employment opportunities in Europe is a key priority for the European Commission. With the prospect of tackling the problem of unemployment and increasing the mobility between jobs and regions, a wide variety of initiatives at EU level are being developed and implemented to support the European Employment strategy. These include the European Employment Services network (EURES) and the EU Skills Panorama.

Health and healthcare in the European Union

Health is a cherished value, influencing people’s daily lives and therefore an important priority for all Europeans. A healthy environment is crucial for our individual and professional development, and EU citizens are ever more demanding about health and safety at work and the provision of high quality healthcare services. They require quick and easy access to medical treatment when travelling across the European Union. EU health policies are aimed at responding to these needs.

The European Commission has developed a coordinated approach to health policy, putting into practice a series of initiatives that complement the actions of national public authorities. The Union’s common actions and objectives are included in EU health programmes and strategies.

The current EU4Health Programme (2021-2027) is the EU’s ambitious response to COVID-19. The pandemic has a major impact on patients, medical and healthcare staff, and health systems in Europe. The new EU4Health programme will go beyond crisis response to address healthcare systems’ resilience. 

EU4Health, established by Regulation (EU) 2021/522, will provide funding to eligible entities, health organisations and NGOs from EU countries, or non-EU countries associated to the programme.

With EU4Health, the EU will invest €5.3 billion in current prices in actions with an EU added value, complementing EU countries’ policies and pursuing one or several of EU4Health´s objectives:

1. To improve and foster health in the Union
   • disease prevention & health promotion
   • international health initiatives & cooperation
2. To tackle cross-border health threats
   • prevention, preparedness & response to cross-border health threats
   • complementing national stockpiling of essential crisis-relevant products
   • establishing a reserve of medical, healthcare & support staff 
3. To improve medicinal products, medical devices and crisis-relevant products
   • making medicinal products, medical devices and crisis-relevant products available and affordable
4. To strengthen health systems, their resilience and resource efficiency
   • strengthening health data, digital tools & services, digital transformation of healthcare
   • improving access to healthcare
   • developing and implementing EU health legislation and evidence-based decision making 
   • integrated work among national health systems

Education in the EU

Education in Europe has both deep roots and great diversity. Already in 1976, education ministers decided to set up an information network to better understand educational policies and systems in the then nine-nation European Community. This reflected the principle that the particular character of an educational system in any one Member State ought to be fully respected, while coordinated interaction between education, training and employment systems should be improved. Eurydice, the information network on education in Europe, was formally launched in 1980.

In 1986, attention turned from information exchanges to student exchanges with the launch of the Erasmus programme, now grown into the Erasmus+programme, often cited as one of the most successful initiatives of the EU.

Transport in the EU

Transport was one of the first common policies of the then European Community. Since 1958, when the Treaty of Rome entered into force, the EU’s transport policy has focused on removing border obstacles between Member States, thereby enabling people and goods to move quickly, efficiently and cheaply.

This principle is closely connected to the EU’s central goal of a dynamic economy and cohesive society. The transport sector generates 10% of EU wealth measured by gross domestic product (GDP), equivalent to about one trillion Euros a year. It also provides more than ten million jobs.

The Schengen area

The Schengen Convention, in effect since March 1995, abolished border controls within the area of the signatory States and created a single external frontier, where checks have to be carried out in accordance with a common set of rules.

Today, the Schengen Area encompasses most EU countries, except for Bulgaria, Croatia, Cyprus, Ireland and Romania. However, Bulgaria, Croatia and Romania are currently in the process of joining the Schengen Area and already applying the Schengen acquis to a large extent. Additionally, also the non-EU States Iceland, Norway, Switzerland and Liechtenstein have joined the Schengen Area.

Air transport

The creation of a single European market in air transport has meant lower fares and a wider choice of carriers and services for passengers. The EU has also created a set of rights to ensure air passengers are treated fairly.

Air passenger rights

As an air passenger, you have certain rights when it comes to information about flights and reservations, damage to baggage, delays and cancellations, denied boarding, compensation in the case of accident or difficulties with package holidays. These rights apply to scheduled and chartered flights, both domestic and international, from an EU airport or to an EU airport from one outside the EU, when operated by an EU airline.

