During the summer, many employers are looking for substitutes, seasonal workers or other employees who can support the business during the summer period. It is common for it to be an employee's first job and can therefore feel a little extra nervous.
Contracts can be entered into orally, in writing, or implicitly, where implicit means that the parties act as if an employment relationship exists, for example, the employee performs tasks and the employer pays wages. However, written agreements are always good for evidential purposes. Regardless of the form of agreement, you have the right to receive written information about the essential aspects of employment, such as tasks, employment form, working hours, salary, and notice period.
For summer jobs, there are different forms of employment. The main rule is indefinite and full-time unless otherwise agreed, so it is important to review the contract. You and the employer can agree on the level of employment and type of employment, such as fixed-term employment, temporary employment, or seasonal work. Unless otherwise agreed, agreements for fixed-term employment expire at a certain time. If the employment is not to be extended, you as an employee may be entitled to a written notice of this depending on your total length of employment with the company.
Another important thing to consider is that fixed-term employment and temporary employment can transition into permanent employment if the length of employment has been sufficiently long, recurring, or overlapping. You also have the right to receive information about job vacancies at the company, for example, through public announcement in the workplace.
As a summer employee, you have the same rights to wages, sick pay, rest periods, breaks, and meals as other employees. You are entitled to a break at least every 5 hours and a minimum of 11 hours of rest between shifts within a 24-hour period, with some exceptions. The average working time can be 40 hours per week over a four-week period. You are entitled to paid breaks during the working day. As a minor, you are allowed to work a maximum of 8 hours per day, not after 8 pm and before 6 am, and you have the right to longer rest periods, with some exceptions again.
Otherwise, your employer can schedule your work hours based on the needs of the business, within the limits of the law. If you work for less than three months, holiday entitlement does not need to be included in the contract, but you are entitled to holiday pay.
The employer must also pay social security contributions if your annual salary exceeds SEK 1,000. The employer is also responsible for both the physical and psychosocial work environment. As an employee, you are required to follow instructions and safety regulations, as well as inform the employer of any risks or deficiencies in the work environment.
If you experience problems with the work environment, you must inform your employer or the safety representative, and the employer then has an obligation to address the problem. If you have other problems, such as missed breaks, unpaid wages, or harassment from your boss, you should not tolerate this. Contact your employer, the union, or a lawyer for assistance. We at aLex are happy to help you with any questions or problems!
When hiring for summer jobs, the question arises of how the employment relationship should be regulated. Contracts can be entered into orally, in writing, or implicitly, but a written agreement is recommended for evidential purposes. Regardless, you are obligated to provide written information about the essential aspects of employment, such as information about the employee and the company, tasks, employment form, working hours, salary, and notice period.
The main rule in Swedish legislation is that a position is indefinite and full-time, making it important to clearly specify if something else is to apply. You can agree on the level of employment and a time-limited employment such as fixed-term employment, temporary employment, or seasonal work. A temporary position should be linked to a vacant position, and seasonal work to work that is only carried out during a certain time of the year. Unless otherwise agreed, fixed-term contracts expire at a certain time. Upon termination, you may need to provide a written notice depending on the employee's length of employment.
However, it is important to note that fixed-term employment and temporary employment can transition into permanent employment if they are sufficiently long, recurring, or overlapping. You also have an obligation to inform fixed-term employees about advertised positions, for example, by making them publicly available in the workplace.
What obligations do you have towards summer employees?
As an employer, you must provide wages, sick pay, rest periods, breaks, and meals to summer employees, just like other employees. A summer employee is entitled to a break at least every 5 hours and a minimum of 11 hours of rest between shifts, with some exceptions. The statutory working time is an average of 40 hours per week over a four-week period. Summer employees, like other employees, are also entitled to breaks during paid working time. As a general rule, a minor employee may work a maximum of 8 hours per day, not after 8 pm and before 6 am, and is entitled to longer rest periods.
Otherwise, as an employer, you have the right to schedule summer employees' work hours in the same way as other employees within the limits set by the law. You are not required to include in the employment contract that a fixed-term employee is entitled to a holiday if the employee is intended to work for and works for less than three months. However, the employee is entitled to holiday pay in such cases.
You must pay employer social security contributions if the expected salary exceeds SEK 1,000 per year. You are also responsible for both the physical and psychosocial work environment.
