The Discrimination Act (2008:567) covers all employers in Sweden, whether in the public or private sector. There’s no minimum staff size for most duties, so any organisation with employees or job applicants must pay attention. Chapter 1, Section 4 defines disability broadly to include long-term physical, mental or intellectual impairments. When an individual’s condition creates a barrier at work, employers must consider workplace adjustments under Chapter 2, Section 5.
Under the Discrimination Act, employers must take active steps to remove obstacles that prevent full participation. Common workplace adjustments include ergonomic equipment such as adjustable desks or chairs, flexible start and end times, modified tasks, sign-language interpreters and assistive software. Employers must review each request, weigh business needs against the impact on the individual, and document any decision in writing.
Requests for workplace adjustments can come in writing or verbally. While the law doesn’t set a fixed response deadline, employers are expected to act without undue delay. Best practice is to acknowledge a request within five working days and to hold a follow-up meeting to discuss needs, costs and feasibility. Record all communications in a central file to track progress and decisions.
An employee or applicant who feels an adjustment request was ignored can file a complaint with the Equality Ombudsman (Diskrimineringsombudsmannen, DO). The DO investigates on its own motion or after a report. If an employer is found in breach, DO can order changes, publish a decision and the employer may be liable for non-pecuniary damages. In serious cases, courts can award additional compensation.
Managing workplace adjustments requests under Discrimination Act (2008:567) can be complex—multiple forms, strict timelines, and cross-team coordination all add burden.
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Start with clear internal guidelines that outline the steps and responsible teams for each request.
Train managers to recognize early signs of a need for adjustments and to document informal conversations.
Keep cost estimates for common adjustments on hand. Having a budget range speeds up decision-making.
Use a simple tracking system so each stage—from initial request to implementation—is visible.
Avoid one-size-fits-all solutions: tailor adjustments to the individual’s role and work style.
