Swedish employers are required to notify relevant authorities and, in some cases, trade unions when employees are terminated due to redundancy or operational restructuring. Recent discussions and legal clarifications have highlighted the importance of complying with consultation and notification obligations before dismissals take effect.
Key Points
✅ Employers planning to terminate at least five employees due to operational changes must notify the Swedish Public Employment Service (Arbetsförmedlingen).
✅ Notification deadlines depend on the number of affected employees:
- Up to 25 employees: at least 2 months before termination.
- 26–100 employees: at least 4 months before termination.
- More than 100 employees: at least 6 months before termination.
✅ For individual dismissals, employers must follow consultation procedures with unions and provide written notice in accordance with Sweden’s Employment Protection Act (LAS).
✅ A recent ruling by the Swedish Labour Court clarified employer obligations regarding consultation and information-sharing during redundancy processes, emphasizing the importance of complying with the Co-determination Act (MBL).
Why This Matters
For foreign workers, including those on Swedish work permits, termination or resignation may have implications for residence and work authorization. Employees affected by redundancy or dismissal should seek advice promptly regarding their employment and immigration status.
