In Sweden, parental leave has long been a central part of the welfare system, providing security for parents and promoting gender equality between women and men. The law has been strengthened over the years, and from July 1, 2024, a more modernized law will be in effect. In our article, we summarize what you as an employer need to consider regarding granting parental leave, who is entitled to parental leave, and what legislative changes you need to consider.
Since the changes take effect on July 1, it means that it could impact summer vacations for your staff this year.
What's new from July 1st
- Parents can transfer parental leave days – for example, to the child's uncle or aunt.
A guardian can now transfer parental leave days to more people than the child's parent or equivalent according to the current regulations. A parent who is the sole guardian can transfer up to 90 days, and parents with joint custody can transfer up to 45 days each. The requirement is that the recipient of the parental leave days is insured for parental benefits.
This means that you may have employees who will apply for parental leave without being the child's parent (or equivalent).
Whether it's the child's parents or a person to whom the parents have transferred days, the same rules apply, such as the deadline for applying for parental leave, the number of periods during the year one has the right to apply for, or the earning of vacation during the absence.
- More double days
The total number of parental leave days is 480 per child. Before July 1, both guardians of the child can use 30 of these days each to be on leave simultaneously. From July 1, the number doubles, making it possible to take parental leave simultaneously for 60 days. It is also possible to do so until the child is 15 months old instead of 12 months as per the current rule. The same rules apply in the case of adoption, calculated from when the adopter(s) take custody of the child.
Current rules for leave – which also apply after July 1
- Parental leave can be divided into a maximum of three periods per calendar year.
- The employee must notify the leave at least two months before the start of the leave or, if this is not possible, as soon as possible. When notifying, the employee should specify how long the leave is planned to last.
- The employee can interrupt their leave and resume work to the same extent as before the leave. If the employee wishes to exercise their right to return to work, they must notify the employer as soon as possible. Depending on how long the leave was intended to last, the employer may postpone the return for a period.
Avoid unnecessary administration
Now that more people have the opportunity to take parental leave, it might be a good idea to inform your employees internally about the company's procedures for applying for parental leave and the rules that both employees and employers need to adhere to.
Do you have questions about leaves? At Azets, we can offer advice on leaves, help you establish policies, or support you with interim consultants when regular staff are on leave or sick leave. Contact us here and we will be happy to help!
