uppsägningstrygghet

Uppsägningstrygghet, a Swedish term, translates to redundancy protection or job security in English. It refers to legal provisions and collective agreements that safeguard employees from arbitrary dismissal, particularly in cases of redundancy. The core principle is that employers must have valid reasons for terminating employment, and specific procedures must be followed.

In Sweden, the Employment Protection Act (Lagen om anställningsskydd, LAS) is the primary legislation governing uppsägningstrygghet. It outlines the grounds for dismissal, which generally fall into two categories: personal reasons (e.g., misconduct or poor performance) or redundancy (arbetsbrist). Redundancy is defined as a lack of work, reorganization, or other circumstances related to the employer's operations.

When redundancy occurs, employers are obligated to follow a specific process. This typically involves consulting with the employee or their union representatives. The law also establishes a "last-in, first-out" principle, meaning that if several employees hold similar positions and a redundancy situation arises, the employee with the shortest tenure is generally the first to be dismissed. Exceptions to this rule can be made if the employee possesses special skills or importance to the business.

Furthermore, uppsägningstrygghet often includes provisions for notice periods. Employees are entitled to a minimum notice period before their employment officially ends, which varies depending on their length of service. During this period, the employee continues to receive their salary. The concept aims to provide a degree of stability and protection for workers against sudden job loss.