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Sweden: Termination of employment

Original and updating author: Laura Carlson


  • Employment contracts may be terminated in various ways. (See General)
  • Except in cases of summary dismissal, an employer terminating an open-ended employment contract must give a statutory minimum notice period. (See Notice periods)
  • An employer can terminate an employee's employment contract with notice only on "objective grounds, such as redundancy. (See Grounds for dismissal with notice)
  • An employer can dismiss an employee summarily (without notice) for grossly neglecting obligations to the employer. (See Summary dismissal)
  • If an employer wishes to terminate an employee's contract with notice or summarily, it must notify the employee in writing. (See Dismissal procedures)
  • There are various rules regarding dismissals on the ground of redundancy. (See Redundancies)
  • There is no statutory requirement for employers terminating employees' contracts to make any severance or redundancy payments, beyond the right to paid notice where applicable. (See Severance compensation)
  • If the employer wishes to terminate the employee's contract from the end of the month in which the employee turns 67, it can do so with one month's notice. (See Termination at the age of 67)
  • Employees who believe that they have been dismissed without objective grounds or summarily dismissed without the necessary grounds can seek a court ruling that the notice or dismissal is null and void, or accept the dismissal and seek damages in court. (See Unfair/unlawful dismissal)