Employment lawyer in Stockholm for employers and employees
What is employment law?
Labor law governs the relationship between employers and employees and covers everything from employment contracts and work environment to termination, dismissal and disputes in the Labor Court. At Arbetsjuristen, labor law is our core area. Our labor law lawyer in Stockholm has extensive experience in handling cases from both sides of the table and helps clients all over Sweden.
Labor law consists of laws, collective agreements and case law that together regulate the conditions in the Swedish labor market. Central laws are the Employment Protection Act (LAS), the Codetermination Act (MBL), the Work Environment Act and the Discrimination Act. For an employer, this means a requirement to handle hiring, reorganizations and dismissals according to established rules. For an employee, it means protection against arbitrary treatment and a right to reasonable working conditions.
For employees
Are you worried about being made redundant or dismissed? Are you experiencing bullying, discrimination or other problems at work? Do you need professional help to secure your rights on issues related to dismissal, redundancy, working conditions or compensation?
Continue reading
For employers
A large part of Arbetsjuristens practice is focused on assisting employers, including companies, municipalities, government agencies, and county councils. We represent our clients in negotiations and settlements, as well as in legal proceedings before district courts and the Labour Court. Do you, as an employer, need professional assistance with employment law matters?
Continue reading
How our employment lawyer helps you - and common cases we handle
If you need legal assistance with employment law in Stockholm or elsewhere in the country, we will guide you through the entire process. We always begin with a free initial assessment to evaluate the situation and outline realistic paths forward. When you engage us, you gain an employment law specialist who acts decisively, communicates clearly, and keeps you updated at every stage. The cases we most frequently handle involve termination due to personal reasons or redundancy, summary dismissal for serious misconduct, negotiations regarding severance pay and buyout agreements, the review and drafting of employment contracts, discrimination, harassment and work environment issues, as well as disputes in district courts and the Labour Court and negotiations with trade unions.
It is worth knowing that the statute of limitations in employment law is very short. In the case of termination or dismissal, the time limits for objecting or filing a lawsuit are often only one or two weeks, and anyone who waits too long may lose their right to proceed even when the substantive arguments themselves are strong. Contacting an employment lawyer early is therefore crucial, both for employees who are questioning a decision and for employers who need to act correctly.
Frequently asked questions in Labour law
Here you will find answers to common questions about employment law and our services. Browse through to gain clarity on everything from employment terms to dismissals and much more. If you cannot find what you are looking for, you are welcome to contact us for personal advice and support. Every case is unique, so don’t hesitate to call or get in touch for help with your specific situation.
What is the difference between dismissal for personal reasons and redundancy?
Dismissal on personal grounds usually occurs when the employer considers that the employee can no longer perform his or her job satisfactorily for various reasons, such as poor performance or long-term illness. Dismissal, on the other hand, is a more drastic measure used when an employee is guilty of serious misconduct, such as theft or threatening colleagues.
How does a dismissal due to lack of work work?
In the event of a redundancy due to lack of work, the employer must follow certain procedures and rules laid down by law and any collective agreements. This may include giving advance notice to the workers concerned, negotiating with trade unions, offering redeployment within the company if possible and ensuring that selection principles are followed if necessary.
What does a dismissal mean?
A dismissal is a form of redundancy that takes place immediately and without any notice period.
However, the employer must first notify the employee of the impending dismissal, and the employee has 7 days to request a hearing on the matter. If the employer follows through with the dismissal, it applies immediately.
Dismissal is used when an employee has committed serious misconduct such as theft, workplace violence or other serious breaches of company policy or the law.
How does notice before dismissal work?
Notice is the period preceding a planned dismissal for personal reasons or dismissal for lack of work. In the case of notice of dismissal for personal reasons, the employee has 7 days to request a hearing on the matter.
During the notice period for redundancy for lack of work, the employer must inform employees that they are at risk of redundancy and enter into negotiations with trade unions on possible measures to avoid redundancy. The notice period may vary depending on legislation and collective agreements.
What happens if a health and safety crime is committed in the workplace?
If a health and safety offense is committed in the workplace, it can lead to serious consequences for the employer, such as fines or, in the worst case, imprisonment. Workers affected by a poor working environment have the right to report it to the Swedish Work Environment Authority and in some cases claim damages.
Am I entitled to severance pay and how much?
There is no statutory right to severance pay. Instead, severance pay is the result of negotiation, usually when the employer wants to terminate the employment without a protracted dispute. The amount depends on your length of employment, your position and how strong the employer's grounds for termination are. An employment lawyer can often negotiate better compensation than you can achieve on your own.
What can I do if I face discrimination at work?
If you experience discrimination in the workplace, you should first of all document the events and contact your employer or HR department to try to solve the problem internally. If this does not lead to the desired result, you can turn to trade unions or authorities for support and assistance. For further legal advice and support, you can also contact us for a free assessment of your case.
What does a reorganization mean and how does it affect me as an employee?
A reorganization is a change in a company's structure, organization or operations. It may involve staff reductions, redeployment or changes in tasks. As an employee, you may be affected by the risk of being made redundant, redeployed or having your working conditions changed.
Can I get compensation if I think my dismissal was unfair?
Yes, if you believe that your dismissal was wrongful and that your employer breached a law or a contract, you may be entitled to compensation. It is important to gather evidence and, if necessary, seek the help of legal experts to assess your possibilities for compensation. Keep in mind that there is a statutory time limit, also known as the limitation period. The limitation period is the statutory period within which the right to bring an action for a particular legal claim may be time-barred or expire. In other words, if you do not act within the specified timeframe, you may lose your opportunity to obtain compensation. Therefore, it is important to contact us directly when you have been dismissed or dismissed, so that we can provide you with the necessary advice and representation to protect your rights and interests within the given timeframe.
What is involved in a court procedure for an employment law dispute?
If a dispute cannot be resolved through negotiation or mediation, a court process may be necessary. This means that the dispute will be brought before a court where both parties will have the opportunity to present their arguments and evidence. The court will then make a decision based on the information available and the applicable laws and rules.
How long is the notice period I have according to LAS?
According to the Employment Protection Act (LAS), you have at least one month's notice period, and it increases the longer you have been employed, up to six months for at least ten years of employment. Many collective agreements and employment contracts provide for a longer period than the minimum required by law, so always start by reading your own contract. If you are unsure what applies in your particular case, we will help you sort it out.
Labor law for both parties
Many agencies specialize in one side of the labor market, but Arbetsjuristen represents both employers and employees. Our experience is that the double horizon gives a more realistic view of the case, we know how the other party reasons, which arguments actually bite and where it is possible to find a settlement before a dispute starts. For those of you who have been dismissed, dismissed or treated unfairly in the workplace, our goal is to secure your rights and, where possible, negotiate a sustainable solution.
Många ärenden går att avgöra utan en domstolsprocess, men om en tvist är oundviklig driver vi den hela vägen. Du får tydlig vägledning från första samtalet och vet hela tiden vad nästa steg innebär. För dig som driver företag, kommun eller annan organisation kan vi agera som ditt löpande juridiska bollplank inom arbetsrätten. Vi granskar och upprättar avtal, hanterar omorganisationer, leder MBL-förhandlingar och företräder dig vid tvister, vilket gör att du kan fatta beslut med trygghet om att processen håller juridiskt.
Free assessment
You pay nothing for the first assessment. Briefly tell us about your case via phone or contact form and Arbetsjuristen will get back to you quickly with information on how we can help you further. Getting an employment law lawyer on your side early increases your chances of reaching the right outcome.