Employees are entitled to 25 days (or, if part-time, an equivalent percentage time period based on a working week) of vacation a year in accordance with the Vacation Act (Semesterlag, SFS 1977:480). Employees are also entitled to holiday pay for those vacation days taken during the vacation year as defined by the Act.
Vacation is earned during the earning year (Swe. “intjänandeår”). The earning year is the period running from the 1st of April to the 31st of March of any year during which the employee “earns” the right to holiday pay. The vacation year (Swe. “semesterår”) is then the period running from the 1st of April to the 31st of March the year following the earning year, during which the earned days are used.
It’s possible to allow the employee the option of using vacation as soon as it has been earned (without waiting for next year). If this principle is to be applied, then this would be covered through the employment agreement to state that the employee can (with the employer’s approval) draw upon earned vacation during the same earning year in which it was earned.
Vacation benefits are earned at the normal rate for days worked, qualified sick days claimed and qualified vacation days taken in accordance with the Swedish Vacation Act (SFS 1977:480). Vacation benefits are earned during the first 120 days of parental leave if the employee is in a relationship or 180 days if they are not, for 180 days a year if the employee is on sick leave or indefinitely if the employee is on sick leave because of a work-related incident. No vacation benefits are earned in excess of the abovementioned days if employees are on parental leave or sick leave.
Requests for vacation and leave must be made at least 60 days in advance and approved by the employer if the vacation is scheduled against the employee’s wishes. However, generally, vacation requests can be given and approved with as short notice as the parties agree.
The employer reserves the right to deny vacation and leave requests that would be overly disruptive to its business. For example, the parties can agree that the optional right to four weeks of continuous summer vacation, stipulated by section 12 of the Swedish Vacation Act, will not be applicable on the employment.