Labor law

Employment security and stability are highly valued in Sweden. For this reason, a number of labor laws exist in order to protect employment rights, and to ensure that employees are not dismissed without proper notice. In most cases, both employees and their unions must be notified in advance about any circumstances that might affect their employment.

The Employment Protection Act is intended to increase job security. It prohibits dismissal without proper notice, usually between one and three months in advance, depending on how long you have been employed by a company. Normally, it is difficult for a permanent employee to be dismissed, unless there happens to be a shortage of work, in which case even those who have been dismissed are guaranteed priority for re-employment for up to nine months after their dismissal.

The Employment (Co-Determination in the Workplace) Act establishes rules for relationships and negotiations between employer and employee organizations. It requires employers to notify trade unions with regular information about the company’s financial status and personnel policies, as well as about any downsizing or restructuring plans. The act also contains agreements regarding meaningful work tasks, often including mandatory skill development regulations.

The Trade Union Representatives (Status at the Workplace) Act was drafted to protect trade union representatives, ensuring their job security and making it easier to perform their trade union duties. It guarantees union representatives’ wage and employment benefits and forbids dismissal in cases where the representative is necessary at the workplace.