Labor law

In the event of a redundancy due to lack of work, the employer must follow certain procedures and rules laid down by law and any collective agreements. This may include giving advance notice to the workers concerned, negotiating with trade unions, offering redeployment within the company if possible and ensuring that selection principles are followed if necessary.

A dismissal is a form of redundancy that takes place immediately and without any notice period.

However, the employer must first notify the employee of the impending dismissal, and the employee has 7 days to request a hearing on the matter. If the employer follows through with the dismissal, it applies immediately.

Dismissal is used when an employee has committed serious misconduct such as theft, workplace violence or other serious breaches of company policy or the law.  

Notice is the period preceding a planned dismissal for personal reasons or dismissal for lack of work. In the case of notice of dismissal for personal reasons, the employee has 7 days to request a hearing on the matter.

During the notice period for redundancy for lack of work, the employer must inform employees that they are at risk of redundancy and enter into negotiations with trade unions on possible measures to avoid redundancy. The notice period may vary depending on legislation and collective agreements.

If a health and safety offense is committed in the workplace, it can lead to serious consequences for the employer, such as fines or, in the worst case, imprisonment. Workers affected by a poor working environment have the right to report it to the Swedish Work Environment Authority and in some cases claim damages.