uppsägningsbeskedet

An uppsägningsbesked, in Swedish employment law, is a formal notification from an employer to an employee that their employment is being terminated. This notice must be in writing and delivered personally to the employee or sent via registered mail. The uppsägningsbesked must clearly state the reason for the termination, which must be based on either personal grounds (personliga skäl) or redundancy (arbetsbrist).

If the termination is due to personal grounds, the employer must specify the conduct or circumstances that led to the decision. This typically involves documented warnings and a failure to improve performance or behavior. For terminations based on redundancy, the employer must demonstrate that there are no suitable alternative positions available within the company.

The uppsägningsbesked must also inform the employee about their right to request a negotiation with the employer within a specified period, usually two weeks. Furthermore, it must state the employee's right to demand a review of the termination in court if they believe it is unlawful. The notice period, known as "uppsägningstid," must be clearly stated, indicating the duration of employment after the uppsägningsbesked is issued until the employment officially ends. This period varies depending on the employee's length of service and any collective bargaining agreements in place. The uppsägningsbesked is a crucial legal document that protects both the employer and the employee by ensuring transparency and adherence to legal procedures during the termination process.