Introductory provisions
section 1 of this Act applicable to workers in general or individual
service.
However, the law exempts from the application
1. workers with regard to the duties and
conditions of employment shall be deemed to have a managerial or
comparable position,
2. workers belonging to the employer's family,
3. workers employed to work in the employer's
households,
4. workers employed in particularly
employment support, in a sheltered workshop, or in
development of employment, and
5. workers employed in secondary
apprenticeship employment. Law (2014:423).
2 §/expires U: 2016-04-01/
If, in another act or in an Ordinance that has
issued pursuant to a law, there are special rules that
deviate from this law, these regulations shall prevail.
A contract is invalid in so far as it annuls or restricts
workers ' rights under this Act.
Through a collective agreement may be made for derogations from the 5, 6, 22
and 25-27 sections. Has the agreement been concluded or approved by a
the central workers ' organization, however, is required between
the parties on other issues relating to a collective agreement
concluded or approved by such an organization or to a
such collective agreements temporarily does not apply. During the same
condition, it is also allowed to by a
collective agreements determine the detailed calculation of benefits
referred to in section 12.
Through collective agreements which have been concluded or approved by a
the central workers ' organization may also be abnormalities
from 11, 15, 21, 28, 32, 33, 40 and 41 sections. It is also
allowed to by a collective agreement derogate
1. from 6 b-6 e sections, provided that the agreement does not involve
to less favourable rules for workers
than that resulting from the
-Council Directive 77/187/EEC of 14 February 1977 on the
approximation of the laws of the Member States relating to the safeguarding of
employees ' rights in the event of transfers of undertakings,
businesses or parts of businesses, or
-Council Directive 91/533/EEC of 14 October 1991 on
an employer's obligation to inform employees of the conditions
applicable to the contract or
the employment relationship,
2. from 30 a of, in the case of acceptance under section 15, and
3. from 30, 30A and 31 § § with regard to the local
workers ' rights of the organization.
Agreements on derogations from section 21 may meet outside
kollektivavtals conditions, whether the agreement means that
collective agreement by virtue of the fourth paragraph has been reached for
area of activity shall apply.
An employer bound by a collective agreement in accordance with
the third or fourth subparagraph may apply the agreement even on
workers who are not members of the Contracting
workers ' organization, but employed in work referred to
with the agreement. Law (2006:440).
2 section/entry into force: 2016-05-01/
If, in another act or a regulation issued under the law there are specific regulations deviating from this law, these regulations shall prevail.
A contract is invalid in so far as it annuls or restricts workers ' rights under this Act.
Through a collective agreement may be made for derogations from 5 – 6, 22 and 25 to 27 sections. If the contract has not been concluded or approved by a central workers ' organization, however, is required between the parties on other issues relating to a collective agreements which have been concluded or approved by such an organization or that such collective agreements temporarily does not apply. Under the same condition, it is also allowed to by a collective agreement defining the detailed calculation of benefits referred to in section 12.
Through collective agreements which have been concluded or approved by a central workers ' organization may also be deviations from 11, 15, 21, 28, 32, 33, 40 and 41 sections. It is also allowed to by a collective agreement derogate
1. from 6 b-6 e sections, provided that the agreement does not mean that less favourable rules for workers than that resulting from the
– Council Directive 2001/23/EC of 12 March 2001 on the approximation of the laws of the Member States relating to the safeguarding of employees ' rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses, in the original wording, or
-Council Directive 91/533/EEC of 14 October 1991 on an employer's obligation to inform employees of the conditions applicable to the contract or employment relationship, in the original wording,
2. from 30 a of, in the case of a notice under section 15, and 3. from 30, 30A and 31 sections, in the case of the local workers ' rights organization.
Agreements on derogations from section 21 may meet outside the kollektivavtals conditions, whether the agreement means the collective agreement by virtue of the fourth paragraph has been reached for the activity shall apply.
An employer bound by a collective agreement referred to in the third or fourth subparagraph shall apply also to workers who are not members of the contracting trade union organization, but employed in the work referred to in the agreement. Law (2016:248).
3 §/expires U: 2016-05-01/
For the purposes of paragraph 5, 11, 15, 22, 25, 26
and 39 sections, the following special provisions on calculation
by the time of employment:
1. A worker who changes employment by moving from
one employer to another, in the later employment
also credited for the time of the last, if the employers at the
the time of changeover belong to the same group.
2. An employee, who change employment in connection with a
undertaking, business or part of a business transition
from one employer to another by such a transition as
subject to paragraph 6 (b), shall be the time of the former
the employer when the employment period shall be calculated in the
later. This also applies in case of change of employment in connection with
bankruptcy.
3. If there are several such change of employment referred to in 1-
2, the employee total employment hours in all
the employers.
