Working Hours and Overtime in Sweden

What Are the Standard Working Hours In Sweden?

The regular workweek in Sweden spans 40 hours per week across five days, with a maximum of 8 hours per day. A minimum meal interval of 30 minutes must be observed by employees who work more than 5 consecutive hours in a day. In typical working hours, Monday through Friday, the hours are 8:30 or 9:00 AM to 5:00 PM.

Maximum Working Hours in Sweden

In Sweden, the Working Hours Act sets clear boundaries on how much time employees can spend at work. The legal cap stands at 40 hours per week as standard, but there's flexibility built in. Employers can extend hours up to 48 per week if averaged over a four-month period. Overtime is permitted under special needs but must remain occasional and not compromise employee wellbeing.

Industry Specific Exceptions

Certain sectors like transportation, healthcare, agriculture, and public utilities operate under unique schedules due to their nature. These exceptions are usually governed by collective agreements that adapt to industry demands—like 24/7 operations in hospitals or adjusted rest for long-haul drivers.

Managerial and Exempt Employees

Managerial staff and those with significant autonomy—like executives or senior specialists—often fall outside standard working hour regulations. While they might not be bound by hourly limits, they're still covered by occupational health and safety rules to prevent harmful workloads.

Statutory Full-Time Working Hours in Sweden

Full-time employment in Sweden is defined as 40 hours per week. This legal standard applies broadly across industries and forms the foundation for employment terms, affecting everything from overtime calculation to part-time arrangements. Many workplaces use this to support work-life balance.

Overtime Regulations in Sweden

Sweden ensures employees are protected when it comes to extra work. The rules surrounding overtime are designed to balance business flexibility with employee health and fair compensation.

What Counts As Overtime in Sweden?

Any hours worked beyond the 40-hour workweek qualify as overtime. This applies to additional time on regular weekdays as well as extra hours on weekends and holidays. Employers can request overtime on short notice if necessary, but workers retain rights to refuse unreasonable demands.

Maximum Overtime In Sweden

Employees can work up to 200 hours of overtime per year, with a monthly cap of 50 hours. In special situations, the annual limit can extend to 150 additional hours (for a total of 350 hours). Employers cannot ask employees to work more than 48 hours over four weeks or 50 hours per calendar month. Exceeding these caps can lead to fines and enforcement action from the Swedish Work Environment Authority.

Overtime Payout Rates In Sweden

Overtime compensation often includes a 50% premium for the first two hours and 100% (double pay) thereafter. Weekend or holiday overtime typically starts at higher rates. Some workers may opt for compensatory leave – 1.5 to 2 hours off per hour of overtime – instead of cash payment, depending on their contract or collective agreement.

Rest Periods and Breaks In Sweden

Employees are entitled to at least 11 hours of continuous rest daily and 36 hours of weekly rest, usually covering weekends. Anyone working over five hours must receive a 30–60 minute break. Employers must structure schedules to accommodate these breaks and foster a culture that respects downtime.

Night Shifts and Weekend Regulations

Night shifts are generally defined as work between 10:00 PM and 6:00 AM. Weekend work refers to Saturday and Sunday labor. These shifts usually come with pay premiums—either as a percentage of the base rate or fixed bonuses—detailed in employment agreements. Many employers also offer extra time off or health checks for night workers.

How Playroll Simplifies Employer Responsibilities and Compliance

Expanding your workforce across international borders is an exciting step, but it can be challenging to keep up with ever-changing local labor laws and regulations in different countries. That's the advantage of using an Employer of Record like Playroll:

       
• Scale your global team: Legally hire and swiftly onboard new hires in 185+ regions without the red tape by offloading the HR admin to Playroll, so you can freely explore new markets and focus on growth.
       
• Stay compliant: Our built-in compliance checks and vetted contracts mean your agreements will always meet all legal requirements for working hours, overtime regulations, and more.
       
• Pay your team accurately: Ensure your international employees and global contractors are paid on time, every time, and set up centralized global payroll processes.