Have you been given notice or summarily dismissed and want to challenge the decision? Time can be critical. LAS distinguishes notification to the employer from bringing court proceedings. Completing one step does not always preserve your right to a hearing.
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.
Who stays when an employer reduces staffing? Redundancy selection involves more than length of service. Selection groups, qualifications, exemptions and collective agreements can affect the outcome.
Summary dismissal means that the employer ends employment immediately. It differs from termination with notice, where employment normally continues during a notice period. The threshold for summary dismissal is high, and anyone receiving such notice should promptly establish both the grounds and applicable deadlines.
Termination for redundancy under Swedish law
02/11/2025
Redundancy can arise when operations change and an employer wishes to reduce or reorganise staffing. Employees at risk of termination need to separate several questions: objective grounds, whether another role should be offered, selection and possible preferential rights after employment ends.
Have you received advance notice of intended termination or a final termination notice? With termination for personal reasons, both the employer's grounds and the procedure require review. Intended termination and termination that has already occurred are different. This affects the measures available and how quickly you need to act.