Workers who have gotten re-employment according to section 25 shall
achieved the seniority required for notification
under section 15, and the preferential rights pursuant to section 25. Law (2007:389).
3 section/entry into force: 2016-05-01/
For the purposes of 5 (a), 11, 15, 22, 25, 26 and 39 sections, the following special provisions on the calculation of seniority:
1. A worker who changes employment by moving from one employer to another, the latter also the employment credit themselves with the time of the last, if the employers at the time of the transfer belong to the same group.
2. A worker who changes jobs in connection with an undertaking, business or part of a business is transferred from one employer to another by such a transition covered by paragraph 6 (b) shall be the time of the last employer when the employment period is to be calculated in the latter. This also applies in case of change of employment in connection with the bankruptcy.
3. If there are several such change of employment referred to in 1 and 2, the worker must total employee hours by all employers.
Workers who have gotten re-employment according to section 25 shall be deemed to have achieved the seniority required for notice under section 15, and the preferential rights pursuant to section 25. Law (2016:248).
The employment contract
4 §/expires U: 2016-05-01/
Employment contract is valid until further notice. Agreement on
temporary employment may, however, meet in the cases
set out in paragraphs 5 and 6. Meet otherwise, such an agreement,
can the employee as provided in § 36 get Court
Declaration that the agreement will be valid until further notice.
Employment contracts for an indefinite period may be terminated by
the employer or the employee to cease after a
specific notice period. A temporary employment ceases
without prior cancellation at the end of employment
or when the work is completed, unless otherwise agreed
or to the provisions of § 5, second subparagraph, or to paragraph 6. In section 33 is
specific rules on obligation to leave employment at
67 years of age and by the time that the employee gets the right
to full sick benefits under the social security code.
A worker may immediately withdraw from their
employment, if the employer materially breached
their obligations towards the employee.
In the cases referred to in section 18 may an employer by
dismissal cancel the appointment with immediate effect.
In some cases the employer is obliged to inform and
confer with the employee and the relevant
workers ' associations as well as to apply a certain
procedure in connection with a contract of employment is concluded
or ceases flowing from 6, 8-10, 15, 16, 19, 20 and 28-33 sections.
Law (2010:1230).
4 section/entry into force: 2016-05-01/
Employment contract is valid until further notice. Contracts for temporary employment may, however, meet in the cases specified in paragraphs 5 and 6. Meet otherwise, such an agreement, the worker in the manner specified in § 36 get a court declaration that the agreement will be valid until further notice.
Employment contracts for an indefinite period may be terminated by the employer or the employee to cease after a certain period of notice. A fixed-term employment is terminated without
previous termination upon expiry of employment or when the work is completed, unless otherwise agreed or follows from § § 5 a or 6. In section 33 lays down specific rules concerning the obligation to provide employment at the age of 67, and when the employee gets the right to full sick pay under the social security code.
An employee may withdraw from his employment with immediate effect, if the employer materially breached its obligations towards the employee.
In the cases referred to in section 18, an employer dismissing cancel the appointment with immediate effect.
In some cases the employer is obliged to inform and consult with the employee and the employee organization and to apply a certain procedure in the context of an employment contract or follows from 6, 8 – 10, 15, 16, 19, 20 and 28 to 33 sections. Law (2016:248).
§ 5/expires U: 2016-05-01/
Agreement on fixed-term contracts must meet
1. for General fixed-term contracts,
2. for replacement
3. for seasonal work, and
4. when the worker has reached the age of 67 years.
If an employee for a period of five years has been employed by the
the employer either in public employment in
a total of more than two years, or as a substitute in a total of more than
two years, transitioning the employment to an indefinite period.
Law (2007:391).
§ 5/comes into force in: 2016-05-01/
Agreement on fixed-term contracts must meet
1. for General fixed-term contracts,
2. for replacement
3. for seasonal work, and
4. when the worker has reached the age of 67 years.
Law (2016:248).
5 (a) repealed by Act (2006:440).
5 a section/entry into force: 2016-05-01/
A general employment passes to an indefinite period when an employee has been employed by the employer in the public fixed-term contracts for a total of more than two years
1. for a period of five years, or
2. during a period when the worker has had temporary employment with the employer in the form of public fixed-term contracts, temporary positions or seasonal work and jobs followed at each other.
Employment has followed on another of the parties within six months from the expiry of the previous employment.
A temporary position turns into a permanent employment when an employee has been employed by the employer in the temporary position in a total of more than two years during the five years.
Law (2016:248).
5 b/entry into force: 2016-05-01/
For the aged 67 years does not enter a public fixed-term or temporary positions for an indefinite period in accordance with paragraph 5 (a). Law (2016:248).
paragraph 6 of the agreement shall also meet on temporary probation, if
the probation period is less than six months.
