{"id":12399,"date":"2025-01-03T13:20:12","date_gmt":"2025-01-03T12:20:12","guid":{"rendered":"https:\/\/www.arbetsgivarjuristen.se\/?page_id=12399"},"modified":"2025-05-23T21:38:18","modified_gmt":"2025-05-23T20:38:18","slug":"%e7%91%9e%e5%85%b8%e5%8a%b3%e5%8a%a8%e6%b3%95","status":"publish","type":"page","link":"https:\/\/lewlex.se\/en\/%e7%91%9e%e5%85%b8%e5%8a%b3%e5%8a%a8%e6%b3%95\/","title":{"rendered":"Swedish Labor Law"},"content":{"rendered":"
\n\t\t\t\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\n\t\t\t\n\t\t\t
\n\t\t\t\t

Swedish labor law introduction<\/h4> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\n\t\t\t

\u7531\u7535\u5f71\u7535\u5f71\u5c55\u5f00\u8bbe\u8ba1\u5e08\u66ff\u6258\u6258\u5f17\u00b7\u52d2\u6e29\u8bfa\u7ef4\u8328\u6b63\u89c6<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\n\t\t\t

Sweden is a mainland legal system country. Labor laws, collective agreements and employment contracts are regulated. important.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\n\t\t
\n\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Swedish labor law introduction<\/h2>

Sweden's labor law is structured and fine-grained, aiming to balance the interests of employees and employers. For enterprises operating in Sweden, understanding the legal framework is essential to ensure compliance, minimize risks and promote an efficient work environment. The following is an overview of the key areas that employers should consider:<\/p>

Employment contracts and types of employment<\/h3>

Although the Swedish law does not require employment contracts to exist in the form of a contract, but according to the Swedish labor protection law (LAS) 6c, the contract must provide information about the basic terms of employment contracts. It includes terms such as salary, work time and employment type.<\/p>

Swedish law only recognizes specific types of employment: permanent employment (permanent), fixed-term employment (fixed-term), alternative employment (temporary employment) and seasonal employment (seasonal employment). The law does not consider other forms of employment according to the requirement of employment or hours of work employment as separate categories.<\/p>

Dismissal and termination of employment<\/h3>

The Swedish law requires that the employment must be based on \u201ccustomer reasons\u201d, whether it is based on personal reasons or redundancy. The employer must follow the strict requirements of the procedures for \u8d44\u5386\u3001\u56fd\u5b89\u5b89\u7f6e\u516c\u53f8 and \u9063\u6563 procedures, in order to ensure the legal termination of employment. It is different, usually between one month and six months.<\/p>

Collective bargaining agreement<\/h3>

Collective agreements play an important role in Swedish labor law. However, signing such agreements is completely optional for employers. Discriminatory measures. The minimum wage is not legally stipulated, but is usually determined by collective agreement.<\/p>

Discrimination and equal treatment<\/h3>

Swedish law prohibits discrimination based on gender, age, race, disability, religion, sexual orientation or other protected characteristics. Employers must actively promote equality and prevent harassment in the workplace.<\/p>

Working environment and employer obligations<\/h3>

According to the Swedish law, the employee is responsible for ensuring a safe and healthy working environment. Many of these requirements originate from the regulations issued by the Swedish Work Environment Administration (Working Environment Agency). This includes conducting a systematic workplace safety assessment and proactively solving risks.<\/p>

GDPR and data protection<\/h3>

The employer must comply with the EU's General Data Protection Regulations (GDPR) regarding the handling of employee data.<\/p>

Parental leave<\/h3>

Swedish law gives generous parents the right to rest, allowing parents to take a vacation of up to 480 days, which can be shared by them. Employers must also provide flexible work arrangements for parents with children.<\/p>

Sick leave salary<\/h3>

The employer has the obligation to pay sick leave within the first 14 days of the employee's illness, and withholds an eligible sick holiday. After this period, the Swedish Social Insurance Agency provides compensation.<\/p>

Holiday Law<\/h3>

Sweden\u300a\u5e74\u5047\u6cd5\u300b \u7535\u5f71\u4e0b\u8f7d\u4e0b\u8f7d\u670925\u5929\u5e26\u8f6a\u8def\u5165\u53d1\u3002 \u4e0b\u8f7d\u624b\u673a\u5e74\u5047\u6cd5\u4f53\u80b2\u8054\u5408\u5e74\u5929\u8f66\u8f66\u8bbe\u8ba1\u3002<\/p>

