If you are looking for a summer job in Sweden or some other form of temporary important, it is important to ensure that you are working under proper conditions.
Ask about a collective bargaining agreement
Ask the employer if the workplace has a collective bargaining agreement. Salary, holidays and other conditions are regulated in collective bargaining agreements, and if you do not have a collective bargaining agreement in the workplace you must negotiate these conditions yourself. Collective agreements are made between the trade union and the employer. If there is a collective bargaining agreement in place, it applies for all employees, regardless of whether you are a member of a trade union or not.
Never work without pay
An employer may sometimes offer someone wanting a summer job a trial without pay. Even if you really want the job, you should never work without pay.
Check your contract before signing it
By Swedish law you are always entitled to an employment contract. This is a contract between employer and employee, and shows that you work for the employer. The contract should include, for example, what your work tasks are, the length of the employment, and who you are employed by.
If there is anything in the employment contract you do not understand, it is important that you ask the employer about this before signing.
If your work is weather-dependent, your employer may tell you that you will not be working on the days the weather conditions are not optimal, and that you must go home without pay. However, if the number of hours per week is stipulated in the employment contract, the employer may never send you home without pay.
Check the work environment regulations
It is important to know about the work environment regulations, so that you know how to perform certain work tasks in a way that prevents mental or physical injury or illness.
Certain regulations may concern you if you are under 18, if you for example work in a warehouse and must lift heavy objects. There are also work tasks that are prohibited for young people under 18, For example you may not work nights, nor may you work more than 8 hours a day or 40 hours a week.
Right to holiday pay
Even if you are not entitled to holiday leave when you have a summer job, you are entitled to holiday pay. An employer may sometimes try to incorporate holiday pay in the salary, but by law, holiday pay must be paid separate from salary. No later than one month after you have stopped working, you should receive your holiday pay.
Undeclared work (svartjobb)
If your work is undeclared, you are not employed, and you are not formally working at the workplace. If anything happens while you are at work, you are not covered by any insurance.
You should always demand a salary slip that shows both your gross salary, i.e. the salary before tax, and your net salary that you receive after you have paid tax. Your salary slip is proof that tax has been deducted from your salary.
Nordic or EU citizens aged between 18 and 30 may apply for a summer job through Nordjobb, which arranges both accommodation and jobs for young people in another Nordic country.
If you have any questions, please fill in our contact form.
NB! If you have questions regarding the processing of a specific case or application, or other personal matters, please contact the relevant authority directly.