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Non-regulated working hours

Confidential working time

Non-regulated working hours/confidential working time is the working time that an employee is authorised to use in accordance with his or her duties. Confidential working time is regulated partly in the Villkorsavtalen and partly in the central collective agreement Chefsavtalet.

Contents of the page:

General about non-regulated working hours/confidential working time

Confidential working time is defined as working time that an employee has the confidence to use himself or herself, taking into account his or her duties. Confidential working time requires a continuous dialogue between the employer and the person who has confidential working time about what confidential working time means, the amount of work and how the working time is arranged.

When an employee is covered by confidential working hours, neither Chapter 4 of the Terms and Conditions Agreement nor the Working Hours Act applies. 4 or the Working Hours Act.

However, the provisions of the Working Environment Act also apply to these employees. This means, among other things, that the employer must systematically follow up to ensure that employees are not exposed to physical or mental stresses that may cause ill health.

The employer's right to lead and distribute the work also remains in relation to employees with confidential working hours. In other words, the employee is not completely free to organise his or her working hours.

It follows from the conditional agreements that those in executive positions covered by the management agreement have confidential working hours. In an executive position at Lund University is the Vice-Chancellor. Lund University has signed a local collective agreement on a local group of managers regarding who, in addition to the Vice-Chancellor, is covered by the management agreement. These are

  • pro-rector
  • vice-rector
  • head of administration
  • Director of Human Resources
  • Head of Audit
  • the deans of the faculties.

Read more via the links to the Agency's website in the right-hand column of the page.

Confidential working hours by individual agreement

If you want to introduce confidential working hours for T/A staff who are not covered by the management agreement, an individual agreement must be made.

It is the HR director who is delegated to make decisions on and thus sign individual agreements on, for example, confidential working hours. The duration of the agreement varies depending on which of the three conditional agreements the employee is covered by.

If the employee is covered by a conditional agreement (Seko), individual agreements can be signed for a maximum of one year at a time. If the employee is covered by Villkorsavtal (OFR/S,P,O) or Villkorsavtal-T (Saco-S), individual agreements can be signed for a specified period of time or until further notice. A mutual period of notice is regulated in the individual agreement.

The local employee organisation concerned must be informed before a decision is made. 

Lund University's memorandum on non-regulated working hours/confidential working hours clarifies the conditions for granting technical/administrative staff (T/A staff) confidential working hours and clarifies the university-wide procedure for decisions.

Read the information in the PM documents in the right-hand column of the page.

How to do this (process description)

Analysis and dialogue

Analyse the conditions for an individual agreement on confidential working time or other working time regulation.

Use the memorandum on confidential working hours for TA staff, which can be downloaded in the right-hand column of the page.

Have a dialogue with the employee concerned about the conditions and what it would mean. Produce a draft individual agreement and justification. Feel free to use the template developed by the HR Division.

The template can be downloaded on the page Forms and templates (on the Swedish HR Pages).


Submit the agreement for assessment via the HR Division's case management system.

You will receive an advance decision from the HR Director via the HR Case Management System. 

Log in to the HR Case Management System  

Signing the agreement

Submit the individual agreement to the relevant employee organisation. A response must be received within 5 working days.

  • Print two copies of the agreement. It must be signed by the employee and the manager.
  • Send two copies of the signed agreement to: HR-direktör, Sektionen HR, Hämtställe 31.
  • The HR Director signs and returns the agreement to the organisation.

Closing measures in the system

Report the change in Primula and then register the agreement in W3D3.


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