Article 27
Measures to support employers
Measures to support workers with disabilities
Discrimination
Employment on the open labour market
Employment in the supported / sheltered sector
Employment in the public sector
Employment of blind and partially sighted women
Self-employment
Vocational rehabilitation and training
Incentive measures to employ workers with disabilities
Legal obligation to employ workers with disabilities
Vocational counselling
Main occupations performed by workers with a visual impairment
Looking for a job
Legal recognition of disabled worker status
Trade unions and workers with disabilities
Measures to support employers
The main legislations concerning the measures to support employers in Sweden are SFS 2000:630 and SFS 2000:628. These measures are mainly administered by the Public Employment Services.
Employers who hire workers with reduced working capacity are eligible for the wage subsidy scheme funded by the Public Employment Services. This also applies to currently employed workers who acquire a disability. The subsidy amounts to a set percentage based on the full salary and is subjected to a time limit of four years. In special cases the duration may be extended to support the employer into retaining the disabled employee.
As part of the Technical Aid and Adaptation scheme, the employer receives a grant to adjust the workplace while the disabled employee receives funding to acquire personal technical aids. The scheme is made available to newly hired disabled employees as part of the wage subsidy scheme by the Public Employment Services, and to existing employees who acquire a disability by the Public Insurance Office.
Employers who hire disabled employees who require assistance are supported through one of 2 Personal Assistance schemes. The first scheme offers the funds the cover the appointment of an existing employee to assist the disabled worker. The second option concerns disabled workers who require assistance in both their personal and professional lives: they are eligible for a specific allowance to cover the hire of a personal assistant who will provide them with the necessary support in both their private and job related tasks.
Employers who hire a person who has been on sick leave for 2 years or more, and who are unable to return to their previous job, receive a bonus on their social insurance tax fees.
The Developing Employment scheme targets a better job inclusion for disabled workers. Arrangements are available to provide the disabled worker with specific training, if required, and other tailored adjustments when starting a new job. The scheme provides a wage subsidy to the employer and personal support to both the employer and employee for up to a year.
The Safety Employment scheme concerns those disabled people who are unable to compete in the open labour sector because of a reduced working capacity. The scheme is somewhat similar to a supported employment plan in that it applies to ordinary workplaces and enables the employer to receive high level wage subsidies, personal assistance and support without time limitation.
Measures to support workers with disabilities
The main legislations concerning the measures to support disabled workers in Sweden are SFS 2000:630 and SFS 2000:628. These measures are mainly administered by the Public Employment Services.
The 1977 Act on Environment in Working Life (AML), amended in 2008, states that both public and private sector employers must take the necessary measures to improve working conditions. The provisions include risk prevention and the adjustment of the workplace based on each worker's needs, including disabled workers.
The revised 1982 Act on Job Retention (LAS) regulates redundancies.
Under this legislation, employers must present substantial evidence of misconduct or other reasons to dismiss an employee. Disability or sickness is not valid reasons to terminate employment.
The Act on Social Insurance, amended in 2008, is a legal package that governs a wide range of disability and sickness-related benefits, pensions and support schemes. This legislation supports workers who have fallen out of employment due to disability or long-term medical condition and helps them to move back into work through rehabilitation programmes. The scheme involves the Social Insurance Office, Public Employment Services, employers and regional health care agencies.
The Developing Employment scheme targets a better job inclusion for disabled workers. Arrangements are available to provide the disabled worker with specific training, if required, and other tailored adjustments when starting a new job. The scheme provides a wage subsidy to the employer and personal support to both the employer and employee for up to a year.
As part of the Technical Aid and Adaptation scheme, the disabled employee may receive an allowance for personal technical aid and the employer may receive funding to adjust the workplace. The scheme is available for new hired disabled employees as part of the wage subsidy scheme and it is paid for the Public Employment Services. For existing employees who acquire a disability or in the case of on-going employment without wage subsidy the scheme is paid for by the Public Insurance Office.
