About this template
Written notice – general template for employers with Swedish and English Word/PDF versions, including a detailed user guide. The package is designed for situations where the employer needs to document a specific work-related deficiency, clarify what must be corrected, and follow up on the situation in an objective and structured manner.
Legally reviewed: October 4, 2026
The review covers the Employment Protection Act (LAS), relevant case law from the Labour Court, rules on workplace accommodation, and applicable parts of collective agreements.
What is included in the package
| Written notice – Swedish | Editable Word template + print-friendly PDF. |
| 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 guide in Word + PDF. |
A notice is not automatically a disciplinary measure
A standard employment law notice is primarily used to document a deficiency, clarify the employer's requirements, and give the employee an opportunity to rectify the situation. The document is not in itself a notice of termination and should not be described as a disciplinary measure unless permitted by a collective agreement or other specific regulations.
A general template for many types of personnel matters
The template is intended for situations where a more specialized notice is not required. It can, for example, be adapted for deficiencies in work performance, repeated failure to follow instructions, conduct issues, collaboration problems, or other work-related obligations – provided that the employer describes concrete events and makes an individual assessment.
What the template helps you document
- employer, employee, position, and any collective agreement,
- background and purpose of the notice,
- date, time, location, and specific event or deficiency,
- which work task, instruction, policy, or obligation is involved,
- supporting evidence and previous dialogue,
- the employee's own explanation,
- the employer's objective assessment,
- concrete requirements for correction, timeframe, and follow-up,
- support, workplace accommodation, rehabilitation, and any potential redeployment issues,
- delivery, receipt, and documentation if the employee refuses to sign.
Concrete facts instead of vague judgments
The new template is designed to describe what actually happened. Phrases such as "bad attitude" or "lack of professionalism" should not stand alone, but should be linked to specific actions, work tasks, or instructions. This creates clearer communication and better documentation.
The employee's version has its own section
The employee should be given the opportunity to respond to the employer's statements. Therefore, there is a specific section for explanations, objections, and relevant circumstances. If new information comes to light, the employer may need to investigate the matter further before a final assessment is made.
Requirements for correction and follow-up
A notice should not only describe what went wrong. It should also clarify what needs to change, when it must be corrected, and how it will be followed up. The template therefore includes a separate section for correction and follow-up.
When employment may be at risk
In many cases of misconduct, the Labour Court has emphasized the importance of the employer clearly stating that continued misconduct may affect the employment and giving the employee a genuine opportunity to correct the deficiencies. How clear such a statement needs to be depends on the situation and the seriousness of the misconduct.
Workplace accommodation and rehabilitation
If the problem may be related to illness or reduced work capacity, the employer must assess the need for workplace accommodation and rehabilitation. A notice must not be used as a substitute for such measures. The template therefore contains specific checklist questions regarding support, accommodation, and other less intrusive measures.
If termination is considered later
A notice does not replace the formal rules that apply in the event of any future termination or dismissal. The employer will then need to make a separate assessment regarding objective grounds, redeployment, time limits, and notifications/warnings.
Receipt without admission
The signature in the template only confirms that the employee has received the document. It does not mean that the employee approves of the employer's description or assessment. If the employee chooses not to sign, there is a special field to document how and when the document was delivered anyway.
Swedish + English in the same package
The English version is a language version under Swedish law and is suitable for Swedish organizations with international managers, HR functions, or English-speaking employees. It is not intended as a British, American, or other foreign labor law document.
Detailed user guide included
The guide describes when a general notice is appropriate, when the employer should be cautious, how to document specific events, how to formulate requirements for correction, the significance of the employee's version, workplace accommodation and rehabilitation, what applies if the employment may later be at risk, as well as practical handling of receipts and archiving.
File formats and delivery
Format: DOCX, PDF, and ZIP.
Language: Swedish and English.
Number of files: 8.
Delivery: digital download. No physical product is shipped.
Frequently asked questions
Is a notice the same thing as a warning?
The terms are sometimes used interchangeably in working life. What matters is what the document actually communicates and how it is used. This product is designed as a general notice/clarification.
Does the employee have to sign?
No. If the employee refuses, the employer can document how and when the document was delivered.
Can the template be used as a notice of termination?
No. Termination and dismissal are covered by separate formal and time-related rules.
How many notices are required before termination?
There is no general rule regarding a specific number. The assessment depends on the circumstances, the seriousness of the deficiency, what measures the employer has taken, and what the employee has understood.
The template package is a general documentation aid and does not replace individual legal advice. For more intrusive employment law measures or complicated personnel matters, qualified advisors should be consulted.