Would not the employer or the employee to employment shall
continue after the trial period has expired, shall be notified of this
be provided to the other party not later than the date of the trial period. Is not made
This, the probationary period for a permanent appointment.
Unless otherwise agreed, a probationary suspended even
before the probation period. Act (1994:1685).
6 (a) repealed by Act (2006:439).
6 b of the release of an undertaking, business or part of a
activities from one employer to another, turns the
rights and obligations arising from the contract of employment and the
employment conditions in force at the date of transition
on the new employer. The former employer is also
liable to the employee for financial obligations
refers to the time before the transition. This paragraph also applies
workers in the public service and on seagoing vessels.
The first paragraph does not apply to the transition in connection with the bankruptcy.
The first paragraph does not apply to old-age, invalidity or
survivors ' benefits.
Notwithstanding the first subparagraph, the contract of employment and
the employment relationship does not move to a new employer, if
the worker object. Act (1994:1685).
6 c section within one month after the employee has started
to work, the employer shall provide written information to
the worker about all the conditions that are essential to the
the contract or employment relationship. If
the period of employment is less than three weeks, is the employer
not required to provide such information.
The information shall include at least the following information:
1. Employer's and the employee's name and address,
employment starting date as well as the workplace.
2. A brief specification or description of the employee's
duties and job title or job title.
3. If the employment contract is valid until further notice or for a limited time
or is a probationary period, and
a) in the case of indefinite: the notice periods that
regards,
(b)) when hiring for limited time: final day of employment
or the conditions applicable to the employment shall
and what form of temporary employment as
the position's duties include,
c) probation period duration: at trial.
4. The starting salary, other fringe benefits and how often the salary shall
paid out.
5. The length of the employee's paid annual leave and the length of
the employee's normal working day or working week.
6. the Applicable collective agreements, where appropriate.
The information referred to in the second subparagraph 3 (a), 3 (b) in the case of
the conditions for termination, 4 and 5 may,
If appropriate, take the form of references to laws,
administrative provisions or collective agreements governing those
issues. Law (2006:440).
6 d § in the case of workers stationed abroad
the employer, if this secondment referred to last longer than a
month, before leaving to leave written information to
the employee under section 6 (c), if it has not already been done.
The employer shall also submit written before the departure
information to the worker at least
1. the period of employment abroad;
2. the currency in which the salary is payable,
3. where applicable, the cash benefits and
fringe benefits resulting from the posting,
4. where appropriate, the conditions for repatriation, as well as
5. where appropriate, the conditions will be applicable under
section 8 of the Act (1999:678) concerning the posting of workers.
The information referred to in 2 and 3 may, if appropriate,
take the form of references to laws, regulations
or collective agreements governing those matters.
Law (2006:439).
section 6 (e) if the conditions for employment be amended by a
decision of the employer or by an agreement between the
the employer and the employee and the change applies to any of
the information the employer informed about, or would have
informed of, the employer shall provide written information
If the change within a month. Law (2006:439).
paragraph 6 (f) the employer shall inform the workers with
temporary employment of available permanent jobs
and trial periods. The information may be provided by the
made publicly available at the workplace.
To parental leave workers with a temporary employment
the information shall, if requested by the employee, provided directly
to him or her. Law (2007:389).
6 g §/expires U: 2016-05-01/
The employer shall, within three weeks after a
workers ' request, provide written information about
the employee's total period of employment.
In the calculation of the period of employment, the specific
the provisions of paragraph 3 of the first subparagraph shall apply.
Law (2006:440).
6 g section/entry into force: 2016-05-01/
The employer shall, at the request of a worker to leave written information about an employee's total period of employment. The employer shall, at the request of a worker who is a temporary employee under paragraph 5 of the 1-3 provide written information on all employment which is of importance for the purposes of paragraph 5 (a). For each such employment to the time-limited employment form, starting date and time of day is entered.
Information referred to in the first subparagraph shall be provided within three weeks from the time the request is made. In the calculation of the period of employment and in the assessment of the previous employment covered by the disclosure obligation should also employment under section 3(1) 1 to 3 are taken into account.
Law (2016:248).
Termination by the employer
Article 7 Termination by an employer shall be objectively
founded.
A dismissal is not wrongful if it is reasonable to require that
employer prepares the employee other work.
Such a transfer of an undertaking, business or part of the
a business that is said in paragraph 6 (b), the transition does not in itself constitute
reasonable grounds for dismissing the employee. This prohibition, however, shall
not prevent layoffs taking place for economic, technical or
organisational reasons where changes in the workforce are included.
If the termination is due to circumstances relating to the
the employee personally, it may not be based solely on
circumstances which the employer is known to either more than two
months before notice was provided under section 30 or, if any
such notification is not given, two months prior to the date of
the termination. The employer may, however, establish the termination only
at the event, which he has known for more than two months, if
time the cover depends on the worker's request that he or
with the consent of late notification or
termination or if there are serious reasons for that
circumstances may be invoked. Act (1994:1685).
