Notice of termination due to personal reasons Template - Word / PDF

Product description: Termination for Personal Reasons Template (Word & PDF)

Product description

Dismissing an employee for personal reasons is one of the most sensitive and legally complex tasks an employer can face. To ensure that the termination is done correctly and in accordance with Swedish legislation, we offer a professionally designed template for termination notices due to personal reasons. This template is available for immediate download after purchase and comes in both Word and PDF formats for easy customization and use.

What is included in the template?

Ready-made notice of termination : A complete and detailed template that covers all necessary aspects of a notice of termination according to Swedish legislation.

Legal guidance : Instructions and help texts explaining the legal requirements and processes.

Flexibility : Ability to easily adapt the text to suit specific situations and circumstances.

Format : Available in both Word and PDF formats for easy editing and printing.

Important steps in the termination process

1. Relocation investigation

According to the Employment Security Act (LAS), the employer must always investigate the possibilities of relocation before a dismissal can be carried out. This means that the employer must make a thorough investigation as to whether there are other vacant positions within the company that the employee can be offered.

2. Notification and notice

Before the termination is executed, the employee and their trade union must be notified of the employer's intention to terminate the employee. The notification must take place in good time and at least two weeks before the termination is implemented, so that the employee has the opportunity to request a discussion.

3. Factual reasons for termination

In order for the dismissal to be valid, it is required that the employer can demonstrate that there are objective reasons for the dismissal. This may involve repeated mismanagement, unauthorized absence, difficulties in cooperation, or lack of work performance. It is important that the employer can document and specify these reasons for the dismissal to be legally valid.

4. Written termination

The termination must be in writing and delivered personally to the employee. In exceptional cases, the notice of termination can be sent by registered letter, and it then comes into force ten days after sending.

Legal rights and obligations

Annulment and damages

According to LAS, the employee has the right to request that the dismissal be declared invalid if it considers that there is no factual basis. Such a request must be made within two weeks of receiving the notice of termination. The employee can also claim damages.

Severance pay

During the notice period, the employee is entitled to salary and other employment benefits, regardless of whether work can be offered or not. In some cases, however, settlement can take place.

Employer certificate and service certificate

After the dismissal, the employer must issue an employer's certificate and a service certificate. These documents describe the employee's duties and employment period and are important for future job applications.

Frequently asked questions (FAQ)

What are the most common reasons for termination due to personal reasons?

Common reasons include repeated misconduct, unauthorized absences, co-operation difficulties and poor work performance. Each reason must be able to be documented and specified by the employer.

What does relocation investigation mean?

This means that the employer must investigate whether there are any other vacant positions within the company that the employee can be offered before the dismissal can be carried out.

How long is the notice period?

The notice period varies depending on the length of employment and the employment contract. It is specified in the termination notice and must be followed carefully.

Can the notice of termination be appealed?

Yes, the employee can request that the dismissal be annulled if it lacks a factual basis. Such a request must be made within two weeks of receiving the notification.

How is the template delivered?

The template is delivered immediately after purchase in both Word and PDF formats, making it easy to customize and use right away.

Relevant laws

The Employment Security Act (LAS) , SFS 1982:80

• Section 7: Requirement for a factual basis for termination
• Section 9: Notice period
• Section 30: Obligation to relocate
• Section 34: Invalidation of termination
• Section 38: Compensation for wrongful termination

By following this detailed and legally correct template, employers can ensure that the dismissal takes place in accordance with Swedish legislation and minimize the risk of legal disputes.