Best Wage & Hour Lawyers in Solna

About Wage & Hour Law in Solna, Sweden

Wage and hour matters in Solna are governed primarily by national Swedish law and collective bargaining agreements. Sweden has a strong tradition of collective agreements between employers and trade unions that set detailed rules on wages, working hours, overtime compensation, holiday pay, and other employment conditions. National laws - such as the Working Hours Act and the Annual Leave Act - provide baseline protections applicable throughout the country, including Solna. Municipality-specific rules are rare for wage and hour topics, but local employers in Solna must still follow national legislation and applicable industry collective agreements. If you work in Solna you are protected by these national rules and by any collective agreement that covers your workplace.

Why You May Need a Lawyer

Most wage and hour problems can be resolved informally with an employer or through a union. However, you may need a lawyer when:

- You have unpaid wages, unpaid holiday pay, unpaid overtime, or unlawful wage deductions that the employer will not resolve.

- Your employer denies contractual entitlements or refuses to provide required pay slips and documentation.

- There is a dispute about whether you are an employee or an independent contractor - classification affects rights to pay, holiday, social security and taxes.

- You face retaliation, unlawful penalties or dismissal after raising wage or working time concerns.

- There are complex cross-border issues, for example if you are posted to Sweden from another EU country or if your employment has international elements.

- You need help enforcing a judgment for unpaid wages, or you are pursuing a claim in court and require legal representation.

- You require guidance on collective agreement interpretation, works council matters, or large-scale workforce reductions where pay and seniority rules apply.

Local Laws Overview

Key legal frameworks and concepts that are especially relevant in Solna include:

- Working Hours Act (Arbetstidslagen) - establishes rules on maximum working hours, rest periods, night work and record keeping for working time. Collective agreements often provide more detailed rules or different limits.

- Annual Leave Act (Semesterlagen) - secures the right to paid annual holiday. The standard entitlement under the Act is 25 days per year for most employees, though collective agreements can specify holiday pay calculation and timing.

- Employment Protection Act - LAS - governs types of employment, probationary employment, notice periods and rules that apply on dismissal and redundancy. Collective agreements can modify or add procedural protections.

- Collective agreements - many sectors in Sweden are covered by collective agreements that set wages, overtime rates, shift allowances and other terms. There is no statutory national minimum wage - minimum rates are typically set in collective agreements.

- Employer obligations - employers must provide clear terms of employment, payslips that show gross pay and deductions, and keep adequate records of working hours and wage payments. Employers also have obligations under social insurance and tax rules.

- Anti-discrimination and health and safety - the Discrimination Act and the Work Environment Act require employers to protect employees from harassment and unsafe working conditions. Working time and rest requirements are part of the employer obligation to secure a safe workplace.

- Enforcement and dispute resolution - many disputes are handled first through unions and negotiated settlements. If negotiation fails, claims can proceed in the civil courts or specialized labour courts, depending on the nature of the dispute and whether collective agreement issues are involved.

Frequently Asked Questions

Do I have a statutory minimum wage in Sweden?

No. Sweden does not have a statutory national minimum wage. Minimum pay rates are normally set in sector or company collective agreements negotiated by trade unions and employer organisations. If you are not covered by a collective agreement, your pay is determined by your employment contract. Unions can advise and negotiate on minimum rates.

How is overtime regulated and paid?

Overtime rules come from the Working Hours Act and from collective agreements. Overtime is usually compensated by extra pay or time off in lieu, and the rate of pay for overtime is often set in collective agreements. Whether and how overtime is paid depends on your contract and any applicable collective agreement, so check both and speak to your union or lawyer if you suspect unpaid overtime.

What are my rights to holiday and holiday pay?

The Annual Leave Act guarantees most employees paid annual leave. The standard statutory entitlement is usually 25 days per year. Holiday pay is calculated according to rules in the Act and in many collective agreements. If you have not received holiday pay or your employer refuses to allow lawful holiday, you should raise the issue with your employer or union and consider legal advice if it cannot be resolved.

How many hours am I allowed to work?

