The probation period, known in Sweden as “provanställning,” is a vital step from landing a job to fully joining a company. It allows both employer and employee to evaluate their fit before making a long-term commitment. In this article, I’ll break down the probation period in Sweden, discussing its purpose, how long it lasts, how it can be negotiated, and the different situations you might encounter during this trial phase.

What’s the Purpose of the Probation Period in Sweden

The probation period in a Swedish job contract, or “provanställning,” is designed with dual benefits in mind, catering to both employees and employers:

• For employees, the probation period offers an opportunity to become acquainted with the company’s culture, environment, and the team they’ll be working with.
• Employers, on the other hand, use this time to assess whether the decision to hire you aligns with their expectations and needs. It’s their chance to observe your skills, work ethic, and how well you integrate with the team—essentially, it’s their way of confirming they’ve made the right hiring choice.

What if you get fired during the probation period?

If you’re let go during the probation period, it’s usually a straightforward process as the employer can end your employment without the lengthy procedures required for regular terminations.

This means you can be let go with just two weeks’ notice (that’s the standard), which feels short compared to a permanent employee who gets at least one month, and sometimes more, depending on how long they’ve in the same business.

You might be interested in: Unemployment benefits in Sweden?

What if you resign during the probation period?

Similarly, if you decide the job isn’t what you were looking for, resigning during the probation period is equally uncomplicated.

You can just leave the position without the long notice periods usually required, offering you a quick exit strategy.

You might be interested in: How to write a resignation letter in Sweden?

How Long are Probation Periods in Sweden?

The typical length for a notice period, as per Swedish employment law, is six months.

This six-month frame strikes a balance, offering enough time for an employee to showcase their capabilities and adapt to the company culture, while also allowing employers to make an informed decision about the employee’s future at the company.

However, the probation period can indeed be modified, either shortened, which is easily negotiated, or extended (only in exceptional circumstances).

Can the probation period be shorter?

Yes, a shorter probation period can be negotiated at the start of employment if both parties agree.

This could happen when an employee is has a lot of experience or shows a significant advantage for the job. In such cases, they hold an advantage in negotiations, allowing them to bargain not just for a better salary or better vacations but also for a reduced probation period in their contracts.

In this situation, the employee would become a permanent team member much faster, which would be a great benefit (along with others such as parental leave or even sickness benefits for that matter)

Can the probation period be longer than stated by law?

Extending the probation period beyond the six-month standard is rare in Sweden and typically not allowed by law.

If an employer wishes to extend this period, it would require exceptional circumstances, and even then, it’s crucial to ensure that such an extension does not infringe on the employee’s legal rights.

I believe that one such cases might be if the employee has taken a significant amount of leave during the probation period, such as for illness or parental leave, and both parties agree that more working hours are needed to adequately assess the employee’s performance (I’m not a lawyer though, so take this with a grain of salt).

Reasons for Termination During Probation Period

The probation period in Sweden allows the employer to fire the new employee if the relationship was not a good fit very easily.

However, this termination can ONLY be based on justifiable reasons, such as:

• Performance Issues: If an employee’s work performance doesn’t meet the expected standards set by the employer, this can be a valid reason for termination.
• Skill Mismatch: Discovering that the employee’s skills do not align with the job’s requirements, despite initial impressions, is another justifiable reason.
• Lack of Integration: Difficulty in integrating with the team or adapting to the company culture, which impacts the work environment or team dynamics.
• Attendance Problems: Consistent issues with punctuality or unauthorized absences that affect productivity and reliability.

All these reasons are legal under the eyes of the Swedish government and constitute solid reasons to terminate employment during the probation period.

But not all reasons are valid…

Let me now give you a few reasons that WOULD NOT be justifiable reasons for the employee to terminate the work relationship during the probation period with their new employee:

• Discrimination: Any form of discrimination—be it based on age, gender, ethnicity, sexual orientation, religion, or disability—is not a valid reason for termination.
• Retaliation: Dismissing an employee for raising concerns about workplace safety, harassment, or for participating in union activities.
• Taking Leave: Utilizing entitled leaves such as sick leave, parental leave, or any other statutory leave cannot be grounds for termination.
• Personal Dislike: An employer’s personal dislike or preference without any professional justification.

Terminating an employee for any unjustifiable reason can have serious implications for the employer as the employee might seek legal action resulting in compensation payments for wrongful dismissal, alongside covering legal fees, which could be substantial.

I remember this one Swedish friend, who shall remain nameless, who was unfairly fired during probation period from her teaching position. She fought back and ended up claiming more than 300,000 SEK for legal fees and penalties due to the unfair dismissal. Plus, she got her job back immediately.

What Happens if you Get Sick During the Probation Period in Sweden?

Basically, nothing happens if you get sick during your probation period as this is something that employers know can happen.

