Swedish labour legislation has recently undergone a historic transformation, which is the most dramatic since 1982. The goal of the reform has been to establish increased flexibility, adaptability and security in the labour market by better adapting and balancing employees’ capabilities to business operations. The new Swedish Employment Protection Act (Sw. Lagen (1982:80) om anställningsskydd) became fully effective from 1st October 2022.
This article will primarily introduce the most important changes employers should be aware of as a result of extensive amendments and the introduction of Government Bill 2021/22:176.
Enhanced information requirements
Swedish labour law already provides for an obligation of the employer to inform the employee of the principal terms of work. The new law, however, introduces enhanced information requirements, and that the information elements that are specific for each employee must be provided individually in writing within seven days from the employment commencement date.
Exemptions introduced to the order of priority
Terminations for business reasons will allow employers, regardless of the number of employees at the company, to exclude three employees who are deemed to be of special importance to the business from the first-in-last-out-rule. The employees to be retained are chosen discretionarily by the employer. This means that normally, the decision cannot be legally questioned if it is not based on a discriminatory basis or undue...
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