Forms of employment and time limits

An adjunct's primary occupation lies outside of academia. An adjunct may be employed for an indefinite period, though for no longer than two years. A position of this nature may be renewed in periods of up to two years, provided the university retains the need for it. At SLU, there must be special reasons for the scope of the adjunct position to exceed 20 per cent. The collective agreement does not apply to adjunct professors; these positions are regulated by the Higher Education Ordinance. (see below)

An adjunct professor's main occupation is outside the higher education sector. An adjunct professor may be appointed for an indefinite period, but at the very latest until a specified date. Employment may be renewed, but the total period of employment may not exceed 12 years.

The duration of a student assistant contract is limited to one year at a time and may not exceed 50 per cent of full time. Employment may be renewed, but the total period of employment may not exceed three years.

To be employed as a student assistant, the person must be admitted to studies at Bachelor’s or Master’s level.

In order to be employed as a doctoral student, the person must be admitted to a doctoral programme.

In order to be admitted to a doctoral programme, some form of study funding is required. A doctoral studentship is the normal form of funding for doctoral students at SLU. In exceptional cases, a person who is already employed may also be authorised to undertake doctoral studies as part of their employment at SLU.

Employment as a doctoral student must be full time. If a doctoral student requests it, the employment may be part time, but not less than 50 per cent of full time. The appointment must be for a fixed term and last for a maximum of one year after the completion of the doctoral degree.

The total period of employment as a doctoral student may not exceed eight years, but the actual period of study may not exceed four years full time. In the case of doctoral studies leading to a licentiate degree, the total period of employment may not exceed the equivalent of two years of full-time doctoral studies.

The total period of employment may be longer if there are special reasons. Special reasons include leave due to illness, leave for service in the armed forces or for positions of trust in trade unions and student organisations, or parental leave.

Those employed as doctoral students must primarily devote themselves to their studies, but may, to a limited extent (no more than 20 per cent), work with teaching, research, artistic research and administration.

The salary is regulated by the doctoral student salary agreement. Employment as a doctoral student comes with contractual benefits such as holidays, reimbursement for medical care and medicines.

A visiting professor may be appointed for an indefinite period, but not beyond a certain date. Such employment may be renewed. The total period of employment may not exceed five years.

Marie Skłodowska-Curie Actions (MSCA) is a funding instrument under the EU framework programme for research and innovation, which aims to support the mobility, training, career development and knowledge exchange of researchers and other staff involved in research and innovation. The MSCA programme provides funding opportunities for doctoral student networks, post-doctoral programmes, new or existing graduate and research schools, short-term exchange programmes for research and innovation staff, as well as funds to disseminate knowledge and engage the public through the event European Researchers' Night.

Funding for MSCA posts is granted under the EU framework programme, either as funds to individuals and organisations or to several organisations at the same time. A special employment certificate is used, which differs from other employment at SLU.

Read more about the MSCA.

There is a defined procedure for the management of employment within MSCA (only in Swedish).

A position under this agreement contributes to the promotion of future skills supply, allowing junior researchers to develop their independence and create opportunities for further merit in their academic careers. Without this support, it can be difficult for them to compete with senior researchers based purely on ‘merit and skill’.

A postdoctoral position is for a minimum of two years, but not more than three years. It is therefore possible to advertise a postdoctoral position directly for three years. If the contract is shorter than three years, it may be extended up to three years if necessary to fulfil the purpose of the contract. Employment must be for a continuous period and on a full-time basis. Postdoctoral researchers are mainly required to carry out research, but teaching may be included in their duties up to one-fifth of their working time.

To be eligible for employment under the postdoctoral agreement, the applicant must have obtained a doctoral degree by the time of the employment decision.

For positions under the postdoctoral agreement, priority should be given to those who have completed their doctorate no more than three years ago. The calculation of this three-year period is based on the final application date.

Employment may be extended beyond three years for special reasons, such as illness, positions of trust within a trade union organisation and clinical service.

An extension must be offered if the employee has been on parental leave.

When hiring for a permanent position, an employer may choose to use a probationary period first. A probationary period can last for a maximum of six months, and its purpose is to allow both parties to assess the fit before the position converts to permanent employment.

If the probationary employment is not to become permanent, the employer must give notice of this before the probationary period expires. Failure to do so automatically converts the probationary employment into a permanent position.

A probationary period may also be terminated early by either the employer or the employee.

If the individual is already well-known to the employer, there is normally no reason for a probationary period, unless the nature of the work is different from the previous one.

