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.
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.
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.
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.