§ 8 Termination by the employer shall be in writing.
In the termination notice, the employer shall specify what the employee shall
observe where the employee would claim that
the dismissal is invalid or claim damages in respect of
the termination. In the announcement shall also be specified if the worker has
preferential rights to re-employment or not. Have the worker
preferential rights and requires notification to the right of pre-emption shall
able to be claimed, it shall also be indicated.
§ 9 the employer is required to provide the employee's request
circumstances invoked as the basis for the termination. The task will be
be in writing, if the employee requests it.
§ 10 Termination notice shall be provided to the employee in person. Is
It is not reasonable to require this, is told instead sent in
registered mail to the last known address of the employee.
Notice of termination shall be deemed to take place when the worker receives part of the termination. If
the worker can't be reached and a termination notice has been sent in
letter referred to in the first subparagraph, be regarded as cancellation occurred ten days after
the letter was provided to the post for the promotion. Have the worker
vacation, termination is deemed to have taken place no earlier than the day after the then-
the holiday ended.
Notice period
11 §/expires U: 2016-02-01/For both employers and employees concerning a minimum
notice period of one month.
An employee is entitled to a period of notice of
-two months, where the total period of employment in
the employer is at least two years but less than four years,
-three months, where the total period of employment is at least
four years but less than six years,
-four months, where the total period of employment is at least
six years but less than 8 years
-five months, where the total period of employment is at least
eight years but less than ten years, and
-six months, if the aggregate employment period is at least
ten years.
If a worker who is on parental leave under section 4 or 5,
or entirely vacant under section 9 of the parental leave Act (1995:584)
cancelled due to lack of work, period of notice begins to run
-When the worker resumes work, in whole or in part, or
-When the employee would have resumed their work in accordance with
the notification on parental leave is valid when the termination
takes place. Law (2008:564).
11 §/comes into force in: 2016-02-01/For both employers and employees is for a minimum period of notice of one month.
An employee is entitled to a period of notice of
– two months, where the total period of employment with the employer is at least two years but less than four years,
-three months, where the total period of employment is at least four years but less than six years,
– four months, where the total length of service is at least six years but less than 8 years
-five months, where the total period of employment is at least eight years but less than ten years, and
-six months, if the aggregate employment period is at least 10 years.
If a worker who is on parental leave under 4 or paragraph 5 of the parental leave Act (1995:584) terminated due to lack of work, period of notice begins to run
– When the worker resumes work, in whole or in part, or
– When the employee would have resumed their work in accordance with the notification of parental leave is valid when the termination takes place. Law (2015:759).
Remuneration and other benefits during the period of notice
section 12 of a worker who has been laid off is entitled to under
the notice period retain their salary and other employment benefits although
the worker does not have any duties at all or receive other
tasks than before. Law (1984:1008).
section 13, if the employer has stated that the employee does not need
be available during the notice period, or part thereof, may
the employer from benefits under section 12, first paragraph offset
income received by the employee during the same time has acquired in
other employment. The employer also has the right to offset
income received by the employee during this time obviously could
have acquired in other acceptable employment. Law (1993:718).
section 14 of The laid off workers may not be moved to another location in
the period of notice, if the employee's ability to seek new work
This would not insignificant deterioration.
During the term of notice, a laid off worker is also entitled to
reasonable leave from employment while maintaining employment benefits
to visit the employment office or otherwise seek work.
Informed that temporary employment will not continue
section 15 of an employee who is employed for limited periods of time according to
section 5 and that will not get continued employment when
the employment relationship is terminated, the employer shall be informed of this
at least one month before the expiry of the term of employment. A prerequisite
for such information, however, is that the worker, when
termination, has been employed by the employer for more
than twelve months during the last three years. Is the period of employment
so short that information cannot be submitted one month in advance, shall
the news rather than be given when employment begins.
If a seasonal worker, when the employment
cease has been seasonally employed by the employer for more than six
months during the last two years, there will be continued
seasonal employment at the new season's start, the
the employer shall give the employee notice of at least one month
before the new season starts. Law (2007:390).
section 16 Notice under section 15 shall be in writing.
In the statement, the employer must indicate what the worker must observe for
If the employee wishes to bring an action for the employment contract
shall be valid until further notice or claim damages for violation of 4
§ the first paragraph. In the announcement shall also be specified if the worker has
preferential rights to re-employment or not. Have the worker
preferential rights and requires notification to the right of pre-emption shall
able to be claimed, it shall also be indicated.
The decision shall be communicated to the employee in person. Is it not
reasonable to require this, is told instead be sent by registered
Letter to the employee's last known address.
section 17 of an employee who has been informed in accordance with paragraph 15 has
right to reasonable time off from employment while maintaining
employment benefits for visiting the employment office or other
way to look for work.
