In Sweden, the Employment Protection Act is the primary legal framework for termination. Dismissals are primarily divided into two categories: dismissal due to personal reasons and dismissal due to shortage of work (redundancy).

Dismissal Due to Personal Reasons

This category includes instances of employee misconduct, incompetence, or inability to perform duties. Before such a dismissal, the employer must generally show that they have warned the employee about the issue(s) and provided opportunities for improvement.

Dismissal Due to Shortage of Work (Redundancy)

This occurs due to economic or operational reasons necessitating a reduction in workforce. Swedish law often prioritizes seniority ('last in, first out' principle) when determining employees affected by redundancy situations.

It's important to note that Swedish law places a strong emphasis on "just cause" for dismissal. Employers must have substantial reasons, carefully documented to justify the termination decision.

Notice Periods in Sweden

Notice periods in Sweden depend on the employee's length of service and are stipulated in the Employment Protection Act (LAS) or relevant collective bargaining agreements:

• Less than two years of employment: 1 month
• Two to four years of employment: 2 months
• Four to six years of employment: 3 months
• Six to eight years of employment: 4 months
• Eight to ten years of employment: 5 months
• Ten years or more of employment: 6 months

Employees are required to work as normal during their notice periods.

Severance Pay in Sweden

Generally, severance pay is not legally mandated in Sweden. However, severance packages might be included in the following circumstances:

• Collective Bargaining Agreements: Some collective agreements have provisions for severance pay.
• Individual Employment Contracts: Individual contracts may contain severance pay clauses.
• Negotiation: Employers and employees may negotiate severance packages in a mutual agreement.

Sweden's approach to anti-discrimination is robust, aiming to create equal opportunities and counteract disadvantage within society. The primary legal foundation for this is the Discrimination Act.

Protected Characteristics

The Discrimination Act safeguards individuals against discrimination on several grounds:

• Gender: This includes protections against discrimination based on one's sex, gender identity, and gender expression.
• Transgender identity or expression: This protects individuals from discrimination arising from their process of transitioning or gender identity that diverges from traditional male/female roles.
• Ethnicity: This includes race, color, nationality, and ethnic origin.
• Religion or other belief: This encompasses religious affiliation as well as philosophical and non-religious beliefs.
• Disability: This refers to long-term physical, mental, intellectual, or sensory impairments that hinder full societal participation.
• Sexual orientation: This includes heterosexuality, homosexuality, bisexuality, and other orientations.
• Age: This provides protections for all ages in applicable areas.

Redress Mechanisms

Victims of discrimination have several avenues for seeking redress:

• Reporting to the Equality Ombudsman: The DO, an independent government agency, investigates discrimination complaints, attempts mediation, and may bring cases to the Equality Ombudsman Board or courts.
• Complaints to Trade Unions: Unionized employees can seek assistance from their union in discrimination cases.
• Direct Legal Action: Individuals may initiate civil action in courts.

Employer Responsibilities

Employers bear a substantial responsibility to uphold anti-discrimination principles and promote equality in the workplace:

• Proactive Measures: Employers must actively work to prevent, cease, and address discrimination. This involves measures like policies, education, and investigating complaints.
• Reasonable Accommodation: Employers must make reasonable adjustments to accommodate the needs of employees with disabilities.
• Harassment: Employers are obligated to counter harassment relating to protected characteristics.
• Pay Equity: Employers must ensure there is no discriminatory wage setting.

Sweden is renowned for its robust worker protections and emphasis on work-life balance. This article provides an overview of the standards for working conditions in Sweden, including work hours, rest periods, and ergonomic requirements.

Work Hours

The average workweek in Sweden is 40 hours, although some sectors may have slight variations. Overtime work is regulated to prevent burnout. It cannot exceed 48 hours over a four-week period or 50 hours in a calendar month, with a yearly maximum of 200 hours.

Rest Periods and Vacation

Swedish law mandates a minimum daily rest period of 11 hours between working shifts. Workers are entitled to one full day of rest per week, typically Sunday. All employees in Sweden are legally entitled to a minimum of 25 paid vacation days per year.

Ergonomic Requirements

Sweden prioritizes workplace safety and a healthy work environment. The Swedish Work Environment Authority enforces strict regulations regarding ergonomics. These regulations ensure that workstations must be designed to fit the individual and minimize physical strain. This includes providing adjustable furniture, proper lighting, and minimizing repetitive motions. Employers are also required to conduct regular risk assessments to identify and mitigate ergonomic hazards in the workplace.

Sweden places a high priority on worker well-being, with a robust framework of health and safety regulations. This framework outlines employer obligations, employee rights, and the enforcement bodies responsible for ensuring compliance.

Employer Obligations

The Work Environment Act (1977:1160) is the cornerstone of Swedish workplace safety. It places the responsibility of creating a safe work environment on the employer. This translates to several key obligations:

• Systematic Work Environment Management (SWEM): Employers must implement a continuous process of SWEM to proactively identify and mitigate risks. This involves regular risk assessments, implementing control measures, and monitoring their effectiveness.
• Risk Management: Employers are required to actively assess potential hazards in the workplace and take necessary steps to minimize the risk of accidents and illnesses.
• Provision of Safe Work Equipment: Employers must ensure all machinery, tools, and other work equipment are well-maintained and safe for use.
• Appointment of Safety Representatives: In workplaces with five or more employees, employers must appoint safety representatives who collaborate with management on safety issues.
• Employee Training: Employers have a responsibility to provide employees with adequate training on health and safety procedures specific to their roles and the workplace.
• First-Aid and Welfare Facilities: Employers must provide first-aid facilities and ensure a clean and hygienic work environment.

Additionally, the regulations address psychosocial factors that can impact employee well-being. This includes provisions to mitigate stress and workload and address violence and threats in the workplace.

Employee Rights

Under the Work Environment Act, Swedish employees enjoy extensive rights:

• Right to a Safe Work Environment: Employees have the fundamental right to a workplace that prioritizes their health and safety.
• Right to Information and Consultation: Employees have the right to be informed about risks in the workplace and to be consulted on health and safety matters.
• Right to Refuse Unsafe Work: Employees can refuse work they believe poses a risk to their health and safety, without fear of retribution.
• Right to Report Hazards: Employees are encouraged to report any identified hazards to their employer or the Swedish Work Environment Authority.

Enforcement Agencies

The Swedish Work Environment Authority is the primary agency responsible for enforcing workplace health and safety regulations. They achieve this through:

• Inspections: The Authority conducts regular inspections of workplaces to ensure compliance with the regulations.
• Issuing Improvement Notices: If violations are found, the Authority can issue improvement notices outlining corrective actions employers must take.