Termination of employment in Sweden

Employment protection legislation in Sweden

In Sweden, there are clear rules about when an employer can terminate your employment. These rules are set out in the Employment Protection Act, Lagen om anställningsskydd (LAS), which regulates employment protection in Sweden.

Your employment contract may give you more favourable conditions than those provided by LAS, but never less favourable conditions.

A termination must always be in writing and based on objective grounds. If you request it, your employer must explain the reason for the termination.

Notice period in Sweden

The length of your notice period depends on how long you have been employed.

• Less than 2 years: 1 month
• 2–4 years: 2 months
• More than 4 years: your notice period increases by 1 month for every additional 2 years of employment, up to a maximum of 6 months.

During the notice period, you must continue to work as usual and will receive your normal salary. If your employer cannot provide work during this period, you are still entitled to full pay.

If you choose to resign, LAS gives you a minimum notice period of 1 month. Your employment contract may provide for a longer notice period. You do not need to give a reason for your resignation.

Special rules for termination in Sweden

Dismissal based on seniority

If employees are dismissed due to a shortage of work, the employer must generally follow a seniority-based selection process. This means that employees with the shortest length of service are usually dismissed first.

Under LAS, the employer may exempt up to three employees from the seniority rules. This may apply to employees with skills or expertise that are particularly important to the business.

Probationary employment

Special rules apply if you are employed on a probationary basis. If your employer wishes to end the employment during the probationary period, you must be notified at least 2 weeks in advance.

Gross misconduct

If you have seriously breached your obligations as an employee, you may be dismissed without notice. However, your employer must normally notify you at least 1 week in advance.

Appeal against termination

If you believe that your employment has been terminated unfairly, you may be able to challenge the decision. Contact your trade union or a legal adviser who can assess your case and advise you on the next steps.