Veterinarians completing SLU specialisation training (V-ST) may be given a special fixed-term contract.

Fixed-term state employment (STAVA) is regulated in the parties' agreement ‘Överenskommelse om flexibilitet, omställningsförmåga och trygghet på den statliga sektorn’ (Agreement on flexibility, adaptability and security in the state sector), Annex 6.

A STAVA is valid indefinitely but for a maximum of two years. MBL negotiations must be conducted before a decision is made regarding a STAVA contract.

STAVA may be used

• when an employer is required to carry out a temporary assignment as a result of the provisions of a letter of appropriation, a direct assignment from a ministry or by agreement with an external party;
• if the employment need and assignment exceed 12 months;
• if the tasks are not part of the employer's regular activities;
• if the mission is financed by specific extra-budgetary funds or external funds.

A worker who has had an STAVA and gets a new fixed-term contract, in the form of a temporary or special fixed-term employment, within 180 days after the end of the STAVA, can count up to six months from the STAVA period when calculating the time for conversion to permanent employment.

Government agencies may employ students to work up to 25 per cent of full-time hours in parallel with their full-time studies. A student worker is employed on a fixed-term basis for a maximum of four semesters in total.

In order to be employed as a student worker, the student must have completed studies corresponding to at least 60 credits, be pursuing full-time studies and must not have started a doctoral programme.

Students employed on a fixed-term basis to assist with teaching are best employed as student assistants (see separate tab).

Special fixed-term employment contracts (SÄVA) can be used for a maximum of 12 months over a five-year period or, in some cases, through a combination of different fixed-term contracts. After 12 months, a SÄVA automatically becomes a permanent contract.

A SÄVA can be paid by the hour if necessary. If an employee has had at least three SÄVAs with the same employer (SLU) during a calendar month, the intervening period will also be counted as a period of employment. 

Staff holding a SÄVA can, under certain circumstances, opt out of conversion to permanent employment. This must be done on the employee's initiative, and at the earliest after taking up the post. For this to be possible, they must have their main occupation through permanent state employment, receive some form of occupational pension or have their main occupation through studies.

Notification to renounce conversion must be made in writing to the employer and is valid for six months; a form is available from HR. The employer can then renew the registration for periods of six months at a time, but no longer than a consecutive period of 24 months from the first day of employment. Thereafter, a new cancellation can only be made after six months have elapsed after the 24-month period.

The VASA agreement aims to facilitate employment that promotes general labour, social and employment policy objectives.

VASA contracts may be used when the employee is covered by a labour market policy measure supported by an act or ordinance, and where the appointment is made based on such objective grounds – in addition to merit and skill – as regulated in the Employment Ordinance.

The employment period may not exceed 24 months, and the salary is set for the entire period of employment, though it may be appropriate to review it after 12 months. The employee is entitled to 28 paid leave days for a full calendar year. The notice period is mutually one month.

Seasonal employment is used for positions where work can only be carried out during specific parts of the year, such as in farming, forestry or horticulture. It is not covered by the rules regarding conversion to permanent employment. The employment contract stipulates that the seasonal employment is ongoing for the current year's season.

As the season approaches its end, the employer gives written notice to the employee. An employee who has been seasonally employed for at least six months during the last two years has the right of priority for re-employment in the following year's season.

Seasonal employment can be paid on an hourly basis, if required.

Under the URA agreement, employees who are to be posted abroad may be given a fixed-term contract. This appointment is established by drawing up an ‘expatriate contract’, which allows the employer and employee to agree on employment terms based on the operational requirements, the nature of the assignment and the employee’s situation for the duration of the international posting.

Read more about international secondments.

Substitute employment means that someone is employed, either fully or partially, as a replacement for another employee who is on leave. The substitute position must be linked to a specific person who is absent or who is performing entirely different duties from their regular tasks. The employment decision must state who is being substituted. An exception to this rule may be made for holiday cover (semestervikariat), but in such cases, it must be clear that someone is absent for the entire duration of the cover, and that the substitute is replacing that person.

Substitute employment can also be used to fill a vacant post pending its permanent appointment, provided the intention is to fill the vacant post, or before it is determined whether the vacant post should be filled or not.

At SLU, there are specific rules regarding internal substitute positions:

Internal substitute positions are only used if the duration is one month or more. For the period of the substitute position, the employee is automatically granted leave from their regular post.

A substitute position can be paid on an hourly basis, if required.

If an employee has been employed at SLU as a substitute for a total period exceeding two years within a five-year period, the employment automatically converts to a permanent position.

Forms of employment and time limits | Staff web