Employment Protection Act (SFS 1982:80)
Governs forms of employment, notice periods, objective grounds, order of selection and priority for re-employment.
Vanliga frågor om lagen
- LAS, anställningsskydd · Hur lång uppsägningstid gäller?
- Uppsägning · Får man lön under uppsägningstiden?
Source: NovaCopilot
Employer obligations and decision chains
LAS 6 c §: Give the employee written information on the terms of employment.
Deadline: Basic information no later than seven calendar days after employment began, the rest within one month.
Decision chain (JSON)LAS 7 §: Dismissal by the employer must be based on objective grounds.
Decision chain (JSON)LAS 8 §: Give notice of dismissal in writing and state what the employee must do to claim that the dismissal is invalid or to claim damages.
Decision chain (JSON)LAS 11 §: Observe the notice period on dismissal.
Deadline: At least one month; two months after two years of employment, three after four, four after six, five after eight and six months after at least ten years.
Decision chain (JSON)LAS 22 §: Follow the order-of-selection rules (last in, first out) when dismissing for redundancy.
Decision chain (JSON)LAS 25 §: Give employees dismissed for redundancy a preferential right to re-employment in the business.
Decision chain (JSON)LAS 30 §: Notify the employee in advance before summary dismissal or dismissal for personal reasons.
Deadline: At least one week before summary dismissal and at least two weeks before dismissal.
Decision chain (JSON)
Translation for reading; the Swedish statute is the authoritative text. Source: NovaCopilot
Risk, sanction and outcome
6 c § · arbetsgivare
Risk: medium · Sanction: statutory_damages, högst Allmänt skadestånd för kränkningen och ekonomiskt skadestånd för förlusten; vid vägran att följa en dom om ogiltighet 16, 24 eller 32 månadslöner beroende på anställningstid (39 §) · Authority: Arbetstagaren eller facklig organisation, talan i Arbetsdomstolen eller tingsrätt
Decisions applying the provision: 13, latest se:ad-2024-96
Full chain (JSON)7 § · arbetsgivare
Risk: medium · Sanction: statutory_damages, högst Allmänt skadestånd för kränkningen och ekonomiskt skadestånd för förlusten; vid vägran att följa en dom om ogiltighet 16, 24 eller 32 månadslöner beroende på anställningstid (39 §) · Authority: Arbetstagaren eller facklig organisation, talan i Arbetsdomstolen eller tingsrätt
Decisions applying the provision: 195, latest se:nja-2024-59
Full chain (JSON)11 § · arbetsgivare
Risk: medium · Sanction: statutory_damages, högst Allmänt skadestånd för kränkningen och ekonomiskt skadestånd för förlusten; vid vägran att följa en dom om ogiltighet 16, 24 eller 32 månadslöner beroende på anställningstid (39 §) · Authority: Arbetstagaren eller facklig organisation, talan i Arbetsdomstolen eller tingsrätt
Decisions applying the provision: 14, latest se:ad-2024-72
Full chain (JSON)8 § · arbetsgivare
Risk: medium · Sanction: statutory_damages, högst Allmänt skadestånd för kränkningen och ekonomiskt skadestånd för förlusten; vid vägran att följa en dom om ogiltighet 16, 24 eller 32 månadslöner beroende på anställningstid (39 §) · Authority: Arbetstagaren eller facklig organisation, talan i Arbetsdomstolen eller tingsrätt
Decisions applying the provision: 32, latest se:ad-2021-3
Full chain (JSON)22 § · arbetsgivare
Risk: medium · Sanction: statutory_damages, högst Allmänt skadestånd för kränkningen och ekonomiskt skadestånd för förlusten; vid vägran att följa en dom om ogiltighet 16, 24 eller 32 månadslöner beroende på anställningstid (39 §) · Authority: Arbetstagaren eller facklig organisation, talan i Arbetsdomstolen eller tingsrätt
Decisions applying the provision: 52, latest se:ad-2024-49
Full chain (JSON)25 § · arbetsgivare
Risk: medium · Sanction: statutory_damages, högst Allmänt skadestånd för kränkningen och ekonomiskt skadestånd för förlusten; vid vägran att följa en dom om ogiltighet 16, 24 eller 32 månadslöner beroende på anställningstid (39 §) · Authority: Arbetstagaren eller facklig organisation, talan i Arbetsdomstolen eller tingsrätt
Decisions applying the provision: 31, latest se:ad-2023-53
Full chain (JSON)30 § · arbetsgivare
Risk: medium · Sanction: statutory_damages, högst Allmänt skadestånd för kränkningen och ekonomiskt skadestånd för förlusten; vid vägran att följa en dom om ogiltighet 16, 24 eller 32 månadslöner beroende på anställningstid (39 §) · Authority: Arbetstagaren eller facklig organisation, talan i Arbetsdomstolen eller tingsrätt
Decisions applying the provision: 63, latest se:ad-2022-50
Full chain (JSON)
Outcomes are counted from stored judgments that cite the provision verbatim. Source: NovaCopilot
Register row
| Field | Value |
|---|---|
| Identifier | SFS 1982:80 |
| Jurisdiction | Sweden |
| Supervision | Labour Court decides disputes |
| Provisions | 5 |
| Read | 2026-08-20 |
| Register version | employment-register-v1.0.0 |
| Content hash | c09acdb6cbc7a227 |
| Official source | https://www.riksdagen.se/sv/dokument-och-lagar/dokument/svensk-forfattningssamling/lag-198280-om-anstallningsskydd_sfs-1982-80/ |
Employment Protection Act (SFS 1982:80) (SFS 1982:80) är läst hos Labour Court decides disputes den 2026-08-20, och raden återges som den står hos utgivaren.
The statute section by section
Every section has its own address, verbatim text and checksum.
Open the statute text → provision:se:las:*
Provisions
- 4 §Form of employment
Employment runs until further notice unless otherwise agreed.
- 7 §Objective grounds
A dismissal by the employer must rest on objective grounds.
- 11 §Notice period
One month as a minimum, longer with length of service.
- 22 §Order of selection
Order of selection on redundancy, with exemptions the employer may make.
- 25 §Priority for re-employment
Priority for re-employment during nine months.
Topics
Corresponding rows in other systems
- Arbetsvillkorsdirektivet Art. 4CELEX 32019L1152
The directive requires written information on the terms, including the notice period the Swedish act sets.
- WARN Act 29 U.S.C. § 210229 U.S.C. §2101 et seq.
The American counterpart on mass layoffs: sixty days' notice, without any test of objective grounds.
- Direktivet om kollektiva uppsägningar Art. 2CELEX 31998L0059
Collective redundancies require consultation with workers' representatives before the decision is taken.
Revision log
employment-register-v1.0.0
The row was entered with five provisions read at the Swedish Parliament.
In force from 1982-04-01
Questions answered from this row
- How long is the notice period?
- What counts as objective grounds for dismissal?
- What happens to employment on a transfer of undertaking?
- How does US at-will employment differ from Swedish job protection?
- How long may a fixed-term employment last?
- How long may a probationary employment last?
- Can I ask for employment with more hours?
- What information must the employer give about the employment?
- When may an employee be summarily dismissed?
- When must the employer negotiate with the union?
- What is required when many employees are made redundant?
- How does the order of selection work in a redundancy?
- Do I have a right of priority to re-employment?
- When may the employer reassign me?
- When must the final pay be paid?
- What applies to work adaptation and rehabilitation?
- What applies to collective redundancies in the EU?
Employment law
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.
/arbetsratt/las-1982-80
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