Flexitime for technical and administrative staff (TA staff)
This page provides information about flexitime for technical and administrative staff.
Content on this page:
- The local flexi time agreement for technical and administrative staff (TA staff)
- Exceptions from flexitime
- Normal working hours
- Flexible working hours
- Registering working hours
- If your manager asks you to work additional working hours or overtime
- Working hours during business travel
- Annual working hours registered with the Swedish Social Insurance Agency* when applying for sickness benefit and/or parental benefit
The local flexi time agreement for technical and administrative staff
Technical and administrative staff (TA staff) are normally covered by the flexitime agreement. Flexitime is an opportunity that must be adapted to the requirements of your organisation. When you take flexible working hours, you need to take your colleagues and work tasks into account and do so in consultation with your line manager.
You are responsible for registering your working hours.
Read more about register working hours further down the page
Exceptions from flexitime
If you do not wish to have flexible working hours but would prefer to work to a fixed rota, you must inform your manager in writing. The fixed rota may vary during different parts of the calendar year.
Normal working hours
Normal full-time working hours are 8 hours a day. Your lunch break is not counted in working hours. If you are part-time, your manager decides, in consultation with you, what flexible hours you work.
- Table of normal working hours 2026 (in Swedish, PDF 215 kB, new tab)
- Table of normal working hours 2025 (in Swedish, PDF 215 kB, new tab)
Flexible working hours
Flexible working hours refer to the periods in the morning, at lunchtime and in the afternoon during which you, as an employee, can decide within certain limits when your working day begins and ends:
- In the morning from 07:00 to 09:00,
- At lunchtime from 11.30 am to 1.30 pm (your lunch break must be at least 30 minutes),
- In the afternoon from 3.00 pm to 7.00 pm.
This means that
- as a full-time employee, you must be on duty from 9.00 am to 3.00 pm,
- you must have a lunch break of at least 30 minutes,
- and your continuous working hours as a full-time employee must not exceed six hours without a lunch break.
If you are a part-time employee, your manager will determine, in consultation with you, which hours constitute flexitime.
On shortened working days, you must be on duty
- from 09:00 to 13:30 when working hours are reduced by two hours,
- from 09:00 to 12:00 when working hours are reduced by four hours.
On the page below, you can see which working days during the year are shortened and what this means for you if you do not work full-time. Here you can also see which days are non-working days.
Reduced working hours and non-working days for technical and administrative staff
Registering working hours
Working hours must be recorded and submitted to your manager at the end of the month. At the end of each calendar month, your manager will carry out a reconciliation, at which point your negative hours may not exceed 20 hours.
Reconciliation of working hours also takes place in June and December. If the surplus hours at these reconciliations exceed 30 hours, 30 hours are normally carried over to the following month. Any excess hours are forfeited.
You are responsible for recording your working hours and submitting a flexitime form.
There are two different flexitime forms:
- The advanced flexitime form is ideal for those who work Monday to Friday, as it is pre-programmed for shortened working days, bridge days and so on.
- The basic flexitime form is for those who work a concentrated schedule, i.e. work fewer than five days a week. Support is available on this webpage:
Flexitime for technical and administrative staff
The flextitime forms are available to download on the Staff forms and templates page:
Go to the page Staff forms and templates
Normal standard hours
If you change the scope of your working hours during the year, for example due to parental leave or another extended period of absence, you must download and save a new form in which you specify the new scope of employment and the new start date (provided you are using the advanced flexitime form).
You must also transfer your balances to the new form, which you do on the Grunddata (Basic Data) tab.
Download flexitime forms on the page Staff forms and templates
In certain cases, your manager may request that you work additional working hours (in the case of part-time employment) or overtime.
For those covered by the flexitime agreement, the following applies:
- Any additional working hours are compensated with compensatory leave.
- Overtime can be compensated either with financial compensation or compensatory leave. Compensatory leave is only granted if you request it and your manager considers it to be in the best interests of the business.
Register in Primula no later than 14 days after
Additional working hours and overtime are working hours in addition to your regular duties and must be registered in Primula in close connection with the work being performed, but no later than 14 calendar days afterwards.
Take compensatory leave
Use of compensatory leave
- is applied for in Primula,
- must be taken no later than the calendar month after the additional or overtime work has been performed.
Please note that once compensation for overtime has been granted in Primula, it cannot be changed afterwards. This means that any compensation balance cannot be converted to financial compensation or vice versa.
- Travel time outside of normal working hours is not to be counted as working time and there is no specific compensation for travel time.
- For employees working under the flexitime agreement, the normal working hours of 8 hours full-time apply, Monday-Friday (excluding public holidays). Regular hours are to be considered from 08:00 to 16:30, with a 30-minute lunch break.
- It is possible for managers to allow their staff to record additional hours for duties carried out while away. This refers to duties or tasks conducted while away from the regular location of the workplace.
- Social gatherings do not count as working hours – even if they are scheduled.
Annual working hours registered with the Swedish Social Insurance Agency* when applying for sickness benefit and/or parental benefit
When you apply for parental benefit/temporary parental benefit or sickness benefit from the Swedish Social Insurance Agency, you may be required to state your annual working hours.
If you work full-time, your annual working time is 260 days.
If you work part-time, you recalculate 260 days in relation to your degree of service, e.g. (260 days x 0.75 days = 195 days annual working time).
If you have concentrated working hours, count the number of working days that your working hours are normally divided into (calculate an average if you work different numbers of days, e.g. every two weeks) and then multiply this by 52 weeks to get your annual working time in days.
*Försäkringskassan
Contact
Contact your line manager or the HR function at your organisational unit if you have any questions concerning your employment or your organisational unit’s procedures for HR/staff matters.
Stay updated
University-wide news related to employment is communicated in the newsletter LU News. LU News is emailed to all employees every other week, in Swedish and English.
Primula support
In Primula Web you can carry out many tasks relating to your employment, including applying for annual leave, viewing your salary statements, reporting secondary employment and submitting a declaration of illness.
SSC Portal
In the SSC Portal you can find information about operational disruptions and planned interruptions to services for upgrades, in Primula.
Call ext. 29 000, press 3. You need to identify yourself with BankID to receive answers to personal information that, for example, concerns your payslip. If you do not identify yourself, you will receive the answers to your questions in a case in the SSC Portal.
External call, from a personal telephone +46 (0)46 222 90 00, press 3)
Are you paid by the hour and employed on a short-term temporary basis?
To receive your salary you are to
- register your working hours in Primula no later than the first calendar week of the month after you have completed your hours,
- register the correct hours on the days you actually worked, as agreed,
- submit all the hours worked each month collectively once a month.