The operational core of systematiskt arbetsmiljöarbete (SAM) under AFS 2023:1, in force since 01.01.2025 (replacing the former AFS 2001:1) — a written risk assessment is mandatory for EVERY employer regardless of headcount; cycle: investigate → assess risk → act → follow up.
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RISK ASSESSMENT + ACTION PLAN (RISKBEDÖMNING OCH HANDLINGSPLAN — SAM)
Company: Assessment date:
1. LEGAL BASIS 1.1. Under AFS 2023:1 (Arbetsmiljöverkets föreskrifter om systematiskt arbetsmiljöarbete, SAM — in force since 01.01.2025, replacing the former AFS 2001:1), EVERY employer, regardless of number of employees, must regularly investigate working conditions, assess the risks found, and document the assessment in writing. 1.2. ⚠️ There is NO headcount threshold for this document — the separate written arbetsmiljöpolicy is only mandatory at 10+ employees, but a written riskbedömning is required of every employer.
2. WORKPLACE / TASK UNDER ASSESSMENT 2.1. 2.2. Typical sector risks to consider: knives, burns and slippery floors (restaurants); chemical exposure from hair dye and other products (salons); lone work in the evening (retail/hotels).
3. RISK IDENTIFIED 3.1. 3.2. Severity / likelihood:
4. PLANNED MEASURES (HANDLINGSPLAN) 4.1. 4.2. Responsible person: 4.3. Deadline:
5. STATUS AND FOLLOW-UP 5.1. Status: 5.2. Follow-up date: 5.3. This document also covers the organisatorisk och social arbetsmiljö (OSA) dimension of SAM — workload, working hours and routines against kränkande särbehandling (harassment/ victimisation) — where relevant to the workplace/task above.
This is a boilerplate template, not legal advice. Swedish employment, data-protection, consumer-protection and food-safety law (lag (1982:80) om anställningsskydd — LAS, including the reform in force since 01.10.2022 that replaced "saklig grund" with "sakliga skäl" and allmän visstidsanställning with särskild visstidsanställning/SÄVA; 6 c–e §§ LAS implementing EU Directive 2019/1152 on written information about employment conditions; 11 § MBL on union negotiation; 47 § lagen om arbetslöshetsförsäkring; AFS 2023:1 on systematiskt arbetsmiljöarbete/SAM, in force since 01.01.2025; the GDPR/Regulation (EU) 2016/679 and dataskyddslagen (2018:218), supervised by IMY; distansavtalslagen (2005:59), e-handelslagen (2002:562) and prisinformationslagen (2004:347); konsumentköplagen (2022:260); livsmedelslagen (2006:804) and Regulation (EC) 852/2004; and 39 kap. skatteförfarandelagen on personalliggare) is highly procedural, tied to fixed statutory deadlines (e.g. skriftlig information within 7 calendar days of the start of employment, arbetsgivarintyg on request, kommun registration at least 2 weeks before opening a food business) and to unannounced Skatteverket kontrollbesök that can trigger a kontrollavgift of 12,500 kr plus 2,500 kr per unregistered worker (25,000 kr on a repeat violation within a year) — and there is NO statutory minimum wage in Sweden, so pay floors must always be checked against the applicable kollektivavtal (e.g. Gröna riksavtalet HRF–Visita for HoReCa, the Detaljhandelsavtalet Handels–Svensk Handel for retail, the Frisöravtalet Frisörföretagarna–Handels for salons). Have this document reviewed and adapted by a Swedish employment/legal advisor (jurist) or accountant (redovisningskonsult) and verified against current Skatteverket, Arbetsmiljöverket and IMY guidance before use.
Документы, которые обычно оформляют в том же процессе.
Mandatory REAL-TIME ELECTRONIC personnel ledger for restaurant and hairdressing/beauty businesses under 39 kap. skatteförfarandelagen (SFL) — Skatteverket runs unannounced kontrollbesök and levies a…
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