The Working Hours Act sets limits on working time, rest periods and night work to protect health and safety. Collective agreements commonly set normal working hours at about 40 hours per week or adjusted schedules. Employers must ensure working time rules are respected and keep appropriate records. If you are working excessive hours without proper compensation or rest, seek advice.

What should I do if I have not been paid?

First, check your payslip, employment contract and any collective agreement. Raise the issue formally with your employer in writing and request payment within a reasonable deadline. If the employer does not pay, contact your union for support. If you are not a union member or the union cannot help, a lawyer can assist you with a formal claim in court and with enforcement of a judgment.

Can my employer make deductions from my salary?

Employers may make deductions only if there is a legal basis, a collective agreement provision or the employee has given informed consent. Unauthorized deductions can be challenged. If your employer has made unexplained or unlawful deductions, keep pay records and ask for a written explanation. If that fails, seek help from a union or lawyer.

What documentation should I keep?

Keep your employment contract, payslips, time sheets or clock-in records, emails or letters that relate to pay or working hours, holiday requests and responses, and any notices of dismissal or warnings. These documents are essential evidence in any wage or hour dispute.

Am I protected if I report wage or hour violations?

Swedish law protects employees against unlawful reprisals for asserting workplace rights or reporting breaches of law. If you face retaliation after raising wage or working time problems, document the events and seek prompt advice from your union or a lawyer.

What if I am an agency worker or posted worker?

Agency workers and posted workers have specific rules that govern pay and working conditions. Agency work may be regulated by the Swedish Posting of Workers rules and collective agreements. Posted workers from other EU countries may have certain protections under EU rules. These matters can be complex, so seek advice early to clarify rights related to pay, working hours and social insurance.

How do I start a legal claim in Solna?

Start by documenting the situation and attempting internal resolution. Contact your union if you have one. If the dispute is not resolved, consult an employment lawyer in Solna or the Stockholm area to evaluate your claim, the likely costs and the best forum for resolution. Lawyers can help with demand letters, negotiations, court proceedings or alternate dispute resolution. Act promptly - there are time limits for many types of claims.

Additional Resources

Here are public bodies and organisations that can help you understand or pursue wage and hour issues in Solna:

- Swedish Work Environment Authority (Arbetsmiljöverket) - enforces rules on working hours and workplace health and safety.

- Swedish Tax Agency (Skatteverket) - handles taxes and employer payroll tax obligations.

- Swedish Social Insurance Agency (Försäkringskassan) - administers sickness benefits, parental benefits and related entitlements.

- Swedish Labour Court (Arbetsdomstolen) - the specialised court that handles certain collective labour law disputes; other employment disputes are handled by general courts.

- The Equality Ombudsman (Diskrimineringsombudsmannen) - handles discrimination complaints at work.

- The Swedish Enforcement Authority (Kronofogden) - assists with enforcing monetary judgments, including unpaid wages ordered by a court.

- Trade unions and employer organisations - unions provide legal assistance and representation for members on wage and hour issues; employer organisations can clarify employer obligations under collective agreements.

- Local legal aid and legal clinics - some organisations and lawyers offer initial consultations or reduced-fee services for employment matters.

Next Steps

If you need legal assistance with a wage and hour matter in Solna, follow these practical steps:

- Gather documents - collect your contract, payslips, time records, emails and any written communications relating to the dispute.

- Check for a collective agreement - find out if your workplace is covered by a collective agreement and what it says about pay, overtime and dispute procedures.

- Talk to your employer - raise the issue in writing and keep records of any responses. Be clear about what you want and set a reasonable deadline for resolution.

- Contact your union - if you are a member, your union is often the fastest and most cost-effective route to resolve wage disputes.

- Seek legal advice - if your employer will not cooperate or the matter is complex, consult an employment lawyer. Prepare for your meeting by organizing documentation and a clear timeline of events.

- Consider alternative dispute resolution - mediation or negotiation can save time and cost compared with court proceedings.

- Act promptly - many employment claims have time limits. Even if you are unsure how strong your claim is, early action preserves evidence and legal options.

If you are unsure where to start, a short consultation with a local employment lawyer or union representative can clarify your rights and the most effective next steps for your situation in Solna.