The Swedish government and the Public Health Agency of Sweden have introduced new coronavirus measures that apply from 8 December 2021. Here we summarise important information that employers need to be aware of.
The measures introduced have been deployed previously during the pandemic and had either ceased to apply or were due to expire at the end of the year. The aim of reintroducing these measures is to make it easier for people to stay at home if they are ill. The proposed start date for most of the measures is 8 December. It is proposed that they will all continue to apply up to and including 31 March.
- The requirement for a medical certificate to receive disease carrier’s benefit has been removed. (The government intends to provide information later on about the date on which this will come into effect.)
- Compensation for at-risk groups and certain relatives of at-risk groups is being reintroduced and temporary parental benefit is being extended for some children who have recently been seriously ill.
- The possibility for parents to receive temporary parental benefit if, for example, schools or pre-schools are closed, is being extended.
- Compensation for qualifying period deductions is being reintroduced for employees and the self-employed to make it easier for people to stay at home if they are ill.
- The state is compensating employers for higher-than-normal sick pay costs (applies retroactively from 1 December).
- The tax exemption for the free-parking benefit is being extended to reduce overcrowding on public transport (this was previously due to end on 31 December 2021).
The Public Health Agency of Sweden also recommends that employers:
- Make it easy for employees to get vaccinated and advise them of the importance of staying at home if they show symptoms.
- Enable employees to maintain social distancing, for example, at meetings, in staff break rooms and in changing rooms, and to avoid large indoor gatherings.
- Enable employees to work from home to a certain extent where possible.
At Azets, we’re actively following developments and staying up to date on the latest events. If you as an employer have questions or concerns, please don’t hesitate to get in touch.