Insurance for seasonal workers

As regular staff are often away during the summer months, many employers choose to temporarily strengthen their organisation with seasonal employees. This may involve covering for annual leave or managing peaks in workload during the summer.

As the number of new and often inexperienced employees increases, so does the risks. Seasonal employees may therefore face a higher risk of accidental injuries. It is therefore particularly important to ensure that these employees are covered by appropriate insurance protection.

Regulations in collective agreements

Several collectively agreed pension schemes, such as ITP and SAF-LO, include insurance coverage that also applies to employees who are too young to begin accruing an occupational pension, regardless of the form of employment. As an employer, this means that you need to ensure that summer employees are covered by these insurances and are correctly included in reporting.

ITP

Within the ITP plan, many insurance benefits take effect from the age of 18. These provide protection in cases such as accidents, occupational injuries and long-term illness, including through:

• TGL – group life insurance
• ITP disability pension
• TFA – occupational injury insurance

This means that all employees aged 18 and over must be reported, even though the accrual of occupational pension normally begins only at the age of 25.

SAF-LO

The SAF-LO agreement goes even further and requires employees to be reported from as early as 13 years of age. The protection covers similar risks as within ITP, for example through:

• TGL – group life insurance
• AGS – sickness insurance under collective agreement
• TFA – occupational injury insurance

Accrual of occupational pension begins at the age of 22, but reporting must therefore take place from the age of 13. Remember that these individuals must also be included in this year’s TRR and TFA reporting.

Employers without collective agreements

For employers without collective agreements, there is no equivalent mandatory insurance requirement. However, it is still essential to take responsibility for employees’ safety and security. Offering equivalent insurance protection not only supports employees’ wellbeing, but is also an important factor in being perceived as an attractive employer.

Whether you have a collective agreement or not, these insurances represent a fundamental level of protection that most employees in Sweden expect. At the same time, the administration can be perceived as complex.

At Azets, we can help you navigate the process, whether it involves collectively agreed or alternative solutions. We make the process simple, clear and tailored to your needs.

If you have any questions or require support regarding collectively agreed insurance, you are welcome to contact us.