Is there a statutory probationary period in Sweden and can it be extended or removed? Can the probationary period differ for various job titles or employment agreement types?

In Sweden, probationary periods are permissible and subject to a statutory limit of 6 months. The probationary period must be included in the employment agreement. The employer must inform the employee at least 2 weeks before the probationary period ends whether the employee will transition to permanent employment. During the probationary period, salaries and other benefits remain the same as for permanent employment.

Probationary periods can be extended, but only under certain circumstances and if both the employee and employer agree. This is not a common practice and requires mutual consent between both parties.

For those on fixed-term contracts, there is no probation period.

Are employment agreements mandated to be registered with a regulatory authority in Sweden? If yes, what is the process for registration?

In Sweden, employment agreements are not mandated to be registered with a regulatory authority.

What is Pebl's onboarding timeline in Sweden?

In Sweden, the onboarding timeline for Pebl is influenced by several key factors:

• The timeline is highly dependent on the response rate from customers and supported employees.
• Employees often submit their employment agreement drafts to their unions for review, which can extend the onboarding process by up to two weeks.
• After the union review, extensive discussions may occur between Velocity Global Sweden and customers to address potential changes, regulations, and common practices specific to Sweden.

These elements collectively contribute to a potentially longer onboarding process in Sweden than what may be typically expected.

Can Pebl accept or support customers that have a local entity in Sweden?

Yes, Pebl can accept and support customers with a local entity in Sweden. Additionally, there is no need for a service agreement when the end customer has a local entity in Sweden.