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Whistle-blowers and protection of sources
So, the principle of public access helps make the public sector more transparent. Each and every individual should be able to freely form opinions, get insight into how public power is exercised and guard their rights and interests.
Swedish law also offers special protection for employees who blow the whistle on serious irregularities in the workplace. The so-called whistle-blower is protected against punishment by her or his employer. Serious irregularities can for example be about violations of basic rights, corruption and risks to health and the environment. Many workplaces have an internal whistle-blower function that enables workers to raise the alarm in the workplace in a safe way. It should be possible to report irregularities in writing, orally or in a physical meeting, and the whistle-blower should have the option to remain anonymous.
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In Sweden everybody has the right to communicate information to the media – called meddelarfrihet in Swedish. There is an important exception: certain classified information. For example, sensitive information about health and medical care.
Who can vote?
Swedish law protects employees from retaliation if they report on wrongdoings by their employers, public or private.
You can vote in the national parliamentary elections if you are a Swedish citizen aged 18 or more, who is or has been registered in Sweden.
You can vote in elections to regional and local governments, even if you’re not a Swedish citizen. Citizens of another EU country, Iceland or Norway can vote in the municipality or region where they are registered. Citizens of another country who have been registered in Sweden for at least three years can also vote in the municipality or region where they are registered.
Protection of sources means that a person who receives a tip from someone is not allowed to reveal the source if that person wants to stay anonymous. Employees in the public sector – as well as in certain private businesses – have extra protection, which means that the employer must not ask who shared the information with the media. Also, the employer must not punish an employee who has communicated information to the media.