You do have to follow some steps in order to make sure you’re still getting paid if you get sick during the probation period (more on that in the link below).

You might be interested in: How to take a sick leave in Sweden?

Is there a limit on sick days taken during the probation period?

Sweden employment law doesn’t set a strict limit on the number of sick days you can take during the probation period.

However, it’s important to mention that for the first 14 days of sickness, it’s the employer’s responsibility to pay sick pay (sjuklön), except for the day when you communicate your employer you’re sick where no payment is given (yeah, I know, it’s a bit unfair).

After this 14-day period, you may be eligible for sickness benefit (sjukpenning) from the Swedish Social Insurance Agency (after you provide the necessary supporting documentation, of course).

Do you Get Vacations During Probation Period?

Yes, you’re entitled to vacation days even during your probation period here in Sweden.

However, I believe that taking a good look how vacation days are earned and when you can actually use them is key, right?

So… let’s do it.

In Sweden, the Annual Leave Act governs vacation rights, ensuring employees earn 25 days of paid vacation yearly at minimum.

For employees working during the probation period, they start earning vacation days right away but, of course, they don’t have access to all of them until after completing their first year.

Let’s see an example:

If you start your job on January 1st and are looking forward to a break by May 1st, that would give you about 8 days of vacations. Let me explain… in Sweden, employees earn about 2.08 days of vacation per month (25 vacation days earned / 12 months = 2.08 vacation days earned a month). So, by May 1st, after four full months of work, you would have accrued 8 days of vacations (2.08 vacation days earned a month x 4 months = 8.32 vacation days earned in 4 months)

Pro-top: I have seen many employers who are flexible regarding vacation days and may let you take more vacation days off during your probation period if you both agree. So, you can give it a go if you’re confident!

You might be interested in: How to take vacations in Sweden?

What happens to the vacation days if you quit or are terminated during probation?

If your Swedish employer fires you or if you decide to resign, any unused vacation days you’ve earned during the probation period are usually paid out in your final paycheck.

It’s also worth mentioning that for employees covered under certain collective bargaining agreements, the calculation of vacation pay might include additional components, such as a vacation pay supplement (semesterlönstillägg), which could influence the total amount received upon termination.

Therefore, it’s crucial to carefully review your employment contract or consult the employee handbook and any relevant collective bargaining agreements to fully understand the specifics of how unused vacation days are compensated if you quit or are terminated during your probation period in Sweden.

Pregnancy During Probation Period in Sweden

In Sweden, being pregnant does not affect your employment status, even during the probation period as Swedish law protects pregnant employees from being dismissed solely because of pregnancy.

So, if you tell your employer about your pregnancy while on probation, they are still required to evaluate your performance based on your work, not your pregnancy.

Curious fact: Did you know that employers are obligated to conduct a risk assessment to ensure your workplace is safe for your pregnancy? Well now you now! And if they spot any risks they must do all necessary adjustments to avoid hurting to you or your unborn child.

What about maternity leave during the probation period?

You’re entitled to take maternity leave (föräldraledighet) like any other employee.

Just as I explained in other articles, in Sweden, parental leave can be taken by both parents and totals 480 days per child, and that’s with pay benefits!

Even if both parents are on their probation period at work, they’re still entitled to the full 480 days of parental leave per child, complete with pay benefits.

My advice?

I’d say it’s beneficial to have an open dialogue with your employer about your pregnancy.

Don’t get me wrong, you’re under no obligation to disclose your pregnancy immediately, but I believe that clear communication can help in managing your probation period and maternity leave plans effectively, thus leaving a great image at work.

Oh.. and don’t lose focus on your work performance!

Remember, the employer can’t fire you because of your pregnancy but they definitely can terminate your contract based on your performance!

Changes After the Probation Period

The end of the probation period in Sweden brings several changes for both the employer and the employee, such as

• Switch to permanent employment: After the probation period the employee’s legal status changes to permanent employment status under the Swedish Employment Protection Act (LAS). This switch demands that any termination from this point forward be backed by objective reasons. For example, while an employer can let someone go during the probation period for not fitting in well with just a simple reason, after the probation, they need to show real proof (e.g. multiple reports of bad work, warnings, etc…)
• Notice Periods: During probation, the notice period is typically shorter (often around 2 weeks), but once you’re a permanent employee, this period extends depending on your contract, but it generally ranges from one to several months
• Training and Development: Once you start as a permanent employee, employers might be more inclined to invest in your training which can open up opportunities for skill improvements that could lead to potential negotiations to get a better position or salary in the future
• Change in Work Duties: Sometimes, the end of the probation period might come with a reassessment of your role. This could mean an expansion of your duties. (For instance, for a software engineer, this could mean evolving from contributing to code reviews to architecting and leading the development of new software products)