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Disclaimer: This document contains general information, which is not advice, and should not be
treated as such. The information is provided as is without any representations or warranties,
expressed or implied.

VERSION HISTORY
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1.0 2016-12-23 Erik Byrenius, Mattias Larsson First version

EMPLOYMENT AGREEMENT
This employment agreement (the Agreement), is made between [Company Name] AB, reg. no
[Company ID Number], [Address] (the Company), and [Name], personal no. [Personal ID
Number], [Address] (the Employee).

1. GENERAL
1.1 The Employee is hereby employed [as position, if applicable] by the Company.

1.2 The employments starting date is [date].

1.3 The employment is for a probationary period of up to 6 months (Swedish: provanstllning).

If the employment is not terminated within the 6 months probationary period, the
employment automatically converts into an employment for an indefinite period (Swedish:
tillsvidareanstllning).

1.4 The employment is a full time position and may require overtime.

1.5 The Employee shall perform his/her duties at the Company's premises in [City]. The
employment may require business travel.

2. TASKS
2.1 The Employee shall [perform the duties set forth by the Company from time to time,
according to company guidelines and instructions].

2.2 The Employee may not hold any other employment or assignment or engage in other
business activities, paid or otherwise[, if such involvement is not reasonably possible to
reconcile with the employment under this Agreement. Where doubt exists concerning
compatibility of engagement with employment, the Employee must obtain prior consent
from the Company].

3. SALARY, VACATION AND OTHER BENEFITS

3.1 The fixed gross monthly salary is SEK [amount].

3.2 The Employee is not entitled to compensation for overtime or travel time.

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3.3 The Employee is entitled to [30] days of paid vacation per each 12-month period beginning
[April 1] and ending [March 31]. The paid vacation is earned the same period the year
before. During the employments first such period, the Employee is [not entitled to any paid
vacation][entitled to advance payment of [days] vacation days].

3.4 During business travel the Employee shall be compensated for reasonable expenses, after
submitting an expense report and presenting corresponding receipts.

3.5 [The Company pays premium-based occupational pension (Swedish: tjnstepension) for
the Employee, according to the Companys policy from time to time.]

3.6 [The Employee receives preventive care benefits (Swedish: friskvrdsbidrag), according to
the Companys policy from time to time.]

3.7 [The Employee is insured under [applicable insurances, e.g. TGL, TFA and TRR].]

4. CONFIDENTIALITY
4.1 The Employee undertakes towards the Company to keep strictly confidential, not to make
use of or disclose to any person or company (otherwise than in the performance of the
Employee's duties for the Company) any information (of whatever kind and in whatever
form) relating to the Companys and any associated companys customers or internal
affairs (such as strategic plans, customer lists, profitability, pricing, employees, methods,
processes, routines, codes and other similar types of information) which the Company
reasonably wants to keep secret.

4.2 Clause 4.1 shall not apply to any information that has been made public by someone
having the legal right to disclose the information.

4.3 If the Employee should commit a breach of this Clause 4, the Employee shall be liable to
the Company a penalty of SEK fifty thousand (50,000) for every single breach. However,
the Company is always entitled to claim indemnity corresponding to the actual damage.
Payment of penalty does not affect the Companys right to demand other sanctions (for
example indemnification) due to a breach of this Employment Agreement.

4.4 The confidentiality undertaking in this Clause 4 shall survive the termination of this
Agreement.

5. INTELLECTUAL PROPERTY
5.1 The right to inventions, patents, patent applications, trademarks, designs, copyright,
domains, know-how, software, source code, concepts and other intellectual property
("lPR") which have been developed, invented or otherwise produced or will be developed,
invented or otherwise produced by the Employee and which concern the Company's
products, systems, services and/or business shall be the Company's gratuitous, exclusive
and absolute property. This includes the right for the Company to further develop, alter and
copy any results, material or intellectual property rights and to license or transfer such
rights to third parties. Thus, the Employee shall not be entitled to any form of compensation
for, or have any other right to, such IPR.

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5.2 The Employee agrees to (without any additional compensation), at any time during the
employment or thereafter, execute any such further documents or deeds as the Company,
at its sole discretion, finds necessary or desirable in order to protect, register, maintain or in
any other way to fully enjoy the Companys rights in Section 5.1.

5.3 In relation to copyright rights in computer programs and software created by the Employee
as part of employment tasks or work instructions, the copyright is transferred to the
Company in accordance with section 40a Swedish Copyright Act (1960:729).

5.4 All material of any nature (whether written, structured, photos, video uptakes etc.) which
the Employee has access to in the employment with the Company, shall be the property of
the Company irrespective of whether the Employee has been entrusted with the material
by the Company, by any third party or if the Employee has developed the material
independently.

5.5 When the Employee's employment with the Company expires or is terminated, or if
otherwise requested by the Company (in its sole discretion), the Employee shall return to
the Company all reports, documents, working material and other property (including notes
and copies thereof), belonging to the Company but in the possession of the Employee. The
Employee is not entitled to keep any copies or duplicates of the material.

6. TERMINATION
The employment may be terminated by either party giving the other party notice of
termination of (i) 14 days during the probationary period (Swedish: provanstllning) or (ii)
[1/2/3] month[s] if the employment has converted into an employment for an indefinite
period (Swedish: tillsvidareanstllning), unless a longer notice period follows from
mandatory law.

7. NON-COMPETITION AND NON-SOLICITATION

7.1 The Employee is bound by the non-competition provision as set forth in Appendix 1.

7.2 During the term of the employment and for a period of [6-24 [Note: Typically follows the
non-competition clause.]] months after the termination of the employment, the Employee
may not without the written approval of the Company directly or indirectly, for its own
account or the account of others, solicit, recruit or in other ways engage employees,
consultants, customers and/or partners of the Company.

