Exactly. It was briefly mentioned in the article too. Sweden already has a mature maternity/paternity system in place, and companies handle those just fine (in most cases, if they're doing any kind of planning and thinking). Thus they can handle these kinds of leaves as well - it's minor when you compare to the number of maternity/paternity leaves, there's much more of the latter. And (as it was mentioned in the article), it is possible to say 'no' to the leave if the employee's position is crucial (presumably there are definitions for what the actually means). Or hold it off for some time. Unlike with maternity/paternity leaves.

I wish there was something like this in my country as well.