Dismissal
section 18 of the Dismissal may be made, if the employee has grossly infringed their
duties to the employer.
The dismissal may not be based solely on the circumstances that
the employer is known to either more than two months before
notice was provided under section 30 or, if any such
notification is not given, two months prior to the date of
the dismissal. The employer may, however, be based the dismissal on the sole
circumstances that he has known for more than two months, if
time the cover depends on the worker's request that he or
with the consent of late notification or dismissal
or if there are serious reasons for that circumstances may
be invoked. Law (1993:1496).
section 19 of Dismissal shall be in writing.
In the news of the dismissal, the employer must indicate what the employee
shall observe in the event that the employee would claim that
the dismissal is invalid or claim damages in respect of
the dismissal.
The employer is required to provide the employee's request
circumstances invoked as the basis for the dismissal. The task will be
be in writing, if the employee requests it.
section 20 of the news of the dismissal shall be provided to the employee in person.
It is not reasonable to require this, is told instead sent in
registered mail to the last known address of the employee.
Dismissal is deemed to take place when the worker receives part of the dismissal. If
the worker can't be reached and a notice of dismissal has been sent
in the letter referred to in the first subparagraph, be regarded as dismissal occurred ten days after
the letter was provided to the post for the promotion. Have the worker
holiday, considered the dismissal have been made no earlier than the day after the then-
the holiday ended.
Remuneration and other benefits during layoffs
section 21 of an employee who is laid off is entitled to the same pay and other
employment benefits as if the employee had received keep their
work tasks. However, this does not apply if the lay-off is a result of
that work is säsongbetonat or for other reasons is not coherent
by its very nature. Law (1984:1008).
Sequence termination
section 22 for termination due to lack of work, the employer shall
observe the following ordered rules.
Before the order is established, an employer with a maximum of ten
workers, regardless of the number of ordered loop except a maximum
two workers according to the employer's assessment of
particular importance to the continuing operations. At
calculating the number of workers with the employer ignored
from the workers referred to in paragraph 1. The workers
exempted have priority to continued employment.
The employer has several operating units, defines a sequence
for each device. The mere fact that a
workers have their workplace in his home does not
the workplace is a private establishment. If the employer
is, or tends to be, bound by a collective agreement establishes a
particular sequence for each contract area. Are there in a
such cases multiple operating units in the same locality, within a
workers ' organisation agreement scope established a common
sequence for all units in the area, if the Organization
request it at the latest at the negotiations in accordance with section 29.
Order to the workers who are not exempt are determined
based on each employee's total
period of employment with the employer. Workers with longer
seniority has preference over workers with shorter
period of employment. At the same time provides higher employment age
seniority. Can a worker be prepared only after relocation
continued work with the employer, as provided for
under the order that the employee has
sufficient qualifications for further work.
Act (2000:763).
section 23 of the workers have reduced work capacity and hence
have prepared special employment of the employer shall, if it can
be done without serious inconvenience, get priority to continued work
regardless of the order.
24 repealed by law (1984:1008).
Preferential right to reinstatement, etc.
section 25 of the workers who have been dismissed due to lack of work has
preferential rights to re-employment in the activities in which they
previously been employed. The same applies to workers
that has been hired for a limited period of time in accordance with paragraph 5 of which
of labor shortages have not received continued employment. A
prerequisite for preferential rights is, however, that the worker has
been employed by the employer for a total of more than 12 months
in the past three years or, in the case of preferential rights
new seasonal employment for a former seasonal employee
workers, six months in the last two years and that
the worker has sufficient qualifications for the new
the employment.
The right of pre-emption applies as from the date on which the termination took place
or information were provided or should have been provided in accordance with section 15
the first paragraph and then until nine months have elapsed
from the date on which the employment ended. In case of seasonal workers
the right of pre-emption applies instead from the time of notification
were provided or should have been provided in accordance with paragraph 15, second subparagraph, and
thereafter until nine months have elapsed from the new
the season's beginning. During the above time periods
the undertaking, business or part of the business has changed
to a new employer through such a transition covered by
6 b, the right of pre-emption against the new employer.
The right of pre-emption applies even in the case that the previous
the employer is declared bankrupt.
If the employer has several operating units or if in
the employer's business, see different areas of the collective agreement,
the right of pre-emption applies to employment in the unit and it
Agreement area where the employee was employed when the previous
the employment ceased. In such a case, there are several
establishments in the same locality, within a
employee organization agreement area of pre-emption apply
all units of the employer, if the Organization
request the latest in negotiations under section 32. Law (2007:390).
