In a far-reaching reform, the Employment Protection Act, a
cornerstone of Swedish Employment Law that governs termination of
employment and other protection for employees, is changing. What do
employers need to know and do, and what happens next?
Termination reasons
Before the reform, an employer had to have 'objective
grounds' for terminating employment. These fell into two
categories:
- personal reasons, such as misconduct or performance
issues;
- changes to the business, such as redundancies, downsizing or
lack of work.
Following the reform, 'objective grounds' are now
replaced with 'objective reasons'. This only affects the
'personal reasons' category. The distinction shifts the
employer's responsibility away from trying to assess the scope
for improvement (or otherwise) in an employee's conduct or
performance in future, toward an assessment of how
serious the breach of the employment agreement is.
One attempt at relocation (to a new role or location)
