uppsägningslön

Uppsägningslön, also known as severance pay, is a form of compensation provided to an employee upon termination of their employment contract, excluding cases of gross misconduct or dismissal for cause. In Sweden, the concept is regulated primarily by the Employment Protection Act (*Lagen om anställningsskydd*, LAS) and collective agreements, which often include additional provisions.

The purpose of uppsägningslön is to mitigate the financial impact of job loss and provide the employee with a transitional period to secure new employment. The amount typically depends on factors such as the employee’s length of service, salary, and the specific terms outlined in the employment contract or collective agreement. Under LAS, employees with at least one year of continuous service are generally entitled to severance pay if their employment is terminated by the employer, except in cases of economic downturns or restructuring where the employer can demonstrate a valid business reason.

The calculation of uppsägningslön often follows a formula based on the employee’s average salary over the past year, multiplied by a fraction corresponding to their years of service. For example, under certain collective agreements, an employee with five years of service might receive severance pay equivalent to one month’s salary for each year worked, up to a maximum of six months. However, these calculations can vary, so it is essential to review the specific terms of the employment contract or applicable collective agreement.

Employees should also be aware of their rights regarding notice periods, as uppsägningslön is distinct from severance pay provided during the notice period. In some cases, severance pay may be negotiated directly between the employer and employee, particularly in voluntary separations or mutual agreements. Consulting an employment lawyer or labor union representative can help clarify entitlements and ensure a fair resolution.