What to consider when hiring summer staff

Summer is just around the corner, which means many employees will be taking annual leave. For businesses, this often creates a need to cover for regular staff by hiring temporary workers. It is common for temporary staff to be young and new to the labour market. As an employer, it is important to comply with all the rules that apply to fixed-term employment and to ensure that the work can be carried out safely – both to meet legal requirements and from a sustainability perspective.

Type of employment

It is important to choose the correct type of employment for temporary staff. The purpose of the employment determines which form is appropriate. During the summer, people are often hired to replace regular employees for a limited period. In such cases, a fixed-term cover (temporary replacement) contract is appropriate. If the aim is to increase staffing levels or fill a role for a limited time, a general fixed-term contract is the relevant option.

There is no legal employment category called “summer worker” or “hourly employee” under the Employment Protection Act (LAS). Therefore, it is important to use one of the recognised employment types provided by law or collective agreements, such as general fixed-term employment, temporary replacement (cover), or seasonal work. If no employment type is specified, this may in some cases result in the employment being deemed permanent.

As an employer, it is important to monitor when a fixed-term contract converts into a permanent position. For example, a temporary replacement converts into a permanent role when the employee has been employed for more than two years in total over a five-year period. A general fixed-term contract converts into a permanent role when the employee has been employed for more than 12 months over a five-year period. It is therefore essential to ensure that personnel records are accurate and up to date, and that there are routines in place to monitor these time limits.

Seasonal employment

Seasonal employment is used for work that depends on the season, weather, time of year, or similar factors. Seasonal roles are common in industries such as agriculture, forestry and tourism.

A seasonal contract is agreed for each season individually and ends when the season is over. There is no specific time limit on how long a season may last, and it is possible to have recurring seasonal contracts without them automatically becoming permanent.

An employee may gain preferential rights to a new seasonal contract if they have been employed for more than six months during the past two years. If the employee is not offered re-employment, the employer must notify them at least one month before the new season begins.

Health and safety rules for young workers

Young people who are new to working life face a higher risk of workplace injury for a variety of reasons. For example, they are more sensitive to chemical exposure and may find certain tasks mentally demanding. When employing minors, special rules apply regarding how they should work. The Swedish Work Environment Authority provides guidance specifically aimed at employers of young workers.

These provisions are set out in the Authority’s regulations (AFS 2023:2) on the planning and organisation of occupational health and safety. The general rule is that minors may not work before the year they turn 16 and before completing compulsory schooling. However, exceptions exist for light work from the age of 13. There are also specific rules on how many hours young people may work and during which times of day. Certain tasks are strictly prohibited, such as selling alcohol, performing heavy lifting, or working in environments where there is a risk of violence.

Employers must also carry out a specific risk assessment reflecting that the work is to be performed by minors, and ensure proper induction, supervision, and, in some cases, parental consent. A systematic and proactive approach to health and safety is essential to prevent workplace injuries. An HR partner can be a sound investment for companies in need of support or advice.

Tax deductions and contributions

As a general rule, employers must deduct tax and pay social security contributions once earnings exceed SEK 1,000 during the income year, although there are exceptions for school pupils and students in terms of tax deductions.

In 2026, a school pupil or student may earn up to SEK 25,042 without paying tax. If the employee does not wish tax to be deducted, they must provide a certificate confirming this. The relevant form is available from the Swedish Tax Agency (Skatteverket). If the individual expects to earn more than SEK 25,042, they may instead apply for a tax adjustment decision to ensure that preliminary tax deductions are aligned with their expected income.

To ensure correct salary payments, it is important that information regarding tax deductions is submitted to payroll in good time. Incorrect tax deductions may result in the employee having to wait until the following year’s tax return to recover overpaid tax.

Pay and holiday pay

All employees accrue holiday pay and entitlement to annual leave. As a general rule, all employees have the right to annual leave, regardless of their employment type or working hours. If employment begins between 1 April and 31 August, the employee is entitled to 25 days of unpaid leave. If it begins between 1 September and 31 March, the entitlement is instead five days of unpaid leave.

For employment lasting no more than three months, it is possible to agree that no leave will be taken, which is often practical for shorter summer roles.

However, holiday pay cannot be waived and must always be shown separately. It must not be included in the salary. For short-term employment (up to three months), holiday pay may be paid on an ongoing basis. Otherwise, it must be paid no later than one month after the employment ends.

Sick pay

As a general rule, summer staff are entitled to sick pay from the first day of employment, provided the employment is agreed to last at least one month.

For contracts shorter than one month, entitlement to sick pay begins only once the employee has started work and has been continuously employed for 14 calendar days. If an employee has several recurring short-term contracts with the same employer, and a new contract begins within 14 days of the previous one ending, the earlier employment period is included in this calculation.

If the employee is not entitled to sick pay, they may instead apply for sickness benefit from the Swedish Social Insurance Agency (Försäkringskassan). To assess entitlement, it is important that the employer has clearly specified the duration of the employment and that the employee has received this information in writing.

Written information about the employment

Although a written employment contract is not mandatory, the employer must always provide written information about the terms of employment (in accordance with Section 6c of the Employment Protection Act). This includes details such as the length of the employment, duties, and salary, all of which must be documented and communicated to the employee.

Would you like to ensure that your summer hires are both compliant and sustainable? Get in touch with Azets today - we’ll be happy to help.