Posting employees abroad involves numerous formal obligations. In the case of secondment of workers to Sweden, the employer must declare this fact to the Swedish Work Environment Authority (Arbetsmiljöverket). The notification is mandatory for any company sending employees to Sweden in the framework of the provision of services.
Below we present key information concerning the notification of the posting of workers in Sweden, deadlines, required documents and penalties for failure to provide the declaration.
1. Web portal for notifying posted workers
The notification of posting employees shall by made via the dedicated Arbetsmiljöverket web portal. This is the only official system for declaring workers seconded to Sweden. The portal is available in Swedish and English.
The office’s website also contains a lot of practical information concerning Swedish labour law and the rules for posting workers to Sweden.
2. Deadline for submitting the notification of posted workers
The notification of secondment shall be made no later than the day on which the posted employee start working in Sweden. Failure to notify or the declaration submitted after the deadline may result in serious financial penalties for the employer.
3. When is the notification of posting required?
The obligation to notify workers concerns three situations:
- employees perform work under a business contract with the service recipient in Sweden,
- workers are employed directly by the service recipient;
- workers have been hired by another foreign company and seconded to work in Sweden.
The notification isn’t required for self-employed entrepreneurs providing services in Sweden.
User profile – the first step to submit a notification
In order to notify workers, the employer must create a user profile on the portal. It’s necessary to provide, among others, the following information:
- login (e-mail address, password),
- details of the posting employer (name, address, identification number, NECE industry),
- data of the person authorised to represent the employer.
Only after logging in, it’s possible to submit a declaration related to workers posted to Sweden.
5. Data required in the posting notification
The notification form includes, among others:
- data of the recipient of the services in Sweden,
- address where the posted employees will perform work,
- data of the workers and length of the posting,
- details of the contact person in Sweden.
After sending the declaration, the employer receives an e-mail confirmation of the notification of the posting of workers, which shall be forwarded to the Swedish service recipient.
6. Contact person in Sweden
Each notification must specify a contact person staying in Sweden throughout the entire posting period. This person is responsible for storing and providing access to documents related to the posting, such as employments contracts and the record of working time.
Failure to indicate a contact person or his/her absence may result in a financial penalty.
7. Change of data in the notification
If the circumstances specified in the notification change, the employer is obliged to update the declaration of the posting of workers. This isn’t necessary only in the case of a short-term absence of an employee (e.g. leave, illness).
8. Penalties for failure to submit the notification
Failure to fulfil the obligation to notify workers seconded to Sweden may result in heavy fines imposed on the employer. Sanctions also include:
- failure to designate a contact person,
- failure to provide confirmation of notification to the recipient of services in Sweden,
- providing incorrect or incomplete data.
The Swedish authorities may impose an obligation to complete documentation or update data.
Summary
Posting workers to Sweden requires the employer to carefully fufil formal obligation. The key elements include:
- timely notification of workers to Arbetsmiljöverket,
- designation of a contact person in Sweden,
- provision of confirmation to the recipient of the services.
Thanks to the correct notification, the company will avoid financial penalties and will be able to implement projects in Sweden without obstacles.
📌 Crede sp. z o.o. specialises in providing services to companies in the field of posting workers abroad. We assist in preparing notifications to employment offices in the EU, including Arbetsmiljöverket in Sweden.
