1. What parental leave rights does a pregnant employee have before birth in Sweden?
In Sweden, a pregnant employee has the right to take parental leave starting 60 days before the expected birth date. The employee may also take parental leave to attend maternity care visits and parental training once there are 60 days left until the estimated birth.
2. What notice must a pregnant employee give before taking parental leave in Sweden?
The employee must notify the employer at least two months in advance before starting parental leave related to pregnancy. There is no advance notice requirement for leave taken to attend parental training. The employee must also apply for parental benefits from Försäkringskassan.
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3. What responsibilities does the employer have when an employee is pregnant in Sweden?
The employer must respond to income inquiries from Försäkringskassan when requested. The employer is also responsible for assessing whether the employee can continue working safely, whether relocation is needed, or whether risks in the work environment must be removed.
4. When is a pregnant employee entitled to relocation or pregnancy benefit in Sweden?
A pregnant employee may be entitled to relocation or pregnancy benefit if the work is physically demanding or involves workplace risks. If relocation or workplace adjustments are not possible, the employee may apply for pregnancy benefit for the period they cannot work.
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5. What is considered high-risk work for pregnant employees in Sweden?
High-risk work includes duties involving hazardous substances or exposure to infectious agents that may harm the employee or the child. Coronavirus is classified as a risk category 3 infectious agent, and work involving serious exposure risks must be suspended by the employer.
6. What is considered a physically demanding job during pregnancy in Sweden?
A physically demanding job may involve heavy lifting, difficult movements, or repetitive and one-sided physical strain. If such work cannot be adjusted, the employer should offer less strenuous tasks or assess eligibility for pregnancy-related leave or benefits.
7. What are the employer’s obligations if relocation during pregnancy is not possible in Sweden?
If risks cannot be eliminated and suitable alternative duties cannot be offered, the employer may suspend the employee from work under the Work Environment Act. In such cases, the employee can apply for pregnancy benefit.
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8. Who is entitled to the 10-day leave in connection with birth or adoption in Sweden?
The 10-day leave is generally available to the parent who was not pregnant. If the pregnant parent does not have a partner, Försäkringskassan may grant the days to another person. Adoptive parents of a child under 10 are entitled to five days each unless they agree otherwise.
9. How can the 10-day parental leave be taken in Sweden?
The leave can be taken as full days or in parts corresponding to 25, 50, 75, or 12.5 percent of normal working hours. This allows flexibility, such as taking 20 half days instead of 10 full days.
10. When must the 10-day leave be used after childbirth in Sweden?
The 10-day leave must be used within 60 days from when the child arrives home after birth.
11. When must the 10-day leave be used after adoption in Sweden?
For adoption, the leave must be used within 60 days from the date the employee takes the child into their custody.
12. What are the employee and employer responsibilities for the 10-day leave in Sweden?
The employee must notify the employer about the leave and apply for compensation from Försäkringskassan. The employer does not pay compensation but must respond to income inquiries from Försäkringskassan if requested.
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13. What parental leave rights apply in connection with pregnancy and childbirth in Sweden?
A pregnant employee has the right to be on full leave for at least seven consecutive weeks before the estimated due date and seven consecutive weeks after the birth of the child.
14. What parental leave rights do employees with children under 18 months have in Sweden?
Employees with children under 18 months have the right to be on full leave without taking parental benefit from Försäkringskassan. Adoptive parents have the same right for one and a half years from the date the child enters their care.
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15. What parental leave options exist when the child is over 18 months old in Sweden?
Employees may take leave to the extent that they receive parental benefit. If no benefit is taken, employees may still reduce their working hours by up to 25 percent until the child turns 8 or finishes their first year of school.
16. How many parental leave periods can an employee divide their leave into per year in Sweden?
An employee may divide parental leave into a maximum of three periods per calendar year, unless the employer agrees to additional periods.
17. What notice must an employee give before taking parental leave in Sweden?
The employee must notify the employer at least two months before the leave begins and specify the duration, unless a collective agreement allows different notice periods.
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18. When can an employee receive compensation for care of a sick child (VAB) in Sweden?
An employee may receive compensation when caring for a child under 12 who is sick, is a disease carrier, or when the regular caregiver is ill. Compensation also applies when accompanying a child to medical or dental appointments.
19. What must an employee do when taking leave to care for a sick child in Sweden?
The employee must notify the employer on the same day they need to stay home and report the care of the sick child to Försäkringskassan.
20. What responsibilities does an employer have when an employee takes VAB in Sweden?
The employer must confirm the employee’s absence and provide income or attendance information to Försäkringskassan if requested, including verification of the extent of the employee’s absence.
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