Employment Protection Act (SFS 1982:80)
Governs forms of employment, notice periods, objective grounds, order of selection and priority for re-employment.
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.
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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