About this template
Written notice – behavior and cooperation is a complete template package for Swedish employers who need to document specific behaviors, cooperation issues, or recurring conflicts that affect work. The package includes Swedish and English Word/PDF templates as well as detailed user guides.
Legally reviewed: October 4, 2026
The review covers the Employment Protection Act (LAS), the Discrimination Act, the Swedish Work Environment Authority's regulations on organizational and social work environment, and the whistleblower protection act’s prohibition against retaliation.
What's included in the package
| Swedish notice – Word | Editable template for concrete behavioral and cooperation problems. |
| Swedish notice – PDF | Print-friendly version of the same document. |
| Written notice – English | English language version in Word + PDF, designed for Swedish law. |
| Swedish user guide | Step-by-step guide in Word + PDF. |
| English user guide | English guidance in Word + PDF. |
Avoid the phrase “bad attitude” as the sole basis
A general label such as “bad attitude” is too subjective. The new template is therefore built to document observable actions: what was actually said or done, which work-related obligation is affected, how the work was impacted, and what concrete change is expected.
When is the template appropriate?
The template can be used when concrete behaviors affect workflow, cooperation, customer relations, quality, or the work environment, for example:
- recurring disrespectful or inappropriate conduct,
- recurring disruptive conflicts with colleagues or management,
- refusal to follow legitimate and clear work instructions,
- aggressive or confrontational behavior that impacts work,
- systematic unwillingness to fulfill specific collaborative tasks included in the role.
The template separates behavior from personality
The employer should not judge a person's character or general personality. The document therefore contains specific fields for dates, context, words or actions, actual impact, and relevant documentation. This reduces the risk of vague or arbitrary phrasing.
The employee's version must be documented
The employee is provided with their own section for their explanation. If new information emerges – for example regarding unclear requirements, high workload, conflict, lack of management, or other work environment factors – the employer may need to investigate further before a final assessment is made.
Work environment and victimization
AFS 2023:2 requires the employer to prevent victimization and manage organizational and social work environment risks. If the behavior is linked to conflict, unhealthy workload, unclear roles, or other work environment conditions, the employer must also address that part. A written notice does not replace the responsibility for the work environment.
Harassment and discrimination require separate investigation
If an employee reports harassment or sexual harassment, the employer has a specific duty to investigate the circumstances and take reasonable measures to prevent further harassment. This written notice does not replace such an investigation.
Protected criticism and whistleblowing
The template includes a specific checkpoint to avoid retaliation. It may not be used to punish an employee for protected whistleblowing, legitimate reporting of misconduct, or other protected rights. The employer should also check collective agreements and union rights before taking action.
Clear requirements for change
Instead of writing that the employee must “improve their attitude,” the template helps the employer specify:
- which concrete behavior must cease,
- what should be done instead,
- what support the employer offers,
- when the improvement is to be followed up.
Illness, disability, and work adaptation
If the behavior may be related to illness, disability, or reduced work capacity, the employer needs to assess obligations regarding work adaptation and rehabilitation. A written notice must not be used as a substitute for such measures.
If employment may later be in jeopardy
If continued misconduct could eventually affect employment, the employer must make a separate labor law assessment in accordance with the Employment Protection Act (LAS) and any applicable collective agreement. The template contains a carefully phrased clarification that can be used when it is truly relevant, without implying that a future termination has already been decided.
Acknowledgment without admission
The employee's signature only confirms receipt. It does not imply that the employee accepts the employer's description or assessment. If a signature is refused, there is a separate field for how and when the document was delivered.
Swedish + English in the same package
The English version is a language version under Swedish law and is suitable for Swedish companies with international managers, HR departments, or English-speaking employees. It is not intended as a British, American, or other foreign labor law document.
Detailed user guide included
The guide covers fact-checking, concrete phrasing, work environment, harassment, discrimination, whistleblowing, work adaptation, corrective requirements, follow-up, and how any later termination should be kept legally separate from the written notice itself.
File format and delivery
Format: DOCX, PDF and ZIP.
Language: Swedish and English.
Number of files: 8.
Delivery: digital download. No physical product is sent.
Frequently asked questions
Can I write “bad attitude” in the notice?
It is better to describe concrete behaviors and how they affect the work. Vague personal judgments are harder to follow up and can create unnecessary legal risk.
Can the template be used for conflicts between colleagues?
Yes, if there are concrete work-related behaviors to document. At the same time, the employer needs to assess whether the conflict points to work environment problems that also need to be managed.
What happens if the employee reports harassment?
In that case, the employer may have a separate duty to investigate according to the Discrimination Act and/or work environment regulations. The notice does not replace that process.
Is the document a notice of termination?
No. Termination or dismissal is subject to specific requirements and must be assessed separately.
The template package is a general documentation aid and does not replace individual legal advice in a specific labor law matter.