Social security and employer contributions<\/h3>

Sweden's comprehensive social insurance system covers medical care, retirement and unemployment benefits, and is mainly funded by social insurance fees paid by employers. Employers bound by collective agreements may also need to provide additional insurance policies.<\/p>

Work and residence permits<\/h3>

European Union\/ European economic district citizens do not need a job permit to work in Sweden.<\/p>

Working hours<\/h3>

Sweden\u300a\u5de5\u4f5c\u65f6\u95f4\u6cd5\u300b sets the standard work week to 40 hours, and will limit additional work to a maximum of 200 hours per year. The collective agreement may apply to additional provisions.<\/p>

Labor dispute<\/h3>

Disputes between employers and employees are resolved through structured legal procedures, usually involving workers.<\/p>

Dispatch and cross-border employment<\/h3>

Employers who dispatch employees to Sweden or international management must comply with the provisions of the wage, working conditions and applicable labor laws to ensure compliance.<\/p>

Compliance and consulting services<\/h3>

Cooperation with legal experts can ensure that your company complies with the Swedish labor law, reduce costly disputes and penalty risks, while promoting a legally sound work environment.<\/p>

Swedish labor law already brings challenges, also brings opportunities. By understanding these principles and adapting to local requirements, enterprises can lay a solid foundation for success in Sweden. Let us guide you through customized legal support and professional knowledge Complete this process.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

\n\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\n\t\t\t\n\t\t\t
\n\t\t\t\t

Common mistakes in Swedish labor law<\/h4> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\n\t\t\t

\u7531\u7535\u5f71\u7535\u5f71\u5c55\u5f00\u8bbe\u8ba1\u5e08\u66ff\u6258\u6258\u5f17\u00b7\u52d2\u6e29\u8bfa\u7ef4\u8328\u6b63\u89c6<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t\n\t\t\t

Even the most experienced employers may make mistakes when dealing with the complexities of Swedish labor law. The following is an extended list of common pitfalls and how to avoid them:<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\n\t\t
\n\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

No written employment information provided<\/h3>

Although the employment contract does not require a written form, but according to the Swedish labor protection law (LAS) 6c, the employee has legal obligations to provide information on the key terms (such as work time, working hours, etc.). Ignoring this may lead to misunderstandings and disputes. \u3002<\/p>

Use the incorrect employment form<\/h3>

\u546f\u89e3\u5b89\u5168\u7684\u516c\u4ee3\u7684\u5916\u5b66\uff0c\u5982\u662f\u6700\u6700\u9700(fixed-term)\u6216\u4f1a\u4ea4(temporary), may cause the contract to be considered as permanent employment(forever).<\/p>

Improper management of trial period<\/h3>

\u8bd5\u7528\u671f (probationary employment) up to a maximum of six months. Extend this period of time or fail to terminate before the end.<\/p>

The union was not consulted.<\/h3>

\u672a\u53d7\u56fd\u5ba4\u56fd\u9645\u7684\u56fd\u5bb6\u7684\u4ee5\u4e3b\u7684\u4e0b\u8f7d\u4e0b\u8f7d\u4e0b\u8f7d\u7684\u5267\u60c5\u4e3b\u8981\u8bb2\u8ff0(\u5982\u89e3\u6218\u6216\u5de5\u4f5c\u5730\u5740\u53d8\u52a8)\u4ed6\u4f5c\u5de5\u4f1a\u7684\u4ecb\u7ecd\u3002 This may lead to legal challenges.<\/p>

Misunderstanding of dismissal rules<\/h3>

In the case of no \u201c\u5ba2\u89c2\u7535\u89c6\u201d(factual basis), the employee is a common mistake at the cost.<\/p>

Ignoring discrimination and equality obligations<\/h3>

The employer must actively prevent discrimination and harassment.<\/p>

Ignoring GDPR requirements<\/h3>

Mismanagement of staff data, such as retaining unnecessary personal information or failing to provide privacy policies, may result in GDPR violations and fines.<\/p>

Neglecting health and safety responsibilities<\/h3>

The employer is unable to comply with the requirements of the Working Environment Authority and implements a system of working environment management.<\/p>

Failure to comply with the holiday law<\/h3>

Rejecting employees with 25 days of holiday entitlement or wrong calculation of holiday pay is common negligence.<\/p>

Underestimating collective agreement obligations<\/h3>

Employers bound by collective agreements often ignore mandatory requirements, such as additional insurance coverage or even more strict rules of employment procedures.<\/p>

