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This thesis has examined in which respects the employer's right to unilaterally change the arrangement of working hours for its employees is limited, in current Swedish law. The work has analyzed different limitations found in statutes, case law and in agreements and divided them into two different categories. One is a substantive aspect, which has taken aim at such limitations which partly mean prohibitions against the employer to arrange working hours in a certain way, and partly those which oblige the employer to make a certain decision. The second is a formal aspect, which does not take away the employer's decision-making right but constitutes practical obstacles for the employer in the decision-making process or that certain obligations are triggered after making a certain decision. The work has also concluded that there is no detailed regulation of how the working hours should be arranged in the Swedish statutory system, which means that the employer's right to decide is extensive. Hence, the most effective and far-reaching way to limit the employer's right to decide is through collective agreements with trade unions and personal agreements with individual employees.