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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




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

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