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For employees on indefinite-term contracts, the maximum probation period is six months. For those on fixed-term contracts, there is no probation period.
In Sweden, an employer cannot unilaterally extend the probationary period of an employee. Nor is it possible for an employer and an employee to agree on a probation period longer than 6 months, unless there is an exception in an applicable collective agreement.
Probation periods are only used on indefinite-term contracts. Employers can dismiss employees during their probation period but must provide a minimum of 14 days of notice.
During a probation period, employees must provide at least 14 days of notice when resigning. No reason is necessary.
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Employers must give employees a minimum of 14 days’ notice before terminating employment. Most employees you would hire in Sweden will be on a fixed-term contract though, so will have no notice period. In such cases, a minimum 1-month notice period is required.
Employees serving their probation period must give 14 days’ notice before terminating employment. Most employees hired by foreign companies in Sweden will be on a fixed-term contract though, so will have no notice period. In such cases, a minimum 1-month notice period is required after resignation is submitted.