1. Vacation (Statutory vacation) – Standard setup for Sweden
Setting | Standard for Sweden |
Earning model (choose one) | Annual |
Vacation period | Date: 01.04 - 31.03 |
Annual quota | 25 days |
Vacation carryover | 5 days |
New employees (default selection) | Date of employment determines earning for the next year |
Vacation method | Max policy (employees can only plan earned days) |
Public holidays | Credited automatically if overlapping |
Annual earning setup is done via the functional article:
🔗 Vacation policy – annual earning
2. Extra balances (Extra balance)
Extra balances are used for additional days off beyond statutory vacation. These are not created automatically when selecting a country.
Typical extra balances in Sweden:
Extra balance | Add in BitaBIZ |
Extra vacation days | Yes |
Compensation leave | Yes |
Company leave | Yes |
The period, earning, and settlement depend on the company's agreement. See the functional article
3. Other leave – Standard Swedish leave types
The 'Other leave' module is used for long-term or special types of leave, which are registered in full days.
Typical Swedish leave types include:
Type of leave | Affects vacation earning | Requires approval |
Unpaid leave | Yes | Yes |
Parental leave | No (registration-based) | Yes |
Study leave | Yes | Yes |
⚠️ Leave is registered in full days. Weekends and public holidays are not included.
4. Sick leave
Setting | Standard for Sweden |
Sick leave registration method | Global setting |
Registration in hours | No (can be enabled) |
Max sick days per year | No system limit |
Child sick | Yes |
⚠️ Weekends and public holidays do not count as sick days.
5. Work hours and Time registration
When Sweden is selected, no time registration method is activated automatically. The administrator must manually choose between:
Time registration without hour bank
Time registration with hour bank
The choice depends on whether work hours are accumulated as a balance or only documented.
Important
The standard setup is based on common practice in Sweden.
Companies with collective agreements or special arrangements must adjust the policies manually.