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Sweden: Recruitment and selection

Original and updating author: Laura Carlson

Consultant editor: Annika Blekemo

See the legal services provided by the authors/consultant editors of XpertHR International > Sweden, including any discounts/offers for subscribers.


  • Direct and indirect discrimination in access to employment is prohibited on various grounds. (See Discrimination)
  • There is no legislation explicitly concerning job advertisements. (See Advertising vacancies)
  • There is no legislation explicitly concerning the status of job offers. (See Job offers)
  • Apart from the provisions on unlawful discrimination and background checks, there is no general statutory framework governing the practice of recruitment and selection of job applicants in the private sector. (See General)
  • There are various rules regarding work carried out by minors, who are individuals under the age of 18 years. (See Young people and children)
  • Non-Swedish nationals are required to have a work permit for employment in Sweden unless they are citizens of the other 26 EU member states, the other EEA countries, the other Nordic countries or Switzerland. (See Foreign nationals)
  • Redundant employees have a statutory right of priority for re-employment. (See Priority for employment)