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Permanent employment

The main rule for employment is indefinite employment, also known as permanent employment. As a manager, you can read more about where this is regulated here.

The main rule is that an employment is valid until further notice, also known as permanent employment. This is regulated in 4 § 1 st. of the Employment Protection Act (LAS).

In these cases, there must be an applicable reason for a time limit, for example based on law or a collective agreement. The reason for the time limit must be stated in the employment decision.

An open-ended employment contract can be terminated, but only for what is considered a factual reason under LAS, i.e. lack of work or personal reasons.

Probationary period

In connection with permanent employment, it is possible to use a time-limited probationary period for a maximum of six months. This is authorised in section 6 of LAS. 

A probationary period differs from other grounds for time limits in that the purpose is to transition the employment to a permanent position. The probationary period may be a maximum of six months.

The main rule is that it is not permitted to extend or renew a probationary period. However, there are exceptions to this main rule if there are strong reasons for it. Such reasons exist if the employee has been absent from work for large parts of the probationary period and has therefore not been able to be tested, for example due to parental leave. 

Unless you as a manager or the employee takes any action to terminate the probationary period, it becomes a permanent contract. The transition does not require a new employment decision to be written, but is ultimately a consequence of the original employment decision and cannot, for example, be legally challenged through an appeal. 

If a probationary period is to be terminated prematurely or is not to be converted into a permanent position, the employee must be notified and his or her trade union must be notified in accordance with Section 31 of LAS.

Templates for notification and notice in the case of probationary employment are available on the Swedish Agency for Government Employers website.

Normally, probationary employment should not be used in cases where an existing employee at Lund University is offered another similar position within the university.

Please contact your nearest HR function for advice and support.


In the first instance, contact your nearest HR function.

You may also use the HR Division’s case management system to ask questions about different areas connected to HR encompassed in your role:  

Find the right HR information and support