Rail transport

Over the last 25 years the Commission has been very active in proposing restructuring the European rail transport market and in order to strengthen the position of railways vis-à-vis other transport modes. The Commission's efforts have concentrated on three major areas which are all crucial for developing a strong and competitive rail transport industry:

1. opening the rail transport market to competition,
2. improving the interoperability and safety of national networks and
3. developing rail transport infrastructure.

Sweden is a constitutional monarchy with a parliamentary form of government. A king or queen is the head of state, but it is the Riksdag and the government that hold the power. The head of state essentially has a representative function. The Riksdag is elected directly by the people every 4 years. The following eight parties sit in the Riksdag in the 2022-2026 parliamentary term: Socialdemokraterna (the Social Democrats), Moderaterna (the Moderates), Sverigedemokraterna (the Sweden Democrats), Centerpartiet (the Centre Party), Vänsterpartiet (the Left Party), Kristdemokraterna (the Christian Democrats), Liberalerna (the Liberals) and Miljöpartiet (the Green Party). Sweden has universal suffrage from the age of 18. Voter turnout in parliamentary elections is traditionally very high. The turnout was around 84% in the 2022 election.

The Riksdag elects a prime minister, who is responsible for forming a government and appoints the ministers to be included in that government. The government governs Sweden by implementing the parliament’s decisions and initiating new laws or amendments to existing law. The Riksdag makes decisions and monitors the government. The Instrument of Government, which is one of Sweden’s four fundamental laws, lays down how Sweden is to be governed. The other fundamental laws are the Freedom of the Press Act, the Law on Freedom of Expression and the Act of Succession.

Sweden has a state police and a judiciary consisting of district courts (local level), courts of appeal (regional level) and the Supreme Court (national level).

For tax and administrative matters there are administrative courts, administrative courts of appeal and the Supreme Administrative Court, which, like the Supreme Court, is the highest authority.

For citizens there are ‘ombudsmen’, such as the Equality Ombudsman (DO) and the Justice Ombudsman (JO), to safeguard the legal security of citizens.

The Swedish Public Employment Service is the public employment authority in Sweden. The authority implements the Riksdag’s and the government’s goals for labour market policy, and helps both jobseekers find jobs and companies find the right skills. The main employment office is located in Stockholm. The organisation is headed by a director general.

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The average salary for all occupations in 2021 was SEK 37 100 per month before tax. Pay levels are generally higher in the private sector than in the public sector, although this varies widely depending on the job. Senior managers in the field of banking, finance and insurance received the highest average salary, of SEK 144 900 per month before tax. The lowest paid profession was market researchers and interviewers, with an average salary of SEK 22 600 per month before tax.

Women earn on average 90% of what men earn, i.e. there is a difference in earnings of 10%. Part of this difference is on account of women and men working in different occupations, working in different parts of the labour market or having different qualifications and working hours.

The Swedish National Mediation Office (Medlingsinstitutet) is responsible for the official public statistics on wages and salaries in Sweden.

The Swedish tax system consists of a number of direct and indirect taxes and charges. The most important direct taxes are state and municipal income tax. The most important indirect taxes are VAT and excise duties on certain products, such as alcohol and tobacco. Almost all goods and services are subject to VAT, and the rate of VAT is normally 25% of the price. VAT rates of 12% and 6% also exist. For example, 12% is charged on food and 6% on passenger transport.

Income below SEK 20 431 per year (2022) is non-taxable.

The majority of the income tax paid by natural persons goes to the municipalities. If your taxable income exceeds SEK 540 700 per year (2022), you pay national income tax at a rate of 20% on the amount in excess of this.

Social insurance contributions are paid by the employer via employers’ contributions. There are therefore no additional deductions from wages.

Income tax is also paid on unemployment benefits, sick pay, pensions and similar sources of income.

Both natural and legal persons must an income tax return with the Swedish Tax Agency (‘Skatteverket’) each year, usually around 2 May.

Your income minus basic deductions and deductions for various costs makes up your taxable income.

If you live abroad and reside in Sweden for less than 6 months, you must pay a special income tax, called SINK, which is 25%. SINK is a definitive withholding tax on employment income, and you therefore do not need to submit income tax returns for such income. Contact the Swedish Tax Agency for more details.

