uppsägningsbesked

An uppsägningsbesked, which translates to termination notice or notice of termination, is a formal notification given by an employer to an employee stating that their employment is being terminated. In Sweden, this notice is governed by the Employment (Co-determination) Act (Lagen om anställningsskydd, LAS). The uppsägningsbesked must be in writing and personally delivered to the employee.

There are two primary grounds for termination: personal reasons (personliga skäl) and redundancy (arbetsbrist). Personal reasons typically relate to the employee's conduct or performance, such as repeated misconduct or serious breach of contract. Redundancy occurs when the employer's business needs change, leading to a need to reduce staff. The employer must demonstrate that the termination is objectively justifiable.

The uppsägningsbesked must clearly state the reason for termination, the notice period, and the date employment will end. It should also inform the employee of their right to request negotiation with the employer within a specified timeframe and their right to demand a review of the termination in court. The notice period varies depending on the employee's length of service and any collective agreements in place, but it is at least one month. During the notice period, the employee typically continues to work and receive their salary, unless otherwise agreed or stipulated by law, such as in cases of immediate dismissal (avskedande) for gross misconduct.