{"id":180539,"date":"2022-08-16T14:31:06","date_gmt":"2022-08-16T12:31:06","guid":{"rendered":"https:\/\/arlettipartners.com\/detachement-des-travailleurs-en-suede\/"},"modified":"2026-10-22T14:50:49","modified_gmt":"2026-10-22T12:50:49","slug":"detachement-des-travailleurs-en-suede","status":"publish","type":"post","link":"https:\/\/arlettipartners.com\/fr\/detachement-des-travailleurs-en-suede\/","title":{"rendered":"D\u00e9tachement des travailleurs en Su\u00e8de"},"content":{"rendered":"&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">La <em>loi sur le d\u00e9tachement des travailleurs<\/em> (1999:678) et l\u2019<em>ordonnance sur le d\u00e9tachement des travailleurs<\/em> (2017:319) r\u00e9gissent le d\u00e9tachement de travailleurs en Su\u00e8de, dans le but de renforcer les droits des travailleurs d\u00e9tach\u00e9s et la possibilit\u00e9 pour les entreprises de proposer leurs services au-del\u00e0 des fronti\u00e8res.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Cette r\u00e9glementation vise \u00e9galement \u00e0 lutter contre le dumping social, en emp\u00eachant les entreprises d\u2019exploiter les diff\u00e9rences en mati\u00e8re de conditions de travail et de r\u00e9mun\u00e9ration pour obtenir des avantages concurrentiels.<\/p>&#13;\n\r\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">&#13;\n<p class=\"wp-block-paragraph\">Les r\u00e8gles su\u00e9doises relatives au d\u00e9tachement reposent sur des r\u00e8gles communes \u00e0 l\u2019UE et \u00e0 l\u2019EEE. Pour en savoir plus sur les directives europ\u00e9ennes en la mati\u00e8re, consultez <a href=\"https:\/\/arlettipartners.com\/fr\/reglementation-travailleurs-detaches-directives-ue-detachement\/\">notre guide sur les directives europ\u00e9ennes relatives au d\u00e9tachement des travailleurs.<\/a><\/p>&#13;\n<\/blockquote>\r\n&#13;\n<h2 id=\"preliminary\" class=\"wp-block-heading\">Obligations pr\u00e9alables pour les employeurs d\u00e9tachant des travailleurs en Su\u00e8de<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Les employeurs \u00e9trangers qui d\u00e9tachent des travailleurs en Su\u00e8de doivent d\u00e9clarer la mission \u00e0 l\u2019Autorit\u00e9 su\u00e9doise de l\u2019environnement de travail par l\u2019interm\u00e9diaire du service en ligne d\u00e9di\u00e9.<\/p>&#13;\n\r\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Les entreprises doivent soumettre la d\u00e9claration au plus tard le jour du d\u00e9but de l\u2019activit\u00e9 professionnelle en Su\u00e8de.<\/p>&#13;\n<\/blockquote>\r\n&#13;\n<h3 class=\"wp-block-heading\">D\u00e9claration de d\u00e9tachement de travailleurs en Su\u00e8de et de toute modification pertinente<\/h3>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">La <a href=\"https:\/\/arlettipartners.com\/fr\/declaration-de-detachement\/\">d\u00e9claration de d\u00e9tachement<\/a> en Su\u00e8de doit comprendre les informations pertinentes concernant la mission, notamment :<\/p>&#13;\n\r\n<ul class=\"wp-block-list\">&#13;\n<li>Les informations concernant l\u2019entreprise d\u2019envoi ;<\/li>&#13;\n\r\n\r\n&#13;\n<li>L\u2019entit\u00e9 destinataire ;<\/li>&#13;\n\r\n\r\n&#13;\n<li>Les travailleurs d\u00e9tach\u00e9s ;<\/li>&#13;\n\r\n\r\n&#13;\n<li>La personne de contact d\u00e9sign\u00e9e ;<\/li>&#13;\n<li>Le type de prestations, le lieu de travail et la p\u00e9riode de d\u00e9tachement pr\u00e9vue.<\/li>&#13;\n<\/ul>\r\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">En outre, l\u2019entreprise d\u2019envoi doit communiquer tout changement survenant au cours du d\u00e9tachement en modifiant la d\u00e9claration de d\u00e9tachement.<\/p>&#13;\n&#13;\n<h3 class=\"wp-block-heading\">Personne de contact d\u00e9sign\u00e9e en Su\u00e8de<\/h3>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">La personne de contact d\u00e9sign\u00e9e doit se trouver en Su\u00e8de <strong>pendant toute la dur\u00e9e du d\u00e9tachement<\/strong>. Elle est \u00e9galement habilit\u00e9e \u00e0 recevoir des documents au nom de l\u2019entreprise.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">La personne de contact doit \u00e9galement \u00eatre en mesure de fournir, sur demande, aux autorit\u00e9s su\u00e9doises et aux syndicats les documents d\u00e9montrant le respect des exigences de la loi sur le d\u00e9tachement des travailleurs.