Claims for wages 

The employee has a right to receive his salary on the date specified in the employment contract. If the employer does not pay the wages on the agreed date he/she is breaching the contract. This should however be considered in light of the circumstances in the individual case. In order for it to be a breach of contract it is usually required for the payment to be more than a few days late.

There are special rules and a specific procedure for situation when an employer, in reference to a counterclaim towards the employee, withholds the salary payment. A counterclaim might be related to the employee causing damage to the employer at work and should compensate the damages, or that the employer has received double salaries previously. In such cases it is, amongst other things, required for the employee to have agreed to such set-off claims. For salaries and wages the general statutory limit is ten years. An employee is not required to actually be employed when the claim is made, it is sufficient that an employment-relationship has been in place and that he has not received full payment.

If the employer refuses to pay when receiving such claims from the employee the employee may seek legal counseling. In such cases it is possible to sue the employer.

Annual leave compensation / holiday pay

If an employment is ended before the employee has received the annual leave salary (semesterlön)
the employer shall pay annual leave compensation instead (semesterersättning). Such compensation should be paid to the employee within reasonable time, at latest within one month after the employment ended. If there is good reason to why the compensation can not be calculated within a month it should be paid within a week from the day that the compensation could be calculated. Most of the time your payslip will show how many days of leave you have not yet claimed. Annual leave salary and annual leave compensation have a two year statutory limitation for claims according to the Annual Leave Act, 33 §.

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