arbetsgivarfrihet

Arbetsgivarfrihet is a term used in Swedish labor law and collective agreements to describe a situation where an employer releases an employee from regular work duties to perform duties outside the ordinary employment, such as public or union-related assignments, military or civil service, training mandated by law, or other approved duties. The concept focuses on the employee’s absence from the workplace and the employer’s handling of wage and work resumption during that period.

The legal basis for arbetsgivarfrihet is provided by applicable laws and by collective agreements or individual employment contracts. Because rules can differ between sectors and agreements, the exact form of the leave (paid, partially paid, or unpaid), its duration, and who bears the cost are not uniform. In practice, some leaves are paid by the employer, others may be compensated by public schemes or union funds, and some may be unpaid. The terms typically require the employee to notify the employer in advance and to provide documentation of the approved duty.

Common contexts for arbetsgivarfrihet include duties or services that are considered legitimate outside everyday employment, such as public or civic duties, union assignments, or organized training connected to the role. Employers may arrange temporary reallocation of work or adjustments to scheduling to accommodate the absence and ensure that operations continue smoothly.

Arbetsgivarfrihet is distinct from ordinary vacation and from general unpaid leave, as it arises from specific permission or obligation under law, regulation, or agreement. See also ledighet (leave), facklig ledighet (union leave), and tjänstledighet (duty leave).