Legislative changes to the Employment Protection Act (Sw. Lag (1982:90) om anställningsskydd) consist of new regulations regarding, inter alia, termination of employment, exemptions from the order of priority, costs during disputes regarding the validity of a termination, general fixed-term employment and temporary agency work.
The following legislative changes to the Employment Protection Act will enter into force on 30 June 2022 and be applied from 1 October 2022.
An employer’s termination of employment will have to be based on objective reasons (Sw. sakliga skäl) instead of objective grounds (Sw. saklig grund). When assessing whether to terminate an employee for personal reasons, the employer no longer needs to consider the employee’s personal situation or interest in retaining the employment, nor do a forecast of the risk that the employee will repeat their behavior.
All employers will be entitled to exempt three employees when determining the order of priority for dismissal in a redundancy situation. Currently, an exemption of two employees is only available for employers with a maximum of ten employees. Further, an order of priority is introduced for situations where an employer intends to reassign an employee to a position with fewer working hours, which will entail that those employees with a longer aggregated period of employment should be last to be reassigned. Also, reassigned employees will be entitled to a transition period equivalent to their notice period...
The U.S. Department of Justice has filed criminal indictments against former National Security Adviser John Bolton and former FBI Director James Comey. Bolton faces 18 counts related to the allege...