In Sweden, the anställningsförhållande is governed by the Employment Protection Act (Arbetsmiljölag) and the collective agreements between employers' and employees' organizations. These agreements often provide more detailed provisions than the law, such as specific working hours, vacation entitlements, and notice periods.
1. **Dependence**: The employee is dependent on the employer for work, which distinguishes it from self-employment or freelance work.
2. **Obligation to Work**: The employee has an obligation to perform the work as agreed, subject to the employer's instructions.
3. **Remuneration**: The employer provides remuneration, typically in the form of wages or salary, in exchange for the employee's work.
4. **Control**: The employer has the right to control the work and the employee's conduct, within reasonable limits.
The anställningsförhållande can be terminated by either the employer or the employee, subject to certain legal requirements. For example, an employer must provide notice to the employee before terminating the employment, unless there are justifiable reasons for immediate termination. Similarly, an employee must provide notice to the employer before resigning, unless there are extenuating circumstances.
Throughout the employment relationship, both parties have obligations and rights. The employer has an obligation to provide a safe and healthy work environment, while the employee has an obligation to perform the work diligently and in accordance with the employer's instructions. Both parties have the right to seek legal remedies if their rights are violated.