Disabled workers who require personal assistance may receive it in 2 ways. The first scheme offers the funds the cover the appointment of an existing employee to assist the disabled employee. The second option concerns disabled workers who require assistance in both their personal and professional lives. They are eligible for a specific allowance to cover the hire of a personal assistant who will provide them with the necessary support in both their private and job related tasks.
Discrimination
The 2008 Discrimination Act (SFS 2008:567) is the main legislative item regarding discrimination in Sweden. It addresses discrimination and promotes equal rights and opportunities regardless of sex, gender, ethnicity, religion, disability, sexual orientation or age. This Act prohibits discrimination in working life and an employer may not discriminate against a person who is:
• an employee
• enquiring about or applying for work
• applying for or carrying out a traineeship, or
• available to perform work or is performing work as temporary or hired labour.
A number of other legislative measures also support non discrimination, such as the revised 1982 Act on Job Retention (LAS) which regulates redundancies.
Under this legislation, employers must present substantial evidence of misconduct or other personal reasons to dismiss an employee. Disability or sickness is not valid reasons to terminate employment.
Employment on the open labour market
No information.
Employment in the supported / sheltered sector
The Swedish supported employment programme is known as Special Introduction and Follow-Up Support (SIUS). The programme begins with personal support provided to the job seeker by a SIUS Consultant. The consultant also performs outplacement and then offers guidance to both employee and employer during the introduction and adaptation period.
The Safety Employment scheme concerns those disabled people who are not able to compete on the open labour job market because of a reduced working capacity. The scheme is somewhat similar to a supported employment plan in that it applies to ordinary workplaces and enables the employer to receive a high level of personal assistance, support and wage subsidies without time limitation.
A specific subsidy is available for sheltered employment in the public sector. It concerns workers whose working capacity is severely reduced by a functional disability.
Employment in the public sector
A specific subsidy is available for sheltered employment in the public sector. It concerns workers whose working capacity is severely reduced by a functional disability.
Employment of blind and partially sighted women.
No information
Self Employment
The disabled person who is willing to create his or her own job is supported through a specific scheme in Sweden. A Special Business Start-up allowance is available to cover the costs of workplace equipment. In addition, disabled people are entitled to the same support measures as any other self-employed person, including a wage payment to support them during the first 6 months of their new business.
Vocational rehabilitation and training
The Act on Social Insurance, amended in 2008, is a legal package that governs a wide range of disability and sickness-related benefits, pensions and support schemes in Sweden. This legislation supports workers who have fallen out of employment due to disability or long-term medical condition and helps them to move back into work through rehabilitation programmes. The scheme involves the Social Insurance Office, Public Employment Services, employers and regional health care agencies.
Incentive measures to employ workers with disabilities.
The Swedish public offices and the various organisations that cater to the blind and partially sighted public conduct various actions and projects in this field. The Swedish government services offer a variety of schemes and incentive measures to encourage employers to hire disabled workers.
Legal obligation to employ workers with disabilities
No information
Vocational counselling.
No information
Main occupations performed by workers with a visual impairment.
No information
Looking for a job
In Sweden, disabled job seekers are supported in their job search through various measures. As a starting point, disabled job seekers benefit from a primarily functional assessment and a formal evaluation of their working capacity.
The Act on Social Insurance, amended in 2008, is a legal package that governs a wide range of disability and sickness-related benefits, pensions and support schemes. This legislation supports workers who have fallen out of employment due to disability or long-term medical condition and helps them to move back into work through rehabilitation programmes. The scheme involves the Social Insurance Office, Public Employment Services, employers and regional health care agencies.
Employers who have signed the General agreement with the Labour Union in their relevant job branch are eligible for the work placement programme. This allows the employer to become acquainted to the disabled worker and to introduce each task and it allows the disabled job seeker to gain experience and learn on the job.
The Swedish supported employment programme is known as Special Introduction and Follow-Up Support (SIUS). The programme begins with personal support provided to the job seeker by a SIUS Consultant. The consultant also performs outplacement and then offers guidance to both employee and employer during the introduction and adaptation period.
Legal recognition of disabled worker status
No information
Trade unions and workers with disabilities.
No information