Q1: What are the employee rights regarding termination due to a shortage of work in Sweden?
Employees in Sweden who are terminated due to a shortage of work have the right to priority for re-employment in Sweden. This priority in Sweden applies if the employee has worked for the employer in Sweden for more than twelve months over the past three years, or nine months for fixed-term employees in Sweden.
Q2: What benefits do employees receive during the notice period after termination in Sweden?
During the notice period in Sweden, employees retain their pay and employment benefits in Sweden, even if no work is assigned. The employer in Sweden may only deduct earnings from secondary employment during this period if the employee in Sweden could reasonably have worked during the notice period.
Suggested: How to Hire Logistics Professionals in Sweden
Q3: Are employees entitled to benefits during layoffs in Sweden?
Yes, employees in Sweden who are laid off are entitled to receive the same pay and benefits in Sweden as they would if they were still working, unless the layoff in Sweden is due to the seasonal nature of the work or the work is intermittent by nature in Sweden.
Q4: Can an employee take time off to look for new work during the notice period in Sweden?
Yes, an employee in Sweden who has been given notice of termination is entitled to reasonable leave of absence in Sweden to seek new employment during the notice period, with full pay and benefits in Sweden.
Suggested: Challenges in Sourcing Talent in Sweden
Q5: How are damages determined if an employee’s termination is invalid in Sweden?
If an employee’s termination in Sweden is found to be invalid, damages in Sweden are calculated based on the employee’s total period of employment with the employer in Sweden, including compensation for any loss of earnings during the notice period in Sweden and other benefits.
Q6: What is the procedure for claiming damages after a wrongful termination in Sweden?
Employees in Sweden who believe their termination was wrongful may file for damages in Sweden within four months from the termination date. The claim in Sweden must be made by notifying the employer in Sweden of the employee’s intention to pursue legal action.
Q7: Are employees entitled to severance pay after termination in Sweden?
Employees in Sweden may be entitled to severance pay in Sweden if they are terminated without objective grounds. The amount of severance pay in Sweden varies based on the length of employment and the terms of the contract. Specific provisions and conditions in Sweden apply for eligibility.
Suggested: An Overview of Hiring Trends in Sweden
Q8: What happens if the employer refuses to comply with a court decision regarding termination in Sweden?
If the employer in Sweden refuses to comply with a court decision in Sweden that the termination is invalid, the employee’s employment in Sweden is considered dissolved, and the employer in Sweden must pay damages based on the employee’s length of employment in Sweden.
Q9: Can an employee file a claim for damages if they are not given priority for re-employment in Sweden?
Yes, employees in Sweden who are entitled to priority for re-employment in Sweden but are not given the opportunity may file for damages in Sweden, particularly if they have met the eligibility criteria in Sweden outlined in the Employment Protection Act.
Q10: What are the consequences for an employer who violates the Employment Protection Act in Sweden?
An employer in Sweden who violates the provisions of the Employment Protection Act may be liable in Sweden for damages to the employee, including loss of pay and other employment benefits, as well as additional compensation in Sweden for the violation of the Act.
Suggested: Top Job Posting Platforms in Sweden
