Short summary of the most important changes:  

1. General fixed-term employment (Swedish acronym, ALVA) is replaced by special fixed-term employment (Swedish acronym, SÄVA). 
2.  A SÄVA contract, just like an ALVA contract, can be used without needing to state a particular reason for the fixed-term nature of the employment. 
3. A SÄVA contract gives right of priority to re-employment based on a new SÄVA contract after a total of more than nine months over a three-year period.  
4. When an employee has had a SÄVA contract for more than twelve months over a five-year period or in a chain (the interval between two employment periods is a maximum of six months) of fixed-term employment periods, the employment turns into indefinite term employment.
5. The employer has a specific obligation to inform regarding SÄVA. The employee is to be informed in writing that they are being employed under a SÄVA contract in connection with entering into the employment agreement. 
6. A special “calculation rule” is applied in calculating the period of employment for SÄVA. If an employee has had at least three employment periods based on a SÄVA contract for a single employer (Lund University) in one calendar month, the days in between these periods are also counted as part of the employment period. 
7. The calculation rules for SÄVA are proposed as being appropriate for the transition to indefinite term employment, right of priority to re-employment, seniority rules in cases where hours are cut instead of redundancy and for notification of expiration of fixed-term employment periods according to Section15 of the Employment Protection Act (also applies to notice).
8. Those employed under a current ALVA contract on 1 October 2022 are to be considered as employed according to SÄVA in the application of the rules regarding notification of expiration of fixed-term employment periods (Section 15) and right of priority to re-employment (Section 25). This entails that an employee with an ALVA contract has a right to notification after 9 months instead of 12 months and the right of priority to re-employment in a new SÄVA applies after 9 months, calculated from 1 October 2022.
9. The transition provisions between ALVA and SÄVA regulate that a person employed under a SÄVA contract after 30 September 2022 will be able to count the employment period under ALVA retroactively as of 1 March 2022 in the calculation of when the employment turns into indefinite term employment. 
10. Employees under a current ALVA contract on 1 October 2022 will be covered by the previous rules for the transition to indefinite term employment i.e. two years.