7,000 employees in private care face restructured shift allowances starting Jan. 1, 2026, after Vårdförbundet and Almega Vårdföretagarna finalized an agreement linking irregular working hours directly to individual salaries.
Did You Know? The shift-allowance model stems from a union congress decision made back in 2011, which set a long-term goal to have irregular working hour compensation follow salary developments.
New Divisor Calculation Lowers Allowances
The agreement replaces fixed hourly sums with divisores based on basic pay instead of traditional crown amounts. Information regarding these specific formulas reached staff via a powerpoint presentation from their employer in late October, shortly before the new terms take effect at the start of the year.
“We had a staff meeting when we got the information on a powerpoint from our employer. For you to get the same ob that you have today, a monthly salary of over 50,000 applies,” said Sara Hammarström, district nurse at ASIH in Nacka.
For most staff in Hammarström’s workplace group, the change results in a reduced allowance. Work during major holidays previously paying 128.15 kronor per hour drops to 75 kronor for an employee earning 30,000 per month.
Financial Impact on Nursing Staff
Edvin Svensson, a night nurse at ASIH in Dalen in southern Stockholm with five years in the profession and a 37,700 basic salary, estimates a 25 percent reduction in his irregular work compensation.
“I got the information that this was going to be so much better, that it was a lift, so I wasn’t worried. Now I’ve calculated and figured out that it will be 3,500 kronor less a month. It affects private finances a lot,” said Edvin Svensson.
His colleague Axel Miltell, who has 30 years in the profession and anticipates a 500-kronor monthly reduction, said that the change hits lowest earners the hardest. “Our union has suddenly become our enemy. How did it turn out like that?” said Axel Miltell.
Vårdförbundet försvarar ramverket mot medlemmars kritik
Vårdförbundet defended the framework by arguing that members will ultimately benefit over the long term given nurses’ strong wage development. However, members point out that accumulated losses during the climb back to prior compensation levels outweigh future gains.
“A condition from our side was that it should be cost-neutral. Nurses are the occupational group that has increased their salaries the most on the Swedish labor market, so historically they would have gained from the new model,” said Per Östlund, chief negotiator at Almega Vårdföretagarna.
Östlund said that calculations assume a median monthly salary of 46,600 kronor for nurses by 2026. He estimated that roughly half of the affected personnel will lose compensation short-term while the other half gains.
Capio-sjuksköterskor protesterar mot det nya avtalet
Protest lists have begun circulating among Capio nurses in Stockholm and across social media platforms, with staff demanding the complete cancellation of the agreement. Tyrone Sutton, a nurse considering his options, said that if the terms become reality he will seek employment within the region.
Vårdförbundet Chairperson Sophia Godau acknowledged that the union failed to adequately map out or communicate the practical consequences for members facing reductions.
“The ambition we have had for a long time. But we realize that it gets unreasonable consequences for many members who get reduced compensation when the new model is introduced. We didn’t catch that enough and we haven’t communicated clearly enough,” said Sophia Godau.
While Godau confirmed the union is working to find a better solution, she said that the signed agreement remains valid and enters force on Jan. 1, 2026.
Frågor om det nya skifttilläggsmodellen
When does the new shift allowance model take effect?
The new agreement begins to apply starting Jan. 1, 2026, for the 7,000 affected employees in private care and elderly omsorg.
How were employees informed about the divisor calculations?
Staff received information regarding the divisor formulas and basic-pay calculations via a powerpoint presentation from their employer during staff meetings in late October.
What is the position of Almega Vårdföretagarna regarding the cost structure?
Per Östlund, chief negotiator at Almega Vårdföretagarna, said that a primary condition was cost neutrality based on historical wage increases among nurses, with an estimated split where half the affected workers gain and half lose compensation initially.