When may an employee be summarily dismissed?
Summary dismissal requires that the employee has grossly neglected their obligations towards the employer. The employment ends immediately, without notice.
What the source says
- Section 18: summary dismissal may take place where the employee has grossly neglected their obligations.
- Section 19: the notice shall be in writing and state how it may be challenged.
- Section 30: advance notification shall be given to the employee and the union.
Source rows
- Employment Protection Act (SFS 1982:80)SFS 1982:80 · Labour Court decides disputes · Read 2026-08-20 · Content hash c09acdb6cbc7a227Official source
- Co-Determination in the Workplace Act (SFS 1976:580)SFS 1976:580 · Labour Court decides disputes · Read 2026-08-20 · Content hash bdef3f0114d81839Official source
For the employer · How the employer puts the question
Keep summary dismissal and dismissal for personal reasons apart, the threshold is materially higher.
For the employee · How the employee puts the question
The deadlines for challenging are short, note the date on the notice.
Leading rulings
- C-341/05 LavalCourt of Justice of the European Union · 2007-12-18
Collective action for terms beyond the posting rules is assessed against the freedom to provide services.
Official source
Next step
Read the substantive ground together with the procedural rule, formal defects are the most common failure.
The rows reproduce what the source says. They are not legal advice, and applying them to a specific case is the reader's or their counsel's decision.
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