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Tjänstepension är en förmån anställda kan ha rätt till i sin anställning & finansieras i sin helhet av arbetsgivare. Occupational pensions and pension insurance What is an occupational pension? An occupational pension is a benefit to which some employees may be entitled in their employment; it is financed in its entirety by employers in accordance with the Income Tax Act. An occupational pension can be defined as a deferred salary for work performed. An occupational pension plan normally includes the following financial protection/security: When you retire Retirement pension If you die before the age of 65 Survivor protection (may vary depending on plan) Service group life insurance (TGL) If you get sick: Sick pension (after 90 days) Premium exemption Tax-approved forms of insurance are: Pension insurance Provision on the balance sheet in combination with credit insurance Transfer to a pension fund Transfer to a foreign occupational pension institution (subject to certain conditions) Alternative pension: Direct pension that is not a tax-approved form of insurance The importance of proper handling The rules regarding occupational pensions are extensive and complicated and are surrounded by both contract and tax law along with insurance technology. The incidence of incorrect occupational pension management is increasing. Since pensions in practice constitute deferred salary, incorrect handling often has major financial consequences for the employer in the form of extensive costs, investigative work and administrative insurance efforts. Improper occupational pension management will be discovered eventually. The employee may even have had time to quit and retire. These cases may also need to be addressed. Another not entirely unusual error is where an employer, in connection with a collective agreement, pays their insurance premiums to the wrong insurance company. This may have happened if you have taken out the pension before signing a collective agreement, and you miss that in order to not act in violation of the agreement, you have to change your insurance. In these cases, the employer risks covering retroactive costs. Failure to ensure the quality of one's own occupational pension management is a risk. It can lead to irreparable damage in, for example, long-term sick leave and early retirement. Improper old-age pension management may mean there is a need to make payments to catch up with retroactive costs which may affect the company's liquidity. Our offer in occupational pension In the area of occupational pensions, we collaborate with some of Sweden's foremost experts. If you have questions about occupational pensions, premium payments, parallel coordination or ITP exemptions, you are welcome to contact us. We ensure that you, through us and our partners, receive the right support in handling your pension issue. Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us Latest news about work environment No posts published in this language yet Once posts are published, you’ll see them here.

När man sparar i en pensionsförsäkring så placerar man sina pengar själv, om man inte har ordnat med någon annan förvaltningslösning hos sin aktör. Pension insurance What is an occupational pension? Occupational pension is a benefit to which employees may be entitled in their employment and is financed in its entirety by employers in accordance with the Income Tax Act. Occupational pension can be defined as deferred salary for work performed. An occupational pension plan normally includes the following financial protection / security: When you retire Retirement pension If you die before the age of 65 Survivor protection (may vary depending on plan) Service group life insurance (TGL) If you get sick: Sick pension (after 90 days) Premium exemption Tax-approved forms of insurance are: Pension insurance Provision on the balance sheet in combination with credit insurance Transfer to pension fund Transfer to a foreign occupational pension institution (subject to certain conditions) Alternative pension: Direct pension that is not a tax-approved form of insurance The importance of proper handling The rules regarding occupational pensions are extensive and complicated and are surrounded by both contract law, tax law and insurance technology. The incidence of incorrect occupational pension management is increasing. Since pensions in practice constitute deferred salary, incorrect handling often has major financial consequences for the employer in the form of extensive costs, investigative work and insurance administrative efforts. Improper occupational pension management will sooner or later be discovered. The employee may even have had time to quit and retire. These cases may also need to be addressed. Another not entirely unusual error is that the employer in connection with a collective agreement pays his insurance premiums to the wrong insurance company. You may have taken out the pension solution before signing the collective agreement, and miss that you have to change insurance in order not to act in violation of the agreement. In these cases, the employer risks covered retroactive costs. Failure to ensure the quality of one's own occupational pension management is a risk that can lead to irreparable damage in, for example, long-term sick leave and early retirement. Improper old-age pension management may need to be purchased to catch up years ago, which may affect the company's liquidity. Our offer in occupational pension In the area of occupational pensions, we collaborate with some of Sweden's foremost experts. If you have questions about occupational pensions, premium payments, parallel coordination or ITP exemptions, you are welcome to contact us. We ensure that you, through us and our partners, receive the right support in handling the pension issue. Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us Latest news about work environment No posts published in this language yet Once posts are published, you’ll see them here.

