What is a bridge day?

A bridge day is defined as a working day that falls between two days off, such as the day after Ascension Day, which always falls on a Friday. The possibility of taking time off on such days is usually regulated in collective agreements or local agreements in the workplace. Some collective agreements may result in a shortened workday to half a day. In other cases, the employee may choose to use vacation on the day between two days off or apply for compensatory leave.

An employment contract is formally entered into when two parties agree on employment. This agreement is of an individual nature as only the parties directly involved can decide on its content. The general rule is that an employment contract is valid until further notice, unless otherwise agreed.

What applies if it is not regulated in the collective agreement?

In some cases, the collective agreement does not have clear rules for bridge days. In such cases, it becomes the employer's authority to decide whether bridge days should be counted as a regular working day. Time off on bridge days is not regulated by law or other regulations, which means that employees do not have the right to take time off. The employer has the right to manage and distribute the work and thus decide whether time off on bridge days should be granted, worked in advance, or not given at all. An employer should have a policy that clarifies how working time is allocated on public holidays.

In summary

  • Be aware of the process: An employment contract establishes the working relationship between the employer and the employee, and it is important to understand how and when this agreement is entered into.
  • A "klämdag" is defined as a workday between two days off, for example, the day after Ascension Day.
  • Leave or shortened working hours on "klämdagar" are usually regulated in collective agreements or local agreements.
  • Some collective agreements allow for a shortened workday, a half day off, or the choice of vacation or compensatory leave.
  • If not regulated in a collective agreement, it is the employer's decision to determine whether "klämdagar" are counted as normal working days.
  • There is no legal right for employees to take a day off on "klämdagar" unless regulated in an agreement.
  • The employer has the authority to decide on leave, whether it is made up in advance, or not given at all.
  • An employer should have a clear policy regarding the distribution of working hours on public holidays.

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