25 a of a part-time worker who has notified his
employer that he or she would have a job with higher
employment rate, to a maximum of full time, despite section 25
preferential access to such employment. As a precondition for
the right of pre-emption applies to the employer's labour needs
catered by the part-time employee is hired with a
higher employment rates and that the part-time employee has
sufficient qualifications for the new tasks.
If the employer has several operating units, the
the right of pre-emption employed in the unit where the employee
are employed on a part-time basis.
The right of pre-emption shall not apply in respect of the
relocation in accordance with article 7 of the second paragraph. Law (2006:440).
section 26 If more workers have preferential rights to re-employment
According to section 25 or preferential rights to a job with higher
employment rate in accordance with section 25, the order between them
based on each employee's total period of employment
of the employer. Workers with longer employment period has
precedence over workers with less seniority. If equal
seniority gives higher age preference. Law (1996:1424).
section 27 Has notice of pre-emption rights to re-employment submitted pursuant to
section 8, second subparagraph, or to paragraph 16, the pre-emption right is not
be asserted before the worker has reported the claim to priority right
of the employer.
A worker who adopts an offer of reinstatement does not need
the new employment until after a reasonable transition period.
If the employee refuses an offer of re-employment which might reasonably
should have been accepted, the worker has lost their pre-emption rights.
Negotiations, etc.
section 28 of an employer who is bound by the collective agreement and that hits
contracts for temporary employment for the work referred to in
the collective agreement, shall promptly notify the relevant local
workers ' organization on the employment contract. Notification shall
also temporarily when a collective agreement does not apply.
Any notice need not be given, if the period of employment is
a maximum of one month.
29 § in the case of an employer's obligation to negotiate prior to the decision on the
termination due to lack of work, laid off or återintagning
After the lay-off comes 11-14 § § the Act (1976:580) if participation in
working life.
section 30 an employer wishing to dismiss or terminate an employee on
because of circumstances relating to the employee personally
shall inform the worker in advance. Case notification
notice of termination shall be given at least two weeks in advance. Applies the
dismissal shall be submitted at least one week in advance. Is the worker
unionized, the employer shall, when notifying
put the local Trade Union to which the employee belongs.
The worker and the local workers ' organization that the worker
belongs is entitled to consultation with the employer if the measure that
the notice and the notice relates. A prerequisite, however, is that
deliberation is requested no later than one week after the notification or
the notice was left.
The employer has not been requested, the deliberation enforce termination
or dismissal until consultation has been completed. Law (1989:963).
30 a of an employer provides an employee information under section 15 of the
a temporary employment shall cease shall at the same time to lay off the
local Trade Union to which the employee belongs.
The worker and the local workers ' organization has the right to
consultation with the employer about the announcement. Law (1989:963).
section 31, an employer who intends to provide an employee to a
probationary period shall be interrupted prematurely or finish without transitioning in
a permanent appointment shall inform the worker of at least
two weeks in advance. The employee is unionized, the
When notifying the employer to lay off the local
workers ' associations to which the employee belongs.
The worker and the local workers ' organization has the right to
consultation with the employer about the announcement.
section 32 an employer intending to employ a worker, when
anyone else have a preferential right to re-employment in the business
or a preferential right to a job with higher
employment rate, should first negotiate with the concerned
employee organization as specified in §§ 11-14 teams
(1976:580) for participation in working life. The same applies in the case
arises about who among several företrädesberättigade to be
Re-employment or employment with higher employment rate.
Law (1996:1424).
The right to remain in employment to 67 years
32 a of A worker has the right to remain in employment
to the end of the month in which he or she reaches the age of 67 years, if
subject to the provisions of this law. Law (2001:298).
section 33 If an employer wants an employee to leave his
employment at the end of the month in which he reaches
67 years old, the employer shall give the employee notice in writing if
at least one month in advance.
If an employer wants an employee to leave his
employment in connection with the worker according to the
social security code gets the right to full sick pay,
the employer shall give the employee notice in writing about this so
soon as the employer has learned of the decision on the
sick pay.
A worker who has reached the age of 67 years old are not entitled to extended
notice period than one month nor prerogatives
According to the 22, 23, 25 or 25 a of. Law (2010:1230).
Disputes about the validity of dismissals or redundancies, etc.
section 34 where an employee is terminated without just cause, the termination
be declared invalid at the request of the employee. However, this does not, of
the termination is attacked only because it is contrary to
the rotation rules.
If a dispute arises as to the validity of termination, expiration, non-employment
as a result of the termination until the dispute is finally settled.
The worker must also not be suspended from work due to the
the circumstances which gave rise to the dismissal only if there are
special reasons. An employee is entitled to wages and other benefits
pursuant to §§ 12-14 as long as employment remains.
The Court may, for the period until the final determination may decide to
employment shall terminate at the termination period or at the
later time as the Court may determine or to an ongoing
suspension shall cease.
section 35 Has a worker has been dismissed in circumstances not
even would have sufficed for a valid termination, dismissal
be declared invalid at the request of the employee.