<\/p>&#13;\n&#13;\n<h2 id=\"mandatory\" class=\"wp-block-heading\">Obligations du destinataire su\u00e9dois de la prestation de services<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">L\u2019employeur est responsable de la d\u00e9claration du d\u00e9tachement aupr\u00e8s de l\u2019Autorit\u00e9 su\u00e9doise de l\u2019environnement de travail. L\u2019entreprise qui d\u00e9tache les travailleurs doit \u00e9galement appliquer les conditions de travail et de r\u00e9mun\u00e9ration su\u00e9doises applicables au d\u00e9tachement, tout en maintenant les conditions plus favorables auxquelles les travailleurs ont droit.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">De son c\u00f4t\u00e9, l\u2019entit\u00e9 destinataire doit obtenir une copie de la documentation prouvant que le d\u00e9tachement a \u00e9t\u00e9 d\u00e9clar\u00e9. Si l\u2019entreprise d\u2019envoi ne fournit pas ce document au destinataire su\u00e9dois, ce dernier doit en informer l\u2019Autorit\u00e9 su\u00e9doise de l\u2019environnement de travail par courrier \u00e9lectronique dans les 3 jours suivant le d\u00e9but des travaux.<\/p>&#13;\n\r\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Le destinataire de la prestation de services qui omet d\u2019en informer la SWEA peut \u00eatre tenu de payer une sanction p\u00e9cuniaire de 20 000 SEK.<\/p>&#13;\n<\/blockquote>\r\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Toutefois, le signalement effectu\u00e9 par l\u2019entreprise destinataire ne remplace pas l\u2019obligation de l\u2019employeur de soumettre la d\u00e9claration de d\u00e9tachement.<\/p>&#13;\n&#13;\n<h2 id=\"swedish\" class=\"wp-block-heading\">Conditions de travail et de r\u00e9mun\u00e9ration en Su\u00e8de<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">La loi sur le temps de travail r\u00e9git la dur\u00e9e du travail et les p\u00e9riodes de repos et s\u2019applique \u00e9galement aux travailleurs d\u00e9tach\u00e9s. Cette loi d\u00e9finit les r\u00e8gles relatives au travail quotidien, aux pauses et aux heures suppl\u00e9mentaires. Toutefois, les conventions collectives peuvent d\u00e9roger \u00e0 cette loi, sous r\u00e9serve du respect de la protection minimale applicable pr\u00e9vue par la directive europ\u00e9enne sur le temps de travail.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">En mati\u00e8re de r\u00e9mun\u00e9ration, <strong>la Su\u00e8de ne pr\u00e9voit pas de salaire minimum l\u00e9gal<\/strong> ; aucun niveau de salaire minimum l\u00e9gal ne s\u2019applique donc automatiquement aux salari\u00e9s d\u00e9tach\u00e9s en Su\u00e8de. En effet, les conventions collectives sectorielles fixent les niveaux de r\u00e9mun\u00e9ration applicables lorsque l\u2019employeur est li\u00e9 par la convention concern\u00e9e. Les syndicats su\u00e9dois peuvent mener des actions collectives, dans les limites de la loi sur le d\u00e9tachement des travailleurs, afin d\u2019obtenir la conclusion d\u2019une convention collective avec l\u2019employeur qui d\u00e9tache les travailleurs.<\/p>&#13;\n&#13;\n<h2 id=\"additional\" class=\"wp-block-heading\">Obligations suppl\u00e9mentaires pour le d\u00e9tachement de longue dur\u00e9e en Su\u00e8de<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Pour les d\u00e9tachements de travailleurs en Su\u00e8de d\u2019une dur\u00e9e sup\u00e9rieure \u00e0 12 mois, l\u2019employeur doit garantir au travailleur d\u00e9tach\u00e9 les conditions de travail et d\u2019emploi suppl\u00e9mentaires applicables aux salari\u00e9s se trouvant dans une situation \u00e9quivalente en Su\u00e8de. Lors du calcul de la p\u00e9riode de 12 mois, il convient de prendre en compte tous les d\u00e9tachements de diff\u00e9rents travailleurs, y compris en cas de remplacement, effectuant la m\u00eame activit\u00e9 sur le m\u00eame lieu de travail.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Ce d\u00e9lai peut \u00eatre prolong\u00e9 de 12 \u00e0 18 mois. Dans ce cas, l\u2019employeur \u00e9tranger doit d\u00e9clarer cette prolongation et soumettre une notification motiv\u00e9e \u00e0 l\u2019Autorit\u00e9 su\u00e9doise de l\u2019environnement de travail au plus tard \u00e0 la date d\u2019expiration de la p\u00e9riode de 12 mois.