It is easy to assume that insurance will pay your adviser. Instead, obtain explicit confirmation that your particular employment dispute is covered and on what terms.
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.
When considering court action, look beyond the possible compensation. Your own representative, fees, time and possible liability for the opposing party's costs belong in the decision.
Court proceedings require more than explaining that something went wrong. Be clear about what you seek, why you believe you are entitled to it and how important facts can be proved.
A reference to a collective agreement is only the start. To obtain the correct documents, establish its name, parties, version and the parts of the business it covers.
A recruitment process after employment ends may raise questions about preferential rights. Start by documenting your employment history and notices already received.
A change of owner, customer contract or service provider can raise employment questions. A useful assessment begins with the substance of the business and what is actually transferred.
The Swedish term varsel is used for several different employment law communications. Notification to Arbetsförmedlingen is a separate part of the process and does not replace the employer's other measures.
When a business needs to change, a considered sequence of investigation, negotiations and notices is essential. Start by describing the need and documenting the intended organisation after the change.
Well-prepared negotiations are easier to conduct and document. First clarify the issue and identify decisions that are still only proposals.
When leaving a workplace, establish which information and documents you may use afterwards. Distinguish your professional experience from the employer's documents, customer information and other protected material.
