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Sweden/ 5.1 General legislation  

5.1.6 Labour laws

There are no special labour law regulations for arts and culture. Instead, the general legislation on labour is in force also when it comes to these areas. However, some special conditions may be in force, since Swedish labour law to a high degree relies on the agreements made between trade unions and employer representatives. This also gives a special small business character to the subfields of arts and culture where a large portion of the professional work force is self-employed.

The following list of labour laws is relevant to the field of culture, whether on a national orlocal level, with regard to private persons, cultural institutions, free theatre groups or similar companies:

  • Prohibition of Discrimination in Working Life because of Sexual Orientation Act (Swedish Code of Statutes 1999:133);
  • Prohibition of Discrimination in Working Life of People with a Disability Act (Swedish Code of Statutes 199:132);
  • Measures to Counteract Ethnic Discrimination in Working Life Act (Swedish Code of Statutes 1999:130);
  • Parental Leave Act (Swedish Code of Statutes1995:584);
  • Public Employment Act (Swedish Code of Statutes 1994:260);
  • The Equal Opportunities Act (Swedish Code of Statutes 1991:433);
  • Working Hours Act (Swedish Code of Statutes 1982:673);
  • Employment Protection Act (Swedish Code of Statutes 1982:80);
  • Work Environment Ordinance (Swedish Code of Statutes 1977:1166);
  • Work Environment Act (Swedish Code of Statutes 1977:1160);
  • Annual Leave Act (Swedish Code of Statutes 1977:480);
  • Employment (Co-Determination in the Workplace) Act (Swedish Code of Statutes 1976:580); and
  • Employee's Right to Educational Leave Act (Swedish Code of Statutes 1974:1981).

See also comparative information provided in the Compendium "Themes!" section under "Status of Artists".

Chapter published: 16-05-2017

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