There is more information on taxes in Sweden at www.skatteverket.se

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The monthly cost of living for a person living alone, excluding apartment rent or equivalent housing costs, was SEK 11 480 per month in January 2022, based on calculations performed by Swedbank. These costs relate to necessary basic consumption of food, clothing, hygiene, healthcare, sports, cars, leisure activities, local travel, insurance, electricity, telephone, etc. They do not include costs such as accommodation, holidays, spectacles or new purchases such as curtains, computers or televisions.

Consumers can obtain guidance, advice and information on private finance, household budgets and rights when purchasing goods and services, etc. on the Swedish Consumer Agency website.

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Renting

The possibility of finding apartments to rent varies greatly from municipality to municipality. In urban areas there is a lower proportion of apartments to rent, and rents there are significantly above the national average. 

The average rent for an apartment of 70 m² in 2022 was around SEK 7 222 per month. White goods, heating and water are usually included in the rent.

Buying

The national average price for a detached house was SEK 3 699 000 (March 2023). Prices in Stockholm were about twice as high.

Bostadsrätt (tenant ownership rights)

A tenant-owners’ housing association is a cooperative association whose members jointly own and manage houses, land and communal areas. When you buy a tenant-owners’ housing association apartment, once approved you become a member of the tenant-owners’ housing association. You pay a capital contribution to the seller and a monthly fee to the association to cover communal operating and maintenance costs.

The average price in Sweden for tenant ownership was SEK 45 900 per square metre (March 2023). There are wide variations across the country, especially in urban areas, where prices are higher.

Local and national newspapers, as well as various websites such as Hemnet, for example, have adverts for housing to rent or buy. The municipalities often have information about rented housing on their websites.

Interest costs on housing loans are deductible and provide a reduction in tax; see the Swedish Tax Agency’s website for more information.

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Everybody resident in Sweden is covered by the national health insurance system. The authorities responsible for public healthcare are the county councils/regions and the municipalities. The Swedish Social Insurance Agency (Försäkringskassan) administers state benefits relating to dental care.

The health insurance system covers most of the costs of visits to doctors, hospitalisation and laboratory fees. Maternity care and paediatric care are free of charge.

Medical care and hospitalisation are covered by a patient fee. The size of this fee is determined regionally and may vary depending on the medical service provided and between regions. EU/EEA/Swiss/British citizens, as well as citizens of third countries in some cases, who work in Sweden are entitled to dental care and healthcare in Sweden on the same terms as those who are resident in Sweden.

Doctors

In case of illness, you contact a health centre when you need to see a doctor or district nurse.

In 2023, the patient fee varies between SEK 100 and SEK 400, although the maximum payable for outpatient care per year is SEK 1 300. You can also make an appointment with a private practitioner. Please note that not all private practitioners have healthcare provision agreements with regional councils, which means that a visit to these doctors is considerably more expensive than a visit to a doctor who has signed up to a provision scheme.

Hospitals

If you are seriously ill, or become ill suddenly, you can go to the hospital’s emergency department. Call Sjukvårdsupplysningen (the Health Information service) on 1177 first, and ask for advice. A referral to a specialist or a hospital is made by a doctor working in primary healthcare or in the accident and emergency department. The patient fee when you are admitted to hospital is SEK 120 per day at most.

Medicines

Medicines are purchased at pharmacies. When you buy prescription medicines you pay a discounted price. Maximum cost protection means that you pay no more than SEK 2 600 a year. Certain non-prescription medicines are sold by shops other than pharmacies. Prescription medicines for children under the age of 18 are free of charge.

Dentists

Dental care is free for children and young people up to the year in which they reach the age of 24, after which a fee is payable for all or some of their dental care. There is maximum cost protection.

Public dental care is available at ‘Folktandvården’ (Swedish Public Dental Care). It is, however, just as common for adults to visit a private dentist who is affiliated to the public system.

Emergencies

In emergencies, ring 112. The same number is used throughout the country and is valid for the ambulance, fire and police services, and for poison information and dentists on call.

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Swedish schooling consists of 10 years’ compulsory primary schooling, which starts at the age of 6 with the preschool class. This is followed by an optional 3 years at upper secondary school. Most pupils from primary and lower secondary school continue to upper secondary school. There are university-preparation programmes and vocational programmes.

Compulsory primary and lower secondary schools and upper secondary schools are usually operated by municipalities, but are subject to national curricula and government supervision. There are also a growing number of schools that are funded from the public purse.

International schools

There are a number of international schools offering tuition in languages other than Swedish. International schools are run in accordance with the curriculum of another country or an international curriculum. There are also schools that teach through the medium of English but follow the Swedish curriculum.

