What is a formal warning in labor law? Rules, purpose, and common misconceptions

By Mallbutiken · Facts verified October 1, 2026

In employment law contexts, "erinran" (formal reprimand) is often used as a term for a written notice regarding misconduct. The term is not part of a generally regulated legal hierarchy where a "reprimand" is always milder than a "warning."

Reprimand as an Employment Protection Act (LAS) warning

A common function is for the employer to make the employee aware of what is considered incorrect, what change is required, and that continued misconduct may jeopardize the employment. The union Unionen describes this type as a notice, sometimes called a LAS warning.

A reprimand is not the same as a disciplinary sanction

If the employer wishes to punish the employee through a disciplinary sanction, legal grounds are required. Section 62 of the Employment (Co-Determination in the Workplace) Act (MBL) limits the possibility of imposing sanctions other than damages without support in legislation or a collective agreement. For government employees, the Public Employment Act (LOA) explicitly regulates disciplinary sanctions in the form of warnings and salary deductions.

When can a reprimand be used?

For example, in cases of recurring lateness, unauthorized absence, violation of safety regulations, poor work performance, or cooperation problems – provided that the employer has investigated the situation and chosen the correct measure.

When is a standard reprimand not enough?

  • when the problem may be due to illness or disability,
  • in cases of harassment or work environment risks that require a separate investigation,
  • when a collective agreement contains specific rules,
  • in cases of very serious misconduct where termination or dismissal may be considered,
  • when the employer actually intends a disciplinary sanction.
The heading is not everything: courts and parties look at the content, circumstances, and legal function. A document does not become disciplinary just because it is titled "warning," and it does not automatically become milder because it is titled "reprimand."

What should a good reprimand do?

It should enable the employee to understand what must be changed. Therefore, concrete facts, clear expectations, and reasonable follow-up are more important than harsh words.

Further reading

What should a reprimand contain? · Warning vs. reprimand

Sources

Unionen · MBL

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