If such a claim is made, the Court may order that the employment
Despite the dismissal shall be composed until the dispute is finally settled.
Have a court announced decisions pursuant to the second subparagraph, the employer
do not suspend the employee from work because of the circumstances
that has prompted the dismissal. An employee is entitled to wages and other
benefits referred to in §§ 12-14 as long as employment remains.
36 § a contract of employment, which has auxiliary in violation of paragraph 4 of the
first subparagraph, shall be valid until further notice at the request of
the worker.
If such a claim is made, the Court may order that the employment
in spite of the agreement shall be composed until the dispute is finally settled.
An employee is entitled to wages and other benefits pursuant to §§ 12-14 so
duration of the employment relationship.
section 37 if a court has annulled by a judgment which has
termination or dismissal, the employer does not suspend
the employee from work because of the circumstances that have
led to the termination or dismissal.
Damages
38 section an employer who violates this law shall pay not only salary
and other employment benefits to which the employee may be entitled to, without
even compensation for harm incurred. A worker is
liable for damages if he or she fails to comply with the notice period
set out in paragraph 11.
Damages referred to in the first subparagraph may relate to both compensation for the
loss incurred and compensation for the violation that the crime
means. Compensation for the loss relating to the period after retirement
termination must not in any event be determined to not more than the amount
as indicated in paragraph 39.
If it is appropriate, reparation can be reduced or completely fall away.
39 section If an employer refuses to comply with a judgment,
whereby a court has annulled a termination or
a dismissal or has declared that a time-limited
employment shall apply until further notice, shall
the employment relationship is considered dissolved. The employer shall
for their refusal to pay damages to the employee pursuant to
the following provisions.
The damages are calculated on the basis of the employee's
total time of employment with the employer when
the employment relationship is dissolved and is determined for an amount
the corresponding
16 monthly salaries by less than five years of seniority,
24 months at least five but less than ten years
period of employment,
32 monthly salaries at least 10 years of seniority.
The compensation may not, however, be determined so that amount is calculated
After several months ' salary than that corresponding to the number of
employment months in employer. Has the employee been
employed less than six months, the amount nevertheless correspond to
six months ' salary. Law (2007:389).
Statute of limitations
section 40 of an employee who intends to request annulment of a
termination or dismissal, shall inform the employer of this
within two weeks after termination or dismissal took place.
Has the employee received no such notice of annulment that
referred to in paragraph 8 or article 19, second paragraph, is, however,
the time limit of one month and is calculated from the date on which the employment
came to an end.
If a worker claims that a contract of employment has
auxiliary in violation of paragraph 4(1) and intends to claim
Declaration that the agreement shall remain in force until further notice, the worker shall
inform the employer thereof within one month after
employment period.
In the notification time requested negotiation concerning the contentious issue
under the Act (1976:580) on the co-determination in the workplace or with support
of the collective agreement, shall be brought within two weeks after
the hearing was closed. Otherwise, it shall be brought within two
weeks after the notification went out.
41 § whoever wants to claim damages or any other
creditors claim that is based on the provisions of this law
shall inform the other party thereof within four months from the
time when the harmful event took place or
the claim was due. Have a worker not
received any such notice of the action for damages provided for in section 8
second subparagraph, or article 19, second paragraph, counted the time instead
from the date on which the employment ended. Referring to the worker's
claiming breach of paragraph 4(1), counted the time limit from
employment period. Referring to the worker's claim crime
against 6 f § time limit is counted from the date on which any employee's
on the available employment.
In the notification time requested negotiation concerning
bone of contention under the Act (1976:580) if participation in
employment or pursuant to a collective agreement,
be brought within four months after the date of the hearing
ended. Otherwise, it shall be brought within four months
After the notice went out. Law (2006:439).
42 § are not intelligence or not an action is brought within the time
provided for in section 40 or 41, the party has lost its appeal.
The trial
43 § Case on the application of this law are dealt with according to the law
(1974:371) on trial in labour disputes. Objectives referred to in paragraphs 34-36
shall be dealt with promptly.
A request for a decision under paragraph 34, paragraph 35
or paragraph 36 should not be accepted without the respondent
opportunity to be heard If a delay would cause
damage, however, the Court may immediately accept the claim to apply to
its decided otherwise. Decision that a District Court has notified under
the trial may be appealed in particular. Act (1994:1046).
Transitional provisions
1984:510
This law shall enter into force on 1 July 1984 and applied to the local
collective agreements concluded subsequently.
1984:1008
This law shall enter into force on 1 January 1985. Agreement on layoffs, which
concluded before its entry into force, are without effect to the extent that the agreement
includes departure from the new law.