Termination Termination When adjusting among employees, many questions often arise. This applies regardless of whether the dismissal takes place on the employer's or employee's initiative. The terms for dismissals are regulated in the Employment Protection Act, LAS and in many cases there are special regulations in collective agreements. Implementing a dismissal of employed staff can be complicated and it is important that it is done in the right way. There are some formalities that you need to know as an employer. Termination period and rights and obligations differ if the dismissal takes place on the employee's initiative, is due to lack of work and reorganization or if it is due to personal reasons and dismissal. A dismissal by the employer must be in writing and it is a recommendation that the dismissals at your own request must also be in writing. In many cases, it can be a good idea to use a template for termination agreements to ensure that formalities are included. Provoked dismissal Termination of parental leave Factual basis for termination and dismissal Employee resigns Termination of probationary employment It is often called a little misleading to make a dismissal of a probationary employment. It does not really match how LAS regulates employment protection for employees with probationary employment as these are not terminated but terminated. It can be perceived as word-twisting, but there is a significant difference as dismissals presuppose that there are so-called. Factual reason. There is no requirement for a factual basis for termination of probationary employment. Termination shortage of work Termination Personal reasons Farewell Notice period The length of notice of an employee depends in most cases on how long the person has been employed. The longer the employment period, the longer the notice period, unless the termination takes place at the employee's own request. Termination periods are regulated in LAS and special regulations may in some cases occur in collective agreements. According to LAS: Employee resigns Regardless of employment period 1 month Termination by the employer Termination of probationary employment two weeks Employment period less than 2 years 1 month Employment period between 2 years - 4 years 2 months Employment period between 4 years - 6 years 3 months Employment period between 6 years - 8 years 4 months Employment period between 8 years - 10 years 5 months Employment period exceeding 10 years 6 months Deviations from the current notice period in LAS are made in some in collective agreements, this applies both in collective agreements for salaried employees such as the Union, Ledarna, Akavia and Sweden's engineers' agreements and the collective agreements for LO unions such as IF Metall, Transport and Handels. It is therefore always a recommendation to check what applies in the current case if the notice period is regulated in the collective agreements. In many cases, the notice period that a certain period of employment gives the right to is the same as in LAS, but that e.g. extended notice period applies to certain employees or that the time period for termination of probationary employment differs. The notice period is regulated in most cases by the employment period, but the form of employment can also have Disposable to some extent Templates and forms Employee resigns Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us

Våra jurister har flera års erfarenhet av att göra arbetsrätten förståelig och tillgänglig för icke-juristen och företagaren. Genom att kommunicera reglerna på ett pedagogiskt sätt och bygga upp våra utbildningar på rätt nivå, har vi spridit kunskap till många deltagare på våra seminarium och utbildningar.​ EDUCATION IN Labor law The more you know, the better you can handle labor law challenges Labor law can be a bit tricky to navigate, and there are a lot of pitfalls to avoid. As the British philosopher Sir Francis Bacon once said, knowledge is power. The more knowledge you have, the easier it is to avoid pitfalls. Our lawyers have several years of experience in making labor law more understandable and accessible to non-lawyers and entrepreneurs. By communicating the rules in a pedagogical way and ensuring progression takes place at an appropriate pace, we have advanced the knowledge of many participants through our courses and seminars. Generally comprehensive and tailor-made educations We offer training in areas in which we possess cutting-edge expertise. Labour law is one of them. CvZ Juridik's lawyers have many years of experience in making the law understandable and manageable for our entrepreneurs. By applying a pedagogical approach and dissecting the law into more easy-to-understand parts, you as a participant will hopefully leave our course with an in-depth understanding of various areas of law. We understand how much is on your plate as an entrepreneur and as a result how valuable your time is. Therefore, our courses offer training that quickly provides a general overview of areas of law or parts of areas of law. We also know that through experience, many entrepreneurs already have a substantial understanding of labor law but may want to make their knowledge more comprehensive. - What applies to employment and redundancies? - How do you achieve a factual basis for dismissal? - How do you handle mismanagement in the right way? - When can I give a written reminder? - What pitfalls should I look for in a collaboration agreement? - How do I make a risk assessment and an action plan? - How should I handle accusations of abusive discrimination? - What do I do when my customer refuses to pay? The above are examples of issues that we address in our courses in labor law, work environment, contract law and other business law. General education Every year we hold a number of training courses in employment law. Due to the pandemic, we have not been able to have physical training, which has meant that we have shortened our training to seminars that are held via a link. Examples of topics in employment law we provide, currently via link: "Employ right" - Here we go through, among other things, basic legislation in the area, forms of employment and the importance of writing employment contracts. "Termination or dismissal" - There is a big difference between these two processes both practically and legally. We go through these and explain when each measure can be used. "Factual grounds for dismissal - lack of work and personal reasons" - The procedure for dismissal differs between lack of work and situations relating to personal reasons. Both situations are reviewed and we look at what is required to achieve a factual basis. Tailor-made educations As a company, you have your own challenges. Maybe you have your own HR staff who need training in specific parts of employment law, or you have a specific collective agreement in which you want in-depth knowledge. Examples of advanced courses we have had are: The practical and legal difference - termination due to personal reasons or dismissal Management of long-term sick leave Work adaptation and rehabilitation Get more information about our educations We tailor training for your organization's needs and level of knowledge. Our services are provided in a pragmatic and accessible way, for large and established companies as well as for smaller, fast-growing companies. Send us an email for more information.