långtidsarbete

Långtidsarbete is a term used in Sweden to describe work arrangements designed to extend or stabilize employment over a long period, often as a response to economic changes or workforce aging. The concept covers arrangements in which an employee's working time is adjusted for an extended duration—such as prolonged part-time work, job sharing, or staged retirement—in combination with salary and benefit adjustments. Långtidsarbete is typically discussed in relation to labor market policy, collective agreements, and corporate restructuring, rather than as a single statutory scheme.

Forms and mechanisms can include reduced hours over months or years while maintaining a wage portion through employer and, in some cases, state support or collective bargaining. It can help preserve skills and reduce recruitment costs during downturns, support gradual retirement, and facilitate upskilling through accompanying training periods. Decisions are usually negotiated between employer, employee, and often trade unions, and may be guided by sector agreements or national policies.

Critics argue that long-term arrangements may blur lines between layoffs and permanent reductions in hours, complicate career progression, and create uneven coverage if subsidized by public funds. Supporters contend that långtidsarbete can provide flexibility, reduce layoffs, and adapt to demographic changes such as aging workforces.

In practice, the term is most commonly used in Swedish labor market discussions and policy documents, rather than as a universal legal category. It intersects with other concepts such as partial retirement, sabbaticals, and flexicurity, depending on national or sector-specific regulations and agreements.