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Pour d\u00e9clarer la prolongation \u00e0 18 mois, l\u2019employeur peut contacter la SWEA par courrier \u00e9lectronique. Il doit exposer et justifier les motifs de la prolongation. Une fois la p\u00e9riode de 12 ou 18 mois d\u00e9pass\u00e9e, toutes les conditions d\u2019emploi suppl\u00e9mentaires s\u2019appliquent aux travailleurs d\u00e9tach\u00e9s. Sont toutefois exclues les r\u00e8gles relatives \u00e0 la conclusion et \u00e0 la rupture du contrat de travail, y compris les clauses de non-concurrence, ainsi que les r\u00e9gimes compl\u00e9mentaires de retraite professionnels.<\/p>&#13;\n&#13;\n<h2 id=\"socialsecurity\" class=\"wp-block-heading\">Coordination de la s\u00e9curit\u00e9 sociale en Su\u00e8de<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Un travailleur d\u00e9tach\u00e9 depuis un pays de l\u2019UE ou de l\u2019EEE, ou depuis la Suisse, peut rester affili\u00e9 au r\u00e9gime de s\u00e9curit\u00e9 sociale du pays d\u2019envoi, sous r\u00e9serve du respect des conditions de coordination applicables.<\/p>&#13;\n<p class=\"has-text-align-left\">\u00c0 cet \u00e9gard, l\u2019employeur devrait demander un <a href=\"https:\/\/arlettipartners.com\/fr\/formulaire-a1-travailleurs-detaches\/\">certificat A1<\/a> \u00e0 l\u2019organisme de s\u00e9curit\u00e9 sociale comp\u00e9tent. En effet, le certificat A1 atteste la l\u00e9gislation de s\u00e9curit\u00e9 sociale applicable et le pays dans lequel les cotisations sociales doivent \u00eatre vers\u00e9es.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">Le travailleur devrait conserver le certificat A1 \u00e0 disposition pendant et apr\u00e8s le d\u00e9tachement et le pr\u00e9senter aux autorit\u00e9s comp\u00e9tentes sur demande.<\/p>&#13;\n&#13;\n<h2 id=\"penalties\" class=\"wp-block-heading\">Sanctions en cas de non-respect des obligations<\/h2>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">L\u2019absence de d\u00e9claration du d\u00e9tachement ou de la personne de contact dans les d\u00e9lais peut entra\u00eener une sanction p\u00e9cuniaire de 20 000 SEK. La m\u00eame sanction s\u2019applique aux entreprises qui d\u00e9tachent des travailleurs et ne fournissent pas dans les d\u00e9lais au destinataire des services la documentation attestant la d\u00e9claration. Dans ces cas, l\u2019employeur \u00e9tranger peut recevoir de l\u2019Autorit\u00e9 su\u00e9doise de l\u2019environnement de travail une injonction relative \u00e0 cette sanction p\u00e9cuniaire.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">L\u2019entreprise \u00e9trang\u00e8re peut contester la sanction et fournir \u00e0 l\u2019autorit\u00e9 comp\u00e9tente les \u00e9l\u00e9ments de preuve et les motifs \u00e0 l\u2019appui de sa contestation.<\/p>&#13;\n&#13;\n<p class=\"has-text-align-left wp-block-paragraph\">En outre, si la d\u00e9claration de d\u00e9tachement est incorrecte ou incompl\u00e8te, l\u2019Autorit\u00e9 su\u00e9doise de l\u2019environnement de travail peut \u00e9mettre une injonction visant \u00e0 corriger les irr\u00e9gularit\u00e9s. Il en va de m\u00eame si l\u2019entreprise \u00e9trang\u00e8re omet de mettre \u00e0 jour les informations d\u00e9clar\u00e9es ou si la personne de contact ne s\u2019acquitte pas de ses obligations conform\u00e9ment \u00e0 la r\u00e9glementation.<\/p>&#13;\n","protected":false},"excerpt":{"rendered":"<p>D\u00e9couvrez comment la l\u00e9gislation locale en Su\u00e8de r\u00e9gule le d\u00e9tachement des travailleurs. <\/p>\n","protected":false},"author":42,"featured_media":151588,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"wpai_generated_summary":"","footnotes":""},"categories":[1716],"tags":[],"country":[1612],"container":[6614],"service":[6235],"tag-di-competenza":[5609],"class_list":["post-180539","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-posting-of-workers-for-provisions-of-services","country-suede","container-global-mobility-services","service-posting-of-workers-to-eu","tag-di-competenza-team-posting-fr"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.7 (Yoast SEO v28.7) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>D\u00e9tachement de travailleurs en Su\u00e8de : un guide<\/title>\n<meta name=\"description\" content=\"Les r\u00e8gles sur le d\u00e9tachement des travailleurs en Su\u00e8de 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