Sweden: 2026, Looking Ahead

The following are labour-related matters in Sweden to watch out for in 2026.

1. Implementation of Pay Transparency Directive

In May 2023, the EU adopted the Pay Transparency Directive (2023/970) to reinforce equal pay between women and men. A Swedish government inquiry in May 2024 proposed how to implement the directive, building on the existing requirement under the Discrimination Act for annual pay surveys but adding new obligations. These include a new chapter on pay transparency in the Discrimination Act, enhanced rights for applicants and employees to access pay information, a prohibition on employers asking applicants about previous salaries, and an obligation to inform employees about pay rules and practices. Pay surveys will be expanded to cover pay developments in connection with parental leave and similar absences, and employers with at least 100 employees will regularly report gender pay gap data to the Equality Ombudsman (Sw. Diskrimineringsombudsmannen) for publication. The inquiry also proposes new sanctions: damages for certain breaches and an administrative fine for failure to provide information to the Equality Ombudsman. The directive must be implemented by 7 June 2026, and a government bill based on the inquiry is expected in January 2026.

2. Expanded criminal liability for infringements of technical trade secrets

On 9 September 2025, the Swedish Government presented a bill to strengthen criminal protection for trade secrets in light of heightened security threats, digitalisation and cyber-espionage. Under the proposal, it will be a criminal offence not only to unlawfully access or obtain a trade secret, but also for persons with lawful access (e.g., employees or consultants) to intentionally and unlawfully use or disclose technical trade secrets, such as production processes and drawings. Commercial information like customer lists will not be covered. The new offences will carry penalties of fines or up to two years’ imprisonment, or six months to six years for aggravated cases, while minor cases – in particular where the conduct occurs after employment – will normally fall outside criminal liability. The amendments are proposed to enter into force on 1 January 2026.

3. Increased salary requirements for work permits

In autumn 2025, the Swedish Government announced additional changes to the Swedish work permit requirements applicable to citizens of non‑EU countries. One of the key conditions for obtaining such a permit is the maintenance requirement, which entails that the employment enables the applicant to earn a good living. In recent years, this requirement has been tightened. On 1 November 2023, the minimum salary threshold under the maintenance requirement increased from SEK 13,000 per month to an amount corresponding to 80% of the Swedish median wage, currently SEK 29,680 per month. Further changes announced in autumn 2025 mean that the threshold will be raised to 90% of the Swedish median wage, currently equivalent to SEK 33,390 per month. The median wage is determined annually by Statistics Sweden (Sw. Statistikmyndigheten SCB), typically in June, and the applicable figure is the one in force at the time the work permit application is submitted. The Swedish Government may grant exemptions from the wage requirement for certain professions. The amendments are proposed to enter into force on 1 January 2026.

4. A new Unemployment Insurance Act introduces significant changes to the Swedish unemployment insurance system

On 1 October 2025, a new Unemployment Insurance Act entered into force, introducing several new principles to the Swedish unemployment insurance system. One of the most significant changes is that the qualification for unemployment insurance benefits is now based on income from work instead of hours worked, which is expected to result in more people qualifying for unemployment benefits. Another key change is that the length of an applicant’s membership in an unemployment insurance fund (Sw. A-kassa) will influence the level of compensation the applicant can receive. Under previous regulation, membership in an unemployment insurance fund only affected the level of compensation if the applicant had been a member for at least 12 months. Applicants who had been members for less than 12 months received unemployment benefits at the same base level as applicants with no membership periods at all. The new regulation entails an intermediate compensation level for applicants who have been members of an unemployment insurance fund for at least six months, but less than 12 months. The new regulation applies to decisions on unemployment benefits from 1 October 2025, but those who were already receiving unemployment benefits at this time remain under the previous regulation.