Report a foreign posting
Does your company carry out services in Sweden? Foreign employers must report postings and report a contact person to our registry when they sent employees to work here.
When is the information to be reported?
The report must be made when a posted employee begins working in Sweden, at the latest. If the posting is for no more than five days, no report is necessary. If the posting becomes extended, a report must be made on the sixth day at the latest.
What is posting?
A posted employee is a person who has been sent by her/his employer to another country to work for a limited period of time. If the person has been sent to Sweden, he/she is covered by certain provisions in Swedish laws and collective agreements during the period of employment.
What information has to be registered?
The information to be registered is:
- The employer’s name/company and place of business/headquarters.
- Contact details for an authorised deputy of the employer (can be in the home country).
- What type of services are to be offered in Sweden.
- Planned duration.
- Place where services are carried out.
- The identities of the posted employees.
- Details about the appointed contact person, personal identity number/date of birth address and telephone number in Sweden, email address.
Register a contact person in Sweden
When the contact person in registered, he/she becomes authorised to receive service on behalf of the foreign employer. The contact person must also be able to present documents showing that the requirements of the Foreign Posting of Employees Act have been fulfilled. Such documents can include employment contracts showing that employment is under the terms and conditions required in the Foreign Posting of Employees Act, documentation required by the Work Environment Act, and journals of working hours.
Supervision and fines
The Swedish Work Environment Authority is charged with monitoring that rules on registration are followed. If the employer does not report a posting and a contact person for registration on time, we will impose a fine on the employer of SEK 20 000.
We can also order the employer to rectify shortcomings when:
- The employer does not change the registered information when the employer’s activities change
- The contact person does not fulfil his/her responsibilities under the registration rules
- The employer’s report for registration is incorrect or insufficient.
The order may be associated with a penalty. If the employer does not rectify the shortcomings, a penalty payment may be imposed.
Provisions governing the register
Provisions governing the register are specified in the Posting of Workers Act (1999:678) and in the Ordinance on a notification obligation for the posting of workers (2017:319).
In Swedish: Lag (1999:678) om utstationering av arbetstagare and Förordning (2017:319) om anmälningsskyldighet vid utstationering av arbetstagare.
Last updated 2018-01-29