Uppsägningen

Uppsägningen is a formal notice to end a contract, most commonly used to terminate an employment relationship or a residential lease in Sweden. It typically marks the end of the contractual relationship and must usually be given in writing, following the terms of the contract and applicable law. The notice specifies the date when the agreement ends and initiates the transition period during which obligations remain in force.

In employment law, uppsägningen is governed by Lagen om anställningsskydd (LAS) and related agreements. An employer’s uppsägning requires saklig grund (valid grounds) such as redundancy or personal circumstances; employees can resign voluntarily as well. The uppsägningstid (notice period) is determined by length of employment and applicable agreements, commonly ranging from about one to three months. Shorter periods may apply during probation. During the uppsägningstiden, both parties continue to fulfil their contractual duties, and the employee may be entitled to unemployment support depending on circumstances and previous employment.

In tenancy law, uppsägningen of a lease is largely regulated by Jordabalken (the tenancy or lease act). A typical notice period for residential leases is three months for both landlord and tenant, though longer or shorter periods can be specified in the lease or governed by local practice. The notice must usually be given in writing, and the termination must be enforceable under the law; disputes over termination can be brought before relevant authorities such as Hyresnämnden or general courts.

Procedural notes: the effective date of termination is generally at the end of the notice period, unless otherwise agreed. Documentation and timely delivery are essential to avoid disputes.