Notice of Termination for Personal Reasons – Word/PDF

Notice of termination due to personal reasons – document templates in Word and PDF. When an employer intends to dismiss a permanent employee for reasons relating to the employee personally, there must be objective grounds and a correct procedure. This package includes a final notice of termination, separate prior notification and union notice pursuant to Section 30 of the Employment Protection Act (LAS), internal documentation, reassignment assessment, and user guides. Swedish master version and English reference versions based on Swedish law.

Included in the document package – 24 files

Document	Scope of use
1. Notice of termination	Final written notice including notice period, last day of employment, information on invalidity, damages, and right of priority according to Section 8 of the LAS.
2. Prior notification	Specific notification to the employee at least two weeks prior to the intended termination according to Section 30 of the LAS.
3. Union notice	Notice to the relevant local employee organization when the employee is unionized.
4. Event and communication log	Dated, factual documentation of events, evidence, the employee’s explanation, reprimands, and follow-ups.
5. Reassignment and protection assessment	Internal assessment of possible alternatives, qualifications, rehabilitation, workplace adaptation, and specific protection rules.
6. Swedish user guide	12 concrete steps, deadlines, common mistakes, legal sources, and documentation advice.
7–12. English reference versions	Corresponding six English-language documents: English-language versions governed by Swedish law.

All twelve documents are available in editable Word (DOCX) and searchable A4 PDF – a total of 24 files. The English documents are not intended for use as instruments under UK or US employment law. The 2027 ZIP package is already linked to this product in Shopify Digital Products and is currently the only download file listed for this variant.

What is termination due to personal reasons?

According to Section 7 of the Employment Protection Act (1982:80), LAS, objective grounds are required. Termination due to personal reasons presupposes a sufficiently serious breach in the employee's performance of the employment contract. Examples that may need to be assessed include repeated unauthorized absence, serious misconduct, disloyalty, or significant cooperation problems. The actual assessment depends on events, evidence, the employee's insight, and the measures taken by the employer. A general allegation of misconduct is not sufficient.

Warning, reprimand, and documentation

In many cases, the employee needs to understand what shortcomings the employer observes and that continued behavior may jeopardize the employment. Therefore, a concrete written reprimand, clear instructions, and documented opportunity for rectification are often important. However, there is no general legal requirement for three warnings or a fixed number of written reprimands before every termination. The package's event log helps you gather facts and document the employee's own explanation.

The two-month rule in Section 7 of the LAS

As a general rule, a termination for personal reasons may not be based solely on circumstances that the employer has known about for more than two months before the notification according to Section 30 of the LAS was provided. If no notification was provided, the time is normally calculated from the termination. Statutory exceptions apply, among other things, when the delay occurred at the employee's request or consent, or if extraordinary grounds exist. Therefore, document exactly when relevant representatives became aware of an event.

Reassignment, rehabilitation, and protected circumstances

A termination may lack objective grounds if it is reasonable to offer other work with the employer. According to Section 7 of the LAS, a previous reassignment due to personal circumstances normally fulfills this obligation, unless special grounds suggest otherwise. If it involves illness, disability, or reduced work capacity, a genuine review of workplace adaptation and rehabilitation is also required. Always review prohibitions against discrimination and disadvantage regarding parental leave or union activity.

Notification, union notice, and consultation according to Section 30 of the LAS

Step 1 – prior notification: the employee must normally receive a separate notification at least two weeks before the employer intends to terminate the person.

Step 2 – union notice: if the employee belongs to an employee organization, the relevant local organization must be notified at the same time.

Step 3 – opportunity for consultation: the employee or the local organization may request consultation no later than one week after the notification or union notice. If consultation is requested in time, the termination may not be carried out until it has been concluded.

This specific order is not identical to MBL negotiations regarding redundancy. Also, check whether specific collective agreement or negotiation rules apply in the current employment relationship.

