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Termination of employment and notice period

An employment usually ends when the employee changes employer. But you as an employer can also terminate an employment if you have objective reasons for doing so. The notice period that applies depends on the type of employment and your agreement with the employee.
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Get help from experts

In the event of dismissal, termination for personal reasons or lack of work, you should seek help from an employer's organization or an employment law lawyer. This applies particularly to cases where negotiations with a trade union do not lead to any solution, that is, where a dispute is imminent.

If you violate any of the regulations, you may therefore have to pay compensation to the employee. The notice or dismissal may also be declared invalid. Try to come to an agreement voluntarily in the first place.

If your employees resign

If an employee resigns from your company, the notice period you have agreed on applies primarily. According to the Employment Protection Act (LAS), an employee otherwise has a notice period of one month.

Employee resigns

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Dismissal on grounds of misconduct

If you want to dismiss an employee on grounds of misconduct, you must have objective reasons. The employee must have misbehaved in a way that caused damage to the company, or risk of damage. Furthermore, you must have made the employee aware that they are at risk of being dismissed.

Dissmisal on grounds of misconduct

Termination of employment due to shortage of work

Shortage of work can mean that there are no work tasks or that the company does not have money for operations and salaries. As an employer, you must negotiate with the union, and if you are to dismiss more than five people, you must submit a notification to the Swedish Public Employment Service.

Termination of employment due to shortage of work

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Temporary employment ends automatically

In the case of fixed-term employment, the agreed employment period applies. You have the right to demand that the end date be met if you have not agreed on a notice period. If you want to end a fixed-term employment in advance, you must have agreed on that possibility from the beginning in the employment contract.

Different employment types