Notice

Advantage Law Firm Knows the Procedures for Notice

What Are the Rules for Notice?

A notice of termination by the employer must always be in writing and delivered to the employee personally.

Until the employment relationship ends, there is a period of notice, during which specific rules apply.

We can help you with questions such as:

• Notice due to lack of work,
• Notice without objective reasons,
• Self-termination (termination at one’s own request),
• Notice of dismissal, and
• What applies to the notice period.

In Sweden, the length of the notice period is regulated by the Employment Protection Act (LAS) and may also be governed by collective agreements or individual employment contracts. The standard notice period can range from one to six months depending on how long the employee has been with the company.

If the worker resigns, the resignation does not have to be justified or in writing to be valid, whereas a resignation by the employer must always be in writing and be based on objective reasons.

Common objective grounds for termination include redundancy, long-term illness, or serious breach of employment duties. Employers must also notify the employee in advance and, in some cases, offer redeployment or alternative work opportunities.

Employees also have rights to contest unfair dismissal or wrongful termination. In such cases, legal representation and early intervention are critical.

We Also Support Workers With:

• Understanding their rights during the notice period,
• Negotiating severance or compensation,
• Legal action for unfair or discriminatory dismissal,
• Compliance with Swedish labor law requirements.