Final notice of termination and notice period

Termination by the employer must be in writing according to Section 8 of the LAS and normally delivered in person according to Section 10 of the LAS. If personal delivery cannot reasonably be required, there is an option for registered mail under the conditions of the law. The statutory notice period is normally between one and six months according to Section 11 of the LAS, depending on total employment time; collective agreements and other specific rules should be checked. Do not specify a last day of employment before the correct starting point for the notice period is clarified.

Invalidity, damages, and information on rights

The final notice must state what the employee must do to claim that the termination is invalid or to request damages. According to Section 40 of the LAS, notice of invalidity must normally be provided within two weeks after the termination, while a lawsuit must normally be filed within two weeks after a timely requested negotiation has concluded or after the notification period has expired. According to Section 41 of the LAS, a four-month period generally applies for notifying of claims for damages, and a special deadline for lawsuits. If mandatory legal information is missing, different time limits may apply. Always check collective agreements and specific procedural rules.

In the case of termination due to personal reasons, there is normally no priority right to re-employment according to Section 25 of the LAS; this must also be stated in the notice of termination. At the employee's request, the employer must provide the grounds for termination according to Section 9 of the LAS, in writing if the employee requests it.

How to use the documents

1. Verify employment type, collective agreement, and any special rules.
2. Document concrete, verified events and the employee's own explanation.
3. Check the need for reprimands, support, and a reasonable opportunity for rectification.
4. Calculate the two-month rule and assess what may legally be invoked.
5. Conduct and document a reasonable assessment of reassignment, workplace adaptation, and rehabilitation.
6. Provide the prior notification at least two weeks before the intended termination.
7. Notify the relevant local employee organization at the same time if the employee is a member.
8. Receive and handle any requests for consultation within one week.
9. Finalize the notice of termination when the procedure allows.
10. Calculate the notice period and document correct delivery.
11. Follow up on salary, employment benefits, holiday pay, and relevant certificates.
12. Archive necessary documents securely and restrict access to sensitive information.

When should the template not be used without specific advice?

Contact a labor law attorney in the event of a dispute regarding the actual circumstances, illness or rehabilitation, protected leave, suspected discrimination, suspected retaliation, serious criminal charges, public sector employment, employees over 69, unclear collective agreements, or when dismissal is considered. A standard form does not replace the employer's investigative responsibility or an individual legal assessment.

Frequently asked questions

Is termination for personal reasons the same as summary discharge (avsked)?

No. Summary discharge is a different measure with higher requirements for misconduct and a different procedure. Do not use this notice of termination as a summary discharge document.

Must the employee have received three warnings?

No. There is no general requirement for three warnings. The legal significance of previous clarifications and opportunities for rectification is assessed based on the specific case.

Is it always mandatory to offer reassignment?

A reasonableness assessment is required according to Section 7 of the LAS. Serious misconduct or previous relevant reassignment may influence the assessment. The template includes a separate internal assessment document.

Must the union always be notified?

According to Section 30 of the LAS, the local employee organization to which the employee belongs must be notified at the same time as the notification to the employee. If there is no such membership, the same union notice obligation does not apply, but other contractual rules may be relevant.

What happens if the employee requests consultation?

If it is requested within one week, the termination may not be carried out until the consultation is concluded.

How long is the notice period?

The main rule according to Section 11 of the LAS is at least one month, with a longer time up to six months depending on the total employment time. Employment contracts and collective agreements may influence this.

Are English versions included?

Yes, English reference documents based on Swedish law are included. They should not be used as general notices of termination according to UK or US labor law.

Related document templates

• Termination due to redundancy
• Notice of termination of probationary employment
• Agreement on termination of employment
• Written reprimand or warning to an employee

Legal sources

• The Employment Protection Act (1982:80) – Sections 7–12, 30, 34, 38 and 40–42
• Verksamt – Termination for personal reasons
• Swedish Agency for Government Employers – Terminating employment

Legally reviewed October 10, 2026. General documentation support according to Swedish law, not individual legal advice or a guarantee of legal termination. The user must verify current laws, collective agreements, actual circumstances, and legal deadlines. The 2027 ZIP package is already linked to this product in Shopify Digital Products and is currently the only download file listed for this variant.