1989:428
This law shall enter into force on 1 July 1989. Older regulations apply
still, in the case of those who remain in work after the entry into force of the
youth team by public sector employers.
1989:963
This law shall enter into force on 1 January 1990.
Have notice or notice given before the entry into force of the
a temporary employment shall cease, apply even after
entry into force older regulations.
1990:1357
1. this law shall enter into force on 1 april 1991.
2. The new provision in section 5 only applies to employment contracts
concluded after its entry into force. With regard to the previous ones
employment agreements shall apply even after the entry into force on older
the provision.
3. in the case of workers who fill 65 years before 1 May 1991
apply paragraph 33 in the older wording.
1993:718
This law shall enter into force on 1 July 1993. Older provisions shall apply
still if the notice period has begun to run prior to
the entry into force.
1993:1496
1. this law shall enter into force on 1 January 1994.
2. has been repealed by Act (1994:1685).
3. As regards employment conditions when this law
enters into force, the employer shall, if the employee requests it, in
two months after that, leave the information referred to in paragraph 6.
4. the provisions of the third subparagraph of paragraph 7 and section 18, second subparagraph, of their
new version shall apply only in respect of facts which
the employer becomes aware after the new wording
have entered into force. Otherwise, apply the provisions of the
the older wording.
5. Older rules of order under section 22 shall apply in
the context of negotiation under the Act (1976:580) if participation in
employment in case of termination due to lack of work, if
the hearing has been requested before the Act's entry into force.
1994:1685
1. this law shall enter into force on 1 January 1995.
2. The law shall not apply in respect of a transfer of a
undertaking, business or part of a business that occurred
before the entry into force.
3. Older regulations on order in accordance with section 22 shall apply in
the context of negotiation under the Act (1976:580) if
participation in employment in case of termination due to
lack of work, if the hearing has been requested before the law
date of entry into force.
1996:1424
1. This law shall enter into force, with respect to paragraph 2 of the July 1, 1997, in the case
If paragraph 5, second subparagraph on 1 January 2000, and on 1 January
1997.
2. For contracts concluded before 1 January 1997
terms of section 11 of the their older version.
3. For those who have acquired preferential rights to re-employment
According to section 25 of before 1 January 1997 concerning section 25 of its older version.
4. For the purposes of the provisions on seniority in section 15
the first subparagraph and paragraph 25 disregarded seniority
before 1 January 1995.
2001:298
1. this law shall enter into force on 1 september 2001.
2. Collective agreements concluded before its entry into force,
applies notwithstanding section 32 until the contract expired, however,
until the end of 2002.
3. Regulations of the severance obligation arises under
Regulation (1991:1427) on occupational pension and
occupational group life insurance for some workers with non-
Government employment, as in force on 1 January 2001,
apply notwithstanding the provisions of section 32 to its pension plan for
workers with the State and others. expired, but
the end of 2002.
2002:195
This law shall enter into force on 1 January 2003. Older
rules applicable in respect of the pension still
refers to the time before the entry into force.
2006:439
1. this law shall enter into force on 1 July 2006.
2. For contracts concluded before 1 July 2006 shall
the provisions of the repealed 6 section apply instead of
the provisions of 6 c-e sections.
2006:440
1. this law shall enter into force on 1 July 2007.
2. For contracts concluded before 1 July 2007
for 2, 4, 5, 5 a, 6 c, 15, 25 and 25A of the older
the wording.
3. for purposes of calculating the period of employment as a substitute teacher pursuant to paragraph 5 of the
the second paragraph is also the period of employment as a substitute teacher before 1
July 2007 shall be taken into account.
4. Deleted by Act (2007:390).
2007:389
1. this law shall enter into force on 1 July 2007.
2. For workers who have been dismissed before 1 July 2007
terms of section 3 of the older version.
3. in the determination of damages on the grounds of a judgment
has been issued before 1 July 2007, 3 and 39 sections in older
version.
2007:391
1. this law shall enter into force on 1 January 2008.
2. For contracts concluded before 1 January 2008
terms of paragraph 5 of its older version.
3. for purposes of calculating the period of employment as a substitute teacher shall also
period of employment as a substitute teacher before 1 January 2008 shall be taken into account.
2015:759
1. this law shall enter into force on 1 February.
2. Older rules still apply when termination takes place during the time when the municipal child care allowance pursuant to the repealed Act (2008:307) if the municipal child care allowance.
2016:248
1. this law shall enter into force on 1 June 2015.
2. For public fixed-term contracts or temporary positions that have been concluded prior to the entry into force for older provisions with regard to the transition to permanent employment.
3. when calculating the total length of service and in assessing whether employment followed at each other under paragraph 5 shall also employment contracts concluded before the entry into force should be taken into account.
4. For the employment ceased prior to the entry into force applies to 6 g of the older wording.
