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Written Notice / Reprimand – English-first template under Swedish employment law for Swedish employers who need to document misconduct, performance concerns or another work-related deficiency in English. The package also includes a Swedish reference version and detailed user guides in both languages.
Legally reviewed: 5 October 2026
Reviewed against the Swedish Employment Protection Act (LAS), current discrimination rules, whistleblower protection and the Swedish Work Environment Authority's current rules on organisational and social work environment and workplace adjustment.
What is included?
| English Written Notice – Word | Editable primary template under Swedish law. |
| English Written Notice – PDF | Print-ready version of the same template. |
| English User Guide – Word + PDF | Step-by-step guidance for Swedish employers using English as a working language. |
| Svensk referensmall – Word + PDF | Swedish reference version for internal comparison and HR use. |
| Svensk användarguide – Word + PDF | Detailed Swedish guide corresponding to the English version. |
Not automatically a disciplinary sanction
An ordinary written notice or LAS warning is primarily a way to document a deficiency, clarify the employer's expectations and give the employee a fair opportunity to correct the situation. The document is not, by itself, a notice of termination and should not automatically be described as a disciplinary sanction unless a collective agreement or other specific rules permit that.
Built for international workplaces in Sweden
The English template is intended for Swedish companies where managers, HR teams or employees work in English. It is a language version governed by Swedish law, not a UK, US or other foreign employment-law document.
Concrete facts instead of vague accusations
The template is designed to document what actually happened. It includes structured sections for:
- date, time and context,
- the specific conduct, performance issue or other deficiency,
- the duty, instruction, policy or work requirement concerned,
- supporting documentation,
- previous discussions, instructions or support measures,
- the employee's own explanation,
- the employer's objective assessment.
Clear correction and follow-up plan
Rather than using vague wording such as “improve your attitude” or “perform better”, the template helps the employer specify what must change, by when, what support will be provided and how improvement will be followed up.
Employee response and receipt
The employee is given a separate section to provide their account. The acknowledgement wording is also designed so that a signature confirms receipt only and does not automatically mean that the employee accepts the employer's allegations or legal assessment.
Illness, disability and workplace adjustment
If the matter may be connected to illness, reduced work ability or disability, the employer must assess whether workplace adjustment, rehabilitation or reasonable accessibility measures are relevant. A written notice must not be used as a substitute for those obligations.
Discrimination, harassment and work environment
If the underlying issue involves alleged harassment, sexual harassment, discrimination, conflict or degrading treatment, the employer may have separate investigation and work-environment duties. The package therefore includes specific checkpoints to avoid treating those matters as a simple misconduct case.
Whistleblowing and protected rights
The employer should also check that the measure is not connected to protected whistleblowing, reporting of misconduct or another legally protected activity. The Swedish whistleblower rules prohibit retaliation against persons who meet the requirements for protection.
If employment may later be at risk
In many misconduct cases, Swedish Labour Court practice places importance on the employee clearly understanding that the employer considers the issue serious and, where relevant, that continued misconduct may affect the employment. The template includes carefully worded language for this situation without suggesting that a future termination is already decided or automatically lawful.
If termination is later considered
A written notice does not replace the separate legal assessment required before termination or dismissal. The employer must then consider the requirements of LAS, including objective reasons, reassignment where relevant, applicable time limits, formal notice rules and any collective agreement.
English + Swedish in the same package
The English template is the primary document in this product. The Swedish version is included as a reference so that HR, management and advisers can compare the wording and maintain consistent documentation across bilingual organisations.
File formats and delivery
Formats: DOCX, PDF and ZIP.
Languages: English and Swedish.
Number of files: 8.
Delivery: digital download. No physical product is shipped.
Frequently asked questions
Is this an English employment-law template?
It is written in English, but it is designed for employment relationships governed by Swedish law.
Is a written notice always required before termination?
No fixed number of warnings applies in all cases. The assessment depends on the seriousness of the conduct, what the employee understood, previous measures and the circumstances as a whole.
Does the employee have to sign?
No. If the employee declines to sign, the employer can document how and when the document was delivered and who was present.
Can this document be used as a notice of termination?
No. Termination and dismissal are governed by separate legal requirements and require their own process and documentation.
This package is a general documentation aid and does not replace individual legal advice in a specific employment-law matter.
