New rules and reforms in 2026 – how working life will be affected

New EU rules to increase pay equality

On June 1st, a new EU directive will be introduced to ensure equal pay for equal or equivalent work, regardless of gender. The directive entails increased pay transparency, including requirements for salary ranges to be disclosed during the recruitment process and that employers will no longer be allowed to ask about a candidate's previous salary. Employees will also have the right to access information on average pay levels for equivalent work, which creates greater transparency in the pay structure.

What this means for you as a manager: For managers, this presents both opportunities and responsibilities. Increased transparency can strengthen trust, reduce perceived unfairness, and contribute to a more equal and secure work environment. At the same time, it places higher demands on clear and professional leadership, where roles, pay criteria, and expectations need to be well-defined and communicated. Managers may face more questions and comparisons regarding pay, making the ability to conduct objective and respectful salary discussions crucial. Handled correctly, the regulation can contribute to better collaboration, increased job satisfaction, and more sustainable work environment management, while poor communication risks creating stress and conflicts within the team.

You can read more at the Equality Ombudsman.

Increased retirement age

From January 1st, the guideline age for retirement will be raised as we are living longer, which means that working lives are being extended. The guideline age is calculated annually to reflect the development of average life expectancy and ensure a long-term sustainable pension system.

– This means that the earliest you can start drawing your income pension and premium pension is from the age of 64, if your guideline age is 67. As for the guarantee pension, income pension supplement, and housing supplement, the earliest you can receive these is from the guideline age that applies to you, says Monica Zettervall, a pensions expert at the Swedish Pensions Agency.

How this affects the workplace: For employers and managers, this means increased demands for a work environment that enables employees to work longer without risking ill health. It requires systematic work environment management with a focus on both the physical and psychosocial work environment, adapted work tasks, skills development, and sustainable leadership. A work environment that promotes recovery, participation, and development will be crucial to ensure employees are able, willing, and have the stamina to work to a later age.

You can read more at the Swedish Pensions Agency.

Expanded right to compensation for VAB 

In addition to traditional VAB (leave to care for a child), special rules now grant the right to compensation from the Swedish Social Insurance Agency (Försäkringskassan) for parents of children with disabilities or long-term illnesses. This applies in three specific situations and takes effect from January 1st.

• Instructing staff: When a parent needs to be present at the child's preschool or school to instruct and train the staff on the child's self-care needs.
• Participation in meetings: When a parent needs to participate in meetings at school or preschool that are directly linked to the child's illness or disability.
• Involvement in investigations: When a parent needs to participate in an investigation by the social services regarding the child's need for protection or support, or in the assessment of whether such an investigation should be initiated.

Considerations for employers: For employers, it is important to have a good knowledge of these rules to act correctly, anticipate absences, and provide proper support to employees. An employer who handles this in a structured and understanding manner contributes to reduced stress, increased loyalty, and a more sustainable working life. Clear procedures and supportive leadership reduce the risk of sick leave and improve the psychosocial work environment. In the long term, this creates a more inclusive workplace where employees can combine work and family life without risking ill health.

Read more at the Swedish Social Insurance Agency.

New work environment strategy for a sustainable working life

In 2026, a new national work environment strategy for the period 2026–2030 is expected, as the current strategy expires. In June 2025, an inquiry was presented with proposals for the government's new work environment strategy. The inquiry presents four sub-goals for the strategy: a sustainable working life, a healthy working life, a safe and secure working life, and an innovative working life. The inquiry's proposals are now being processed by the Government Offices, and the work environment strategy will be presented during 2026.

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