En månads uppsägningstid låter tydligt, men slutdagen kan ändå bli omtvistad. Avtalet, kollektivavtalet och beskedets innehåll behöver läsas tillsammans innan du planerar för ett nytt arbete eller en slutlön.
Employment law knowledge centre
What does the notice you received at work mean? What questions should you ask before making a decision? Here you will find guides to Swedish employment law for employees and employers, explaining key concepts and issues to watch for.
Read about termination, summary dismissal, redundancy, redeployment, redundancy selection and preferential rights. The guides help you understand the rules and identify issues that may need closer examination.
The articles provide general information. An assessment of an individual matter depends on the documents, circumstances and applicable agreements. If you need help with your situation, you can engage Arbetsrättsjuridik for paid advice, document review or representation.
Hourly employment is often used to describe work paid by the hour. An hourly rate does not itself establish your legal employment category. Both the agreements and how the work was organised need reviewing.
Several short jobs can be difficult to keep track of. Before anyone calculates your rights, all periods and employment categories must be identified, even where the employer simply called the work extra shifts.
Calling a contract probationary does not answer every question about how it may end. First check what was agreed and how long the employment has actually lasted.
A planned negotiation or promise of a reply may suggest that there is plenty of time. In an employment dispute, however, deadlines need to be checked separately from ongoing discussions.
Summarily dismissed? What to do first
22/10/2026
Being told to leave work immediately can be a shock. First preserve evidence of exactly what was said and when, even if the employer only sent a text message or short email.
Allegations of misconduct or other problems can quickly turn into an argument about who is right. A clear account of events, instructions and objections provides a better basis for the next step.
An offer of another job can affect your working life and the assessment of a later dispute. A quick yes or no can therefore be costly. Start by making the offer specific.
Who gets to stay during a reduction in staff can provoke strong reactions. A useful review starts with how the employer made the comparison and the information on which it is based.
When an employer refers to redundancy, first establish an overview of the notice and what will actually change. Start with the events and documents before considering an offer to leave your employment.
