Termination of employment
Employment may be terminated for a variety of reasons. Termination notice periods are regulated by various agreements and regulations.
Termination by the employee
The notice period for employment up to a maximum of one year is one month.
The notice period for employment for more than a year is two months.
The notice period is regulated through Villkorsavtalet.
Termination by the employer
The notice period for dismissal from employment for a maximum of one year is one month.
The notice period for dismissal from employment for more than a year is three months.
The notice period is regulated through ALFA.
In the event of shortage of work, the terms of notice are regulated by Trygghetsavtalet (employment protection agreement). Terms of notice are longer than those regulated through Villkorsavtalet and the Employment Protection Act (LAS). For more information, visit Adaption.
An employee who holds a fixed-term (temporary) position that is terminated must receive written notice no later than one month before the termination date.
Termination due to sickness
Employment is terminated if the Swedish Social Insurance Agency (Försäkringskassan) has granted full-time disability pension. The employee shall contact pension administrators and apply to SPV for sickness benefits/disability and submit a written notice of resignation.
Pension age is flexible. An employee can choose to work up until the age of 67. For more information, see Pension.
Termination due to death
Notify the payroll administrator responsible for further handling.