What counts as objective grounds for dismissal?
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.
Kildestatus
- Kildehenvisning registrert, kildetekst ikke verifisert på nytt
Lesedato
- Kildehenvisning registrert, kildetekst ikke verifisert på nytt
Lesedato
- Kildehenvisning registrert, kildetekst ikke verifisert på nytt
Lesedato
What the source says
- Section 7: a dismissal must rest on objective grounds.
- Section 22: on redundancy, selection follows length of service, with the exemptions the employer may make.
- Section 25: priority for re-employment for nine months.
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
- Directive 98/59/EC on collective redundanciesCELEX 31998L0059 · European Commission, implemented nationally · Read 2026-08-20 · Content hash 96ad88b536fa2b4cOfficial source
For the employer · How the employer puts the question
Document the basis before the decision, negotiate under the Co-Determination Act and keep the selection auditable.
For the employee · How the employee puts the question
Request the ground in writing and note the deadlines for challenging the dismissal or claiming damages.
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 selection rule and the consultation duty together, that is where most disputes are decided.
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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