Employment law questions

One month as a minimum. Where the employer gives notice the period grows with length of service, up to six months at ten years. Where the employee resigns it is one month.

A dismissal by the employer must rest on objective grounds, either redundancy or personal reasons. Redundancy is the employer's business decision, personal reasons require a breach the employee has had a chance to correct.

The clause does not bind further than is reasonable. The assessment looks at whether there is secret information with commercial value, whether compensation is paid during the binding period and whether the duration is proportionate.

At 50 workers or more an internal reporting channel is required. A report must be acknowledged within seven days and followed up within three months, and retaliation against the reporting person is prohibited.

Twenty-five days per leave year, of which four weeks must be available as continuous leave between June and August. Days beyond twenty may be saved to a later year.

General overtime is at most 200 hours per calendar year, regular hours at most 40 per week, and average weekly working time may not exceed 48 hours including overtime.

The rights and obligations in the employment pass to the transferee, and the transfer itself is not a ground for dismissal.

The employer surveys pay differences between women and men every year. The pay transparency directive adds transparency before employment and a right to information on average pay for the same work.

In the US, employment is as a rule at-will under state law, dismissal may occur without a stated reason but never on a prohibited ground under federal law. In Sweden, objective grounds are required for every dismissal by the employer.

An employer may not disadvantage anyone for reasons connected to parental leave, whether in pay setting, reassignment or dismissal.

A special fixed-term contract converts to permanent employment once it has lasted more than twelve months in total over a five-year period. A substitute contract converts after more than two years.

Six months at most. If it is not ended before then it converts to permanent employment, and notice of termination must be given at least two weeks in advance.

An employee with more than six months of service may request a form of employment with more predictable conditions or a higher level of employment. The employer shall reply in writing within one month.

The employer shall give written information on all conditions of material significance, no later than seven calendar days from the start of work.

Summary dismissal requires that the employee has grossly neglected their obligations towards the employer. The employment ends immediately, without notice.

Before deciding on a material change to the business, or to an employee's working or employment conditions, the employer shall on its own initiative negotiate with the union it has a collective agreement with.

The employer shall notify the public employment service where at least five employees are affected by a reduction, and the deadline grows with the number affected.

The employer shall take all measures needed to prevent ill health and accidents, and systematically investigate, assess, remedy and follow up the risks in the operation.

At least eleven consecutive hours in every twenty-four-hour period, and at least thirty-six consecutive hours of weekly rest in every seven-day period.

On-call time spent at the workplace at the employer's disposal is counted separately and limited by statute. Standby at home is not working time, but the Court of Justice examines how far freedom is actually restricted.

A person reporting wrongdoing of public interest in a work-related context may not be subjected to reprisals or hindered from reporting, and their identity is protected.

The employer shall continuously investigate, analyse, remedy and follow up risks of discrimination in five areas, and document the work where there are at least twenty-five employees.

The order is set per operating unit and bargaining area, longer service ahead of shorter. The employer may exempt three employees, and whoever stays must have sufficient qualifications for the work.

Yes, where the employment ended for redundancy, you have worked more than twelve months in total during the last three years and have sufficient qualifications. The right runs nine months from the end of the employment.

Within the scope of the duty to work the employer directs the work and may reassign. Before a dismissal the employer must also examine whether reassignment to vacant work is possible.

The main rule is continued pay plus a holiday supplement of 0.43 per cent of the monthly salary per day. With variable pay or irregular hours the percentage rule applies, twelve per cent of qualifying pay.

Holiday compensation must be paid within one month of the employment ending. Other final pay follows the agreed payday unless otherwise agreed.

The pay transparency directive requires applicants to be told the starting pay or pay range before the interview, and bars asking about pay history. Member states must have transposed the rules by 7 June 2026.

Yes. The employer shall systematically investigate, assess, remedy and follow up the work environment, and the assessment shall be written ahead of changes in the operations.

The employer shall adapt the work to the individual's circumstances and handle work-related rehabilitation at the workplace. The duty is part of the work environment responsibility, not a voluntary benefit.

The employer shall notify the Work Environment Authority without delay of a death, serious injury, an accident affecting several people at once, or a serious near miss. The report is filed through the authority's joint reporting service.

Business information that is not generally known, that the holder has taken reasonable steps to keep secret, and whose disclosure is likely to cause competitive harm.

A rule that looks neutral but particularly disadvantages people with a protected characteristic. It is lawful only where the aim is legitimate and the means appropriate and necessary.

An employer who learns of harassment connected to the work shall investigate and take measures to stop it continuing. Where the investigation is omitted, discrimination compensation may follow.

The employer shall begin consultations with employee representatives in good time and notify the competent authority of the planned redundancies. The redundancies take effect no earlier than thirty days after the notification.

Employers with at least one hundred employees must give sixty days' written notice of a plant closing or mass layoff. Failure to give notice creates liability for pay and benefits for the missing period.