8. MISCELLANEOUS
8.1 The Employee hereby agrees that the Company may process the Employees personal
data in accordance with what is set forth in Appendix 2.

8.2 This Agreement (with its appendices) constitutes the entire agreement of all matters
relating to the Employees employment with the Company. All written or oral commitments
and pledges prior to the Agreement are replaced by the contents of this Agreement. Any
changes or amendments to this Agreement shall be made in writing and be signed by both
parties.

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_________________

In witness whereof the parties have executed this Agreement in two identical copies (of which the
parties have received one copy each).

Company Employee

City: ________________________ City: ________________________

Date: ________________________ Date: ________________________

_______________________________ _______________________________
[Name], [Title] [Name]

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APPENDIX 1

NON-COMPETITION
[Note: This non-competition clause is based on (but not identical to) a new Swedish standard from
2015, between Svenskt Nringsliv (Confederation of Swedish Enterprise) and PTK (Swedish
collaborative organization for 26 unions). Non-competition clauses can be difficult to enforce and
are not always necessary. Do not come up with your own clauses, as they may be considered
invalid by a court. If you decide to include a non-competition clause, see
http://www.ptk.se/products/files/konkurrensklausuler.pdf for more information on the Swedish
standard, and a discussion about its validity and applicability, especially regarding the duration and
compensation.]

1. The Employee and the Company acknowledge and agree that the Employee has and/or will
get access to trade secrets and other sensitive information in the Companys business and that
the Employee can use the information in a way that would hurt the Company from a
competition perspective. [For avoidance of doubt, such sensitive information includes, but is
not limited to, X, Y and Z.]

2. Undertakings by the Employee

2.1. Therefore, during a period of [6-24] months after the termination of the employment with
the Company, the Employee may not:

a) be employed at a company with a competitive business to the Company; or

b) in any other way, directly or indirectly, carry on or be concerned, engaged or

interested in any capacity whatsoever in any trade or business competing with the
Company[, including, but not limited to, X, Y and Z].

2.2. If the Employee commits a breach of this non-competition undertaking, the Employee shall
pay a normalized indemnity corresponding to [6] times the Employees monthly salary for
each and every breach.

2.3. The monthly salary is calculated as the average of the monthly payments of salary,
commission, bonus etc. to the Employee during the last 12 months of employment, only
including periods when the Employee has worked for the Company to the extent set out in
the employment agreement (i.e. excluding periods if leave of absence, parental leave
etc.).

2.4. The Employee acknowledges and agrees that the Company, in case of a breach, is
entitled to a recurring indemnity to be paid by the Employee, in case the Employee does
not voluntarily cease the activities in breach of this non-competition undertaking.

3. The Company acknowledges and agrees that this non-competition undertaking is not valid if
the Employee is dismissed due to redundancy (Swedish: arbetsbrist).

4. Compensation

4.1. If the Employee after the employment is restricted by this non-competition undertaking
and as a consequence thereof is unable to find another employment or occupation with

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the same or better remuneration than received from the employment at the Company, the
Company shall pay a monthly compensation to the Employee.

4.2. The compensation shall be the difference between the Employees monthly salary at the
Company and the (lower) remuneration that the Employee receives from another
employment or occupation. The monthly salary shall be calculated as set out in Clause
2.3.

4.3. The Employee shall take reasonable action to minimize the loss of income as a
consequence of this non-competition undertaking.

4.4. The compensation shall not exceed [60]% of the Employees monthly salary at the
Company.

4.5. No compensation shall be paid if the employment is terminated due to the Employees
retirement.

4.6. If the Employee is dismissed due to cause (Swedish: avskedad), the Company may
reduce or completely deny the compensation[, after deliberation with the Employees
union [Note: Only if the Employer is member of any employers organization and/or the
Employee is a member of any union.]].

5. The Company may, at its sole discretion, limit (in terms of duration and/or scope) or completely
revoke this non-competition undertaking, including the Employees right to compensation, at
any time up until two weeks after the Employee has (i) requested such decision from the
Company and (ii) accounted for his/her planned activities after the termination of employment.

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APPENDIX 2

PERMISSION FOR PROCESSING OF PERSONAL DATA

Processing by the Company of personal data concerning its employees requires in certain cases
that permission be obtained from the Employee, according to the Swedish Personal Data Act
(1998:204). The purpose of the rules is to protect the integrity of the individual. In addition, the
Company is required to inform the Employee of the purposes of the process. This document is
intended to give the Employee necessary information and for the Employee to give the Company
permission as follows:

The Company will in its business need to process information about its employees, e.g. name,
address, personal code/social security number, information concerning the employment, goals,
privileges, work achievements and educational matters. The information will be used for
administration, planning, evaluation and development of the employment and for evaluation and
decisions about the business and direction of Company. Certain information may also be
transferred to authorities, other companies within the same group of companies and to business
parties and thus be made available within and outside the EU, e.g. in internal computer networks
for the group of companies. The purposes of such transfers may be reporting obligations to
authorities in certain cases, needs of sharing information for cooperation and coordination within
the group of companies as well as internal and external marketing purposes and cooperation with
third parties.

The Employee has a right according to the Personal Data Act, to obtain information from the
Company about the processing of personal data pertaining to the Employee. The Company will,
upon request by the Employee or if otherwise discovered, rectify any erroneous data. The
Company will respect the right of the Employee to withdraw given permission for processing of
personal data.

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