Insufficient file records<\/h3>

In the process of performance management, warning or \u7eaa\u5f8b\u5fae\u5206, there is a lack of proper document records, which may cause the employee to stand still.<\/p>

It's too late to contact legal support.<\/h3>

The employer may not be able to avoid the costs and reputation damage after the problem is upgraded.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

\n\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Lewinowitz\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\tSwedish labor law expert\t\t\t\t\t\t\t<\/h4>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\t\t\t

Let us help you realize 100%\u7684\u5408\u8f7d\u3002<\/p>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

\n\t\t\t
\n\t\t\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\n\t\t\t\n\t\t\t
\n\t\t\t\t

No matter what, we handle Swedish legal affairs for you<\/h4> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\n\t\t
\n\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t
\n\t\t\t\t\t
\n\t\t
\n\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\n\t\t\t\n\t\t\t
\n\t\t\t\t

Let us answer your question for free<\/h4> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

We believe that the management of a legitimate enterprise should not be a difficult thing. Seeking help should also be a simple thing, and that is why your first consultation with us is always free. I will reply you within 24 hours.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t
You need to create a form using Contact form 7 plugin to be able to display it using this element.<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

\u745e\u5178\u52b3\u52a8\u6cd5\u7684\u5168\u9762\u4ecb\u7ecd \u7531\u745e\u5178\u52b3\u52a8\u6cd5\u5f8b\u5e08\u514b\u91cc\u65af\u6258\u5f17\u00b7\u52d2\u6e29\u8bfa\u7ef4\u8328\u89e3\u91ca \u745e\u5178\u662f\u4e00\u4e2a\u5927\u9646\u6cd5\u7cfb\u56fd\u5bb6\u3002\u52b3\u52a8\u6cd5\u7531\u6cd5\u4ee4\u3001\u96c6\u4f53\u534f\u8bae\u548c\u96c7\u4f63\u5408\u540c\u8fdb\u884c\u89c4\u8303\u3002\u5bf9\u4e8e\u5728\u745e\u5178\u7ecf\u8425\u7684\u4f01\u4e1a\u6765\u8bf4\uff0c\u4e86\u89e3\u6cd5\u5f8b\u6846\u67b6\u5bf9\u4e8e\u786e\u4fdd\u5408\u89c4\u3001\u6700\u5c0f\u5316\u98ce\u9669\u548c\u4fc3\u8fdb\u4e00\u4e2a\u9ad8\u6548\u7684\u5de5\u4f5c\u73af\u5883\u81f3\u5173\u91cd\u8981\u3002 \u745e\u5178\u52b3\u52a8\u6cd5\u7684\u5168\u9762\u4ecb\u7ecd \u745e\u5178\u7684\u52b3\u52a8\u6cd5\u65e2\u7ed3\u6784\u5316\u53c8\u7ec6\u81f4\uff0c\u65e8\u5728\u5e73\u8861\u5458\u5de5\u548c\u96c7\u4e3b\u7684\u5229\u76ca\u3002\u5bf9\u4e8e\u5728\u745e\u5178\u8fd0\u8425\u7684\u4f01\u4e1a\u6765\u8bf4\uff0c\u4e86\u89e3\u6cd5\u5f8b\u6846\u67b6\u5bf9\u4e8e\u786e\u4fdd\u5408\u89c4\u3001\u6700\u5c0f\u5316\u98ce\u9669\u548c\u4fc3\u8fdb\u4e00\u4e2a\u9ad8\u6548\u7684\u5de5\u4f5c\u73af\u5883\u81f3\u5173\u91cd\u8981\u3002\u4ee5\u4e0b\u662f\u96c7\u4e3b\u5e94\u8003\u8651\u7684\u5173\u952e\u9886\u57df\u6982\u8ff0\uff1a \u96c7\u4f63\u5408\u540c\u548c\u96c7\u4f63\u7c7b\u578b \u867d\u7136\u745e\u5178\u6cd5\u5f8b\u4e0d\u8981\u6c42\u96c7\u4f63\u5408\u540c\u5fc5\u987b\u4ee5\u4e66\u9762\u5f62\u5f0f\u5b58\u5728\uff0c\u4f46\u6839\u636e\u300a\u745e\u5178\u52b3\u52a8\u4fdd\u62a4\u6cd5\u300b\uff08LAS\uff09\u7b2c6c\u6761\uff0c\u96c7\u4e3b\u5fc5\u987b\u63d0\u4f9b\u5173\u4e8e\u96c7\u4f63\u57fa\u672c\u6761\u6b3e\u7684\u4e66\u9762\u4fe1\u606f\u3002\u4e3a\u4e86\u907f\u514d\u8bef\u89e3\uff0c\u5f3a\u70c8\u5efa\u8bae\u4f7f\u7528\u4e66\u9762\u5408\u540c\uff0c\u5408\u540c\u5e94\u5305\u62ec\u85aa\u8d44\u3001\u5de5\u4f5c\u65f6\u95f4\u548c\u96c7\u4f63\u7c7b\u578b\u7b49\u6761\u6b3e\u3002 \u745e\u5178\u6cd5\u5f8b\u4ec5\u627f\u8ba4\u7279\u5b9a\u7684\u96c7\u4f63\u7c7b\u578b\uff1a\u6c38\u4e45\u96c7\u4f63\uff08tillsvidare\uff09\u3001\u56fa\u5b9a\u671f\u9650\u96c7\u4f63\uff08visstid\uff09\u3001\u66ff\u4ee3\u96c7\u4f63\uff08vikariat\uff09\u548c\u5b63\u8282\u6027\u96c7\u4f63\uff08s\u00e4songsanst\u00e4llning\uff09\u3002\u6c38\u4e45\u96c7\u4f63\u53ef\u80fd\u4ee5\u6700\u957f\u516d\u4e2a\u6708\u7684\u8bd5\u7528\u671f\u5f00\u59cb\u3002\u745e\u5178\u6cd5\u5f8b\u4e0d\u5c06\u6309\u9700\u96c7\u4f63\u6216\u5c0f\u65f6\u5de5\u96c7\u4f63\u7b49\u5176\u4ed6\u5f62\u5f0f\u89c6\u4e3a\u72ec\u7acb\u7c7b\u522b\u3002\u53d7\u96c6\u4f53\u534f\u8bae\u7ea6\u675f\u7684\u96c7\u4e3b\u53ef\u80fd\u8fd8\u9700\u8981\u9075\u5b88\u989d\u5916\u7684\u8981\u6c42\u3002 \u89e3\u96c7\u548c\u7ec8\u6b62\u96c7\u4f63 \u745e\u5178\u6cd5\u5f8b\u8981\u6c42\u89e3\u96c7\u5fc5\u987b\u57fa\u4e8e\u201c\u5ba2\u89c2\u7406\u7531\u201d\uff0c\u65e0\u8bba\u662f\u57fa\u4e8e\u4e2a\u4eba\u539f\u56e0\u8fd8\u662f\u5197\u4f59\u3002\u96c7\u4e3b\u5fc5\u987b\u9075\u5faa\u5173\u4e8e\u8d44\u5386\u3001\u91cd\u65b0\u5b89\u7f6e\u4e49\u52a1\u548c\u9063\u6563\u7a0b\u5e8f\u7684\u4e25\u683c\u89c4\u5b9a\uff0c\u4ee5\u786e\u4fdd\u5408\u6cd5\u7ec8\u6b62\u96c7\u4f63\u3002\u901a\u77e5\u671f\u6839\u636e\u96c7\u4f63\u671f\u9650\u7684\u4e0d\u540c\u800c\u6709\u6240\u4e0d\u540c\uff0c\u901a\u5e38\u5728\u4e00\u4e2a\u6708\u81f3\u516d\u4e2a\u6708\u4e4b\u95f4\u3002 \u96c6\u4f53\u8c08\u5224\u534f\u8bae \u96c6\u4f53\u534f\u8bae\u5728\u745e\u5178\u52b3\u52a8\u6cd5\u4e2d\u626e\u6f14\u7740\u91cd\u8981\u89d2\u8272\u3002\u7136\u800c\uff0c\u7b7e\u8ba2\u6b64\u7c7b\u534f\u8bae\u5bf9\u96c7\u4e3b\u6765\u8bf4\u662f\u5b8c\u5168\u81ea\u613f\u7684\u3002\u672a\u53d7\u96c6\u4f53\u534f\u8bae\u7ea6\u675f\u7684\u96c7\u4e3b\u4ecd\u9700\u5728\u67d0\u4e9b\u4e8b\u9879\u4e0a\u4e0e\u5de5\u4f1a\u8fdb\u884c\u8c08\u5224\uff0c\u5982\u89e3\u96c7\u548c\u9632\u6b62\u6b67\u89c6\u7684\u63aa\u65bd\u3002\u6700\u4f4e\u5de5\u8d44\u6ca1\u6709\u6cd5\u5f8b\u89c4\u5b9a\uff0c\u4f46\u901a\u5e38\u7531\u96c6\u4f53\u534f\u8bae\u786e\u5b9a\u3002 \u6b67\u89c6\u548c\u540c\u7b49\u5f85\u9047 \u745e\u5178\u6cd5\u5f8b\u7981\u6b62\u57fa\u4e8e\u6027\u522b\u3001\u5e74\u9f84\u3001\u79cd\u65cf\u3001\u6b8b\u75be\u3001\u5b97\u6559\u3001\u6027\u53d6\u5411\u6216\u5176\u4ed6\u53d7\u4fdd\u62a4\u7279\u5f81\u7684\u6b67\u89c6\u3002\u96c7\u4e3b\u5fc5\u987b\u79ef\u6781\u4fc3\u8fdb\u5e73\u7b49\u5e76\u9632\u6b62\u5de5\u4f5c\u573a\u6240\u4e2d\u7684\u9a9a\u6270\u3002 \u5de5\u4f5c\u73af\u5883\u548c\u96c7\u4e3b\u4e49\u52a1 \u6839\u636e\u745e\u5178\u6cd5\u5f8b\uff0c\u96c7\u4e3b\u6709\u8d23\u4efb\u786e\u4fdd\u4e00\u4e2a\u5b89\u5168\u548c\u5065\u5eb7\u7684\u5de5\u4f5c\u73af\u5883\u3002\u8bb8\u591a\u8fd9\u4e9b\u8981\u6c42\u6e90\u81ea\u745e\u5178\u5de5\u4f5c\u73af\u5883\u7ba1\u7406\u5c40\uff08Arbetsmilj\u00f6verket\uff09\u53d1\u5e03\u7684\u6cd5\u89c4\u3002\u8fd9\u5305\u62ec\u8fdb\u884c\u7cfb\u7edf\u7684\u5de5\u4f5c\u573a\u6240\u5b89\u5168\u8bc4\u4f30\u5e76\u4e3b\u52a8\u89e3\u51b3\u98ce\u9669\u3002 GDPR\u548c\u6570\u636e\u4fdd\u62a4 \u96c7\u4e3b\u5fc5\u987b\u9075\u5b88\u6b27\u76df\u300a\u901a\u7528\u6570\u636e\u4fdd\u62a4\u6761\u4f8b\u300b\uff08GDPR\uff09\u5173\u4e8e\u5904\u7406\u5458\u5de5\u6570\u636e\u7684\u4e25\u683c\u89c4\u5b9a\u3002\u96c7\u4e3b\u7684\u9690\u79c1\u653f\u7b56\u4f5c\u4e3a\u516c\u5f00\u6587\u4ef6\uff0c\u53cd\u6620\u4e86\u8fd9\u4e9b\u89c4\u5b9a\u662f\u5426\u5728\u5b9e\u8df5\u4e2d\u5f97\u5230\u9075\u5b88\u3002 \u7236\u6bcd\u4f11\u5047 \u745e\u5178\u6cd5\u5f8b\u8d4b\u4e88\u6177\u6168\u7684\u7236\u6bcd\u4f11\u5047\u6743\u5229\uff0c\u5141\u8bb8\u7236\u6bcd\u6700\u591a\u4f11480\u5929\u7684\u5047\u671f\uff0c\u53ef\u4ee5\u7531\u4ed6\u4eec\u5171\u4eab\u3002\u96c7\u4e3b\u8fd8\u5fc5\u987b\u4e3a\u6709\u5e7c\u513f\u7684\u7236\u6bcd\u63d0\u4f9b\u7075\u6d3b\u7684\u5de5\u4f5c\u5b89\u6392\u3002<\/p>","protected":false},"author":8,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-12399","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/lewlex.se\/en\/wp-json\/wp\/v2\/pages\/12399","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/lewlex.se\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/lewlex.se\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/lewlex.se\/en\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/lewlex.se\/en\/wp-json\/wp\/v2\/comments?post=12399"}],"version-history":[{"count":60,"href":"https:\/\/lewlex.se\/en\/wp-json\/wp\/v2\/pages\/12399\/revisions"}],"predecessor-version":[{"id":13055,"href":"https:\/\/lewlex.se\/en\/wp-json\/wp\/v2\/pages\/12399\/revisions\/13055"}],"wp:attachment":[{"href":"https:\/\/lewlex.se\/en\/wp-json\/wp\/v2\/media?parent=12399"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}