Dismissal step by step, with the statutory rows in view

1. 1.Establish the ground and document it the same day

   Notice from the employer requires objective grounds. The ground is tested against what was documented when notice was given.

   LAS 7 §SFS 1982:80 · Read 2026-08-20 · Proof hash c09acdb6cbc7a227

2. 2.Negotiate before the decision is taken

   The employer has a primary duty to negotiate on major changes, and the negotiation must precede the decision.

   MBL 11 §SFS 1976:580 · Read 2026-08-20 · Proof hash bdef3f0114d81839

3. 3.Count the notice period by length of service

   The notice period steps up with total service with the employer, unless a collective agreement provides otherwise.

   LAS 11 §SFS 1982:80 · Read 2026-08-20 · Proof hash c09acdb6cbc7a227

4. 4.Give the notice in writing with information on remedies

   The notice must be in writing and state what the employee must do to claim that the dismissal is invalid.

   LAS 8 §SFS 1982:80 · Read 2026-08-20 · Proof hash c09acdb6cbc7a227

5. 5.Check what EU law adds

   Collective redundancies require consultation with workers' representatives, and the terms must appear in the written information.

   Direktivet om kollektiva uppsägningar Art. 2CELEX 31998L0059 · Read 2026-08-20 · Proof hash 96ad88b536fa2b4c

• The guide does not decide whether the grounds in your case are objective.
• A collective agreement may change periods and order, and prevails over the non-mandatory rule.

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