• The form of employment general fixed-term employment is

    abolished and replaced by something called special fixed-term employment.

    An important difference is that with the new form of employment, only twelve months' employment is required before the employment is transformed into a permanent employment.

    Right now, it takes 24 months of employment for a permanent job and in the previous original agreement between PTK and the Confederation of Swedish Enterprise, it was about 18 months.

  • The so-called planing is

    limited, ie the employer's opportunities to reduce an employee's working hours - and thus salary.

    If the employer wants to carry out planing, it requires that the rules of priority are followed and that the employee is given some time, up to three months, to be able to adapt to his new salary.

  • The right to further education

    and skills for employees is strengthened through a new adjustment agreement which, among other things, gives those who have worked for an employer for at least 8 years the opportunity to train with 80 percent of their salary for one year.

    What is also new is that fixed-term employees and personal assistants are included in the adjustment agreement.

  • The parties agree

    to investigate a collectively

    agreed

    unemployment insurance that will also apply to employees with low or irregular incomes who guarantee employees at least 80 percent of the salary.

  • Employers have the right

    to make exceptions to the rules of priority in the event of dismissal for three employees, regardless of the size of the company.

    Today, the employer has the right to make exceptions for a maximum of two people in companies with a maximum of ten employees.

  • The term "factual grounds for personal reasons" in the

    event of termination is replaced by "factual reasons".

    Reasonable reasons include whether the employee has seriously violated the employment contract through, for example, refusal to work, difficulties in co-operation, abuse or crime.

  • The employer must continue to offer

    support measures, give a warning and offer relocation before an employee can be dismissed.

    However, if the employer has offered a relocation and there are still objective reasons for dismissal, there is no obligation to offer a new relocation.