In Sweden, labour laws regulating employment, salaries, vacation and paid holidays are regulated by Acts of Parliament. And, although public holidays are observed nationwide, counties and municipalities may choose to observe additional holidays, referred to as “seasonal observances” and “de facto” holidays.
According to Swedish law, public holidays that fall on a weekend are not celebrated on another day, as is the case in most European countries. The exception to this law pertains to Ascension, which usually falls on a Thursday. The Friday after Ascension is typically granted by employers as an additional paid holiday.
In Sweden, public holidays are categorised as Christian or non-Christian observances. It is common practice for businesses in Sweden to close at noon the day before a public holiday. If a holiday falls on a Tuesday or Thursday, most employees are permitted time off for what is termed a “squeeze day.” This allows employees to take the extra day that falls between the holiday and a weekend.
De Facto and Seasonal Holidays
De facto holidays and seasonal holidays, although observed in many municipalities, may be taken by an employee at the discretion of the employer and according to the terms of an employment contract or union agreement. De facto half holidays generally allow an employee to take an afternoon off with pay.
Some of these observances include Twelfth Night, Holy Saturday, Walpurgis Night, Pentecost Eve and All Saints Eve. De facto holidays which are typically paid include Mother’s Day, Father’s Day, Christmas Eve and New Year’s Eve. Although seasonal holidays are observed in Sweden, paid time off is discretionary. These celebrations include March Equinox, June Solstice, September Equinox and December Solstice. All holidays and annual vacations are regulated by Sweden’s Annual Leave Act, which pertains to all employees.