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Probation periods in Sweden: what the law says – and five habits that make a difference
At most six months, two weeks' notice and an automatic switch to permanent employment. How probation works under Swedish law, and how to get the most out of it.
A probation period is the best chance you get to see whether a hire is working out – and it goes faster than you think. Six months is roughly 26 weeks, and much of what matters is decided in the first 90 days. Here is what Swedish law says, and how to make probation more than a formality.
What does the law say?
In Sweden, probationary employment (provanställning) is governed by the Employment Protection Act, LAS (lagen om anställningsskydd). The two sections you need to know are section 6 and section 31.
At most six months. Under section 6 of LAS, a probation period may last at most six months.
It becomes permanent automatically. If the employer or the employee does not want the employment to continue, notice must be given no later than when the probation period ends. If that doesn't happen, the probationary employment turns into permanent employment – without anyone having to do anything.
It can be ended early. Unless otherwise agreed, probationary employment may also be ended before the probation period is over. Unlike dismissing a permanent employee, no particular grounds are required.
Two weeks' notice. Under section 31 of LAS, an employer who wants to end probationary employment early, or end it without it becoming permanent, must inform the employee at least two weeks in advance.
Notify the union. If the employee is a union member, the employer must at the same time notify the local union. Both the employee and the union are entitled to consultation about the decision.
Collective agreements may differ. Some of the statutory rules can be replaced by a collective agreement. If you are covered by one, always check what it says about probation.
The law is published by the Swedish Parliament (in Swedish).
The most important date isn't the last day
Count backwards. If the employment will not continue, notice must be given at least two weeks before the probation period ends. To have an honest conversation and make a well-founded decision, in practice you need to start gathering input a month or more before that. Miss the date and it becomes permanent employment, whatever you actually thought.
Five habits that make probation worth the name
1. Make expectations concrete from day one
The most common reason a probation period ends badly isn't lack of ability – it's that nobody said what was expected. Write down three to five things that should be in place after one, three and five months. That becomes the yardstick for every conversation that follows.
2. Book check-ins in advance – not when something feels wrong
A conversation after roughly 30, 90 and 150 days gives a clear rhythm: first impressions, midpoint and decision input. Set the dates when the person starts, and the conversations become routine rather than a signal that something is wrong.
3. Let both sides have their say
Ask the employee to make their own assessment before the conversation. The differences between the manager's and the employee's view are often the most valuable thing to discuss – and they turn the conversation into a dialogue instead of a grade.
4. Keep notes as you go
Short notes after each check-in make the decision much easier when the time comes. It is also fairer: you judge the whole period, not just the last few weeks.
5. Make the decision deliberately – either way
Letting probation "run out" into permanent employment is a decision too. Make it an active choice. And if the answer is yes – say so! A clear "we want you to stay" is one of the best things you can give a new colleague.
How Hiper helps
Hiper is built for exactly this. You enter the start date and probation end date, and set up reviews that are assigned automatically after, say, 30, 90 and 150 days. Managers and employees get reminders, the answers are collected in one place, and you can see well in advance which decisions are coming up.
Hiper is free for 12 months, no credit card required. Get started here, or read the guide to setting up Hiper.
This article is general information, not legal advice. Rules can change and collective agreements may contain other provisions. Always check what applies to you before making decisions.