Higher education

Applicants to university or college are normally required to have completed upper secondary school education in Sweden or abroad.

Most universities and colleges in Sweden are operated by the State. There are universities and colleges in more than twenty locations around the country. It costs nothing for EU/EEA/Swiss citizens to study at Swedish universities and colleges, apart from a small registration fee. You must buy or borrow your own course literature. Many students receive state student grants and take out state student loans to support themselves during their studies. This student financial support is administered by the Swedish Board of Student Finance (CSN).

Adult education

Adult education is arranged by Sweden’s municipalities. Through adult education you can study Swedish for migrants (SFI), take courses equivalent to lower secondary and upper secondary school, study for upper secondary examinations, and complete qualifications that entitle you to further study. It is also possible to undertake vocational training. The teaching is free of charge, but a fee for teaching materials may be payable.

Folkhögskolor’ (folk high schools)

A specifically Scandinavian form of adult education is the ‘folkhögskola’ (folk high school), which is often run as a boarding school. The schools are owned by county councils or non-profit organisations such as trade unions, churches or temperance societies. They set their own curricula and can offer a wide range of theoretical courses, artistic subjects, international affairs and environmental protection.

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Sweden has traditionally been regarded as a Christian country, belonging to the Evangelical-Lutheran faith, but today it is more of a secular country. Many public holidays and traditions therefore have Christian roots. Other traditions are linked to the seasons.

Leisure activities in the countryside are important for most Swedes, and ‘allemansrätten’ (the right of public access) entitles you to access forests and land. The Swedish Environmental Protection Agency (Naturvårdsverket) has more information about what you may and may not do on other people’s land.

Popular sports include football, handball, ice hockey, gymnastics, riding, tennis, floorball, skiing and golf.

All Swedish municipalities have public libraries with trained librarians. It costs nothing to borrow books, films or music.

Workplaces in Sweden generally have relatively horizontal organisations, with an emphasis on all employees taking their own responsibility and initiative. Workplaces usually try to have as few decision-making levels as possible. In the vast majority of cases, people address each other as ‘du’ (the familiar form of ‘you’) and use first names, and this also has an influence on management/staff relations.

The drive to achieve equality between the genders is important in Swedish society.

The Swedish Institute has comprehensive information on Swedish culture and society on Sweden’s official website sweden.se. The authority also publishes printed material about Sweden.

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Childbirth

Most children are born in hospitals. Within 3 months of the birth, the parents must apply for the child’s name to the Swedish Tax Agency (Skatteverket).

Marriage

To marry, you must be at least 18 years old. The wedding may be religious or civil. Many couples live together in a ‘samboförhållande’ (cohabitation). A law, ‘sambolagen’ (the Swedish Cohabitation Act), governs questions concerning children and joint property. Cohabitees do not inherit from one another. Since 1 May 2009, same-sex marriage has also been permitted.

Divorce

If both spouses want a divorce, the divorce is granted directly. If only one of the spouses wants a divorce, or if there are any children under the age of 16, there must be a period of reflection of at least 6 months.

Death

When someone dies in Sweden, a doctor must issue proof of death and a certificate of the cause of death. Undertakers (-begravningsbyråer’) can offer advice and arrange both religious and civil funeral services. They operate on a commercial basis.

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Sweden has good roads and an extensive network of air, rail and bus links. Most regions have a well-developed public transport system that makes it possible to travel by bus or train. In most large cities and in many smaller towns there are smooth-functioning public transport services. You can often get discounts by buying monthly passes or multi-journey tickets on local or regional buses or trains.

Stockholm and Gothenburg have introduced a ‘trängselskatt’ (congestion charge) for road traffic. The aim is to reduce congestion and improve the environment. Otherwise, use of the Swedish road network is free of charge, with some exceptions, such as the Öresund Bridge between Denmark and Sweden, and the Svinesund Bridge between Sweden and Norway, which are subject to a fee.

Many of Sweden’s towns and cities have rail links. Most trains are also accessible to wheelchair users. There are both public and private bus networks. The price of a journey varies depending on when and where you buy a ticket and how far you want to travel, etc. Things are often cheapest when booking a ticket over the internet.

You need to take a boat or ferry to reach certain islands off the coast of Sweden or in the lakes.

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