Notice of Termination due to Redundancy – Word/PDF

Dismissal due to shortage of work – Word/PDF with Swedish Employment Protection Act (LAS), Co-determination Act (MBL), and user guides. A comprehensive HR document package for employers who need to prepare and document the redundancy process and issue a written notice of termination. You receive the main Swedish version, English reference documents governed by Swedish law, and separate working templates for redeployment, order of priority, negotiation, and preferential right of re-employment.

Included in the document package – 24 files

File formats: According to the package description, the edition includes 12 DOCX files and 12 searchable A4 PDF files. No Excel file is required. The 2027 ZIP is already attached to this product in Shopify Digital Products and is currently the only file listed for this product variant.

What does dismissal due to redundancy mean?

Redundancy (arbetsbrist) can refer to an actual decrease in the need for labor, reorganization, or other business-related reasons, not a pretext for personal allegations. According to Section 7 LAS, a dismissal must be based on objective grounds. An employer must, among other things, investigate whether there is reasonable other work available for the employee and consider applicable collective agreements and special employment protection before a decision is made.

Redeployment pursuant to Section 7 LAS

Document actual vacant positions with the employer, whether the person has sufficient qualifications, reasonable induction or training, and the terms of the offer. A checked box does not replace an actual investigation. In the case of reorganization involving only reduced working hours, Sections 7a–7b LAS may entail special protection rules. The employer's documentation must be based on actual assessments.

Order of priority pursuant to Section 22 LAS

According to the main rule, the order of priority is determined based on the operating unit and sometimes the collective bargaining area. Total length of service determines the order, with age as a tie-breaker, and a requirement for sufficient qualifications for continued work. Before the order is determined, the employer may, under the law, normally exempt up to three employees of special importance to continued operations, regardless of the number of scope areas. A three-month limitation for new exemptions applies. Collective agreements may provide for deviations, and specially protected situations require extra verification.

Negotiation obligation pursuant to MBL

An employer must normally negotiate with relevant employee organizations before a decision on redundancy dismissals. Determine which organizations are covered by Sections 11–14 MBL; even employers without collective agreements may have obligations under Section 13 MBL. Pursuant to Section 15, the employer must provide written information in good time regarding the reasons for planned dismissals, the number of employees affected and their occupational categories, the normal number of employees and categories, the planned time frame, and the method for any extra compensation. The negotiation documentation does not replace an actual negotiation or minutes.

Notice to the Swedish Public Employment Service – separate authority process

According to the Employment Promotion Act (1974:13), notice may be required if at least five employees are affected by the cutback or if at least 20 dismissals can be expected within 90 days. For permanent employees, there is normally a two-month notice period for 5–25 affected, four months for 26–100, and six months for more than 100. There are special rules for, e.g., fixed-term employment. The Swedish Public Employment Service's official service must be used for authority notification. The notice, MBL negotiation, and the individual dismissal notice are three separate things.

Notice period, written form, and delivery

Dismissal by the employer must be in writing according to Section 8 LAS. The notice must contain information on how the employee can challenge the validity or claim damages, and if there is a right to re-employment. According to Section 11 LAS, the notice period is normally at least one month and increases after at least 2, 4, 6, 8, and 10 years of service to two, three, four, five, and six months respectively; collective agreements may affect this. In the case of certain parental leave, the notice period may begin to run later. The notice should normally be delivered personally according to Section 10; alternatively, registered mail may be used under certain conditions. Document when the employee actually receives the notice.

Preferential right to re-employment

According to Sections 25–27 LAS, certain employees dismissed due to redundancy have a preferential right to re-employment, provided they have more than twelve months of total employment during the last three years and possess sufficient qualifications. The preferential right generally applies from the dismissal until nine months after the employment has ended. The employee may need to lodge a claim to invoke the right. There are special rules, and collective agreements can change the assessment.

Information on legal remedies and deadlines

An employee wishing to declare a dismissal invalid must normally notify the employer within two weeks according to Section 40 LAS. For damages and other claims, a four-month deadline generally applies according to Section 41. If negotiations have been requested, special deadlines for filing a lawsuit apply, and collective agreements may change certain rules. According to Section 34 LAS, a dismissal cannot be declared invalid solely because the order of priority rules were breached, but damages may be applicable. Assess legal remedy information and exact dates individually.

How to use the documents

1. Check the circumstances: establish actual business reasons, correct form of employment, collective agreements, and any protection rules.
2. Investigate redeployment: register vacant positions, qualifications, and actual offers in document 2.
3. Calculate order of priority: identify scope, employment times, and special exemptions in document 3.
4. Negotiate before decision: use document 4 as a basis and retain union minutes.
5. Check authority notice: notify according to the Employment Service's rules if thresholds are met.
6. Finalize the notice: fill in the actual grounds, date, notice period, preferential rights, and legal remedies.
7. Deliver correctly: save receipts of delivery and information regarding the actual date of notice.
8. Conclude and follow up: final salary, holiday pay, certificates, transition support, pension, and any re-employment rights.

When is the template not suitable?

The package is not intended for dismissal for personal reasons, summary dismissal (avskedande), probationary employment, voluntary severance agreements, or a unilateral notice without the necessary preparatory work. Seek legal advice in the event of disputes, rehabilitation responsibilities, protected leave, large-scale personnel reductions, business transfers, or ambiguous collective agreement interpretations.

Frequently asked questions

Can a dismissal occur before the MBL negotiation is completed?

As a main rule, relevant negotiation must be conducted before a decision on redundancy dismissal. Exceptions and collective agreement rules require special assessment.

Must the employer offer redeployment?

The employer must normally investigate whether reasonable redeployment to an actually vacant position is possible; there is no general obligation to create a new position.

May the employer exempt three people from the order of priority?

The legal rule normally allows up to three exemptions for employees of special importance, but collective agreements and non-discrimination prohibitions must be checked.

Is the notice to the Employment Service the same as dismissing staff?

No, authority notice warns of cutbacks. It does not replace MBL negotiation or written individual dismissal.

Are English files included?

Yes, the six documents are also included as English DOCX and PDF files, designed according to Swedish labor law and not as templates based on UK or US law.

Do all employees dismissed due to redundancy have preferential rights?

No. Factors such as length of service, qualifications, and collective agreements are decisive. The notice must clearly inform about the assessment.

Related document templates

• Notice of dismissal due to personal reasons
• Resignation by employee
• Agreement on termination of employment
• Notice of termination of probationary employment

Legal basis and primary sources

• The Employment Protection Act (1982:80) – LAS
• The Co-determination Act (1976:580) – MBL
• The Employment Promotion Act (1974:13)
• Verksamt – Redundancy
• Arbetsförmedlingen – Notify redundancy

Legally reviewed October 10, 2026. Document version 2.0. The document package is general documentation support, not individual legal advice or a guarantee that a specific dismissal is valid. Always adapt to the actual situation and collective agreements. The 2027 ZIP is already linked to the product's digital delivery.