Om dokumentmallen
Written Warning to Employee – English-first template under Swedish employment law for Swedish employers who need to issue a clear, structured and professionally documented warning 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 rules on organisational and social work environment and workplace adjustment.
What is included?
| English Written Warning – Word | Editable primary template under Swedish law. |
| English Written Warning – PDF | Print-ready version. |
| English User Guide – Word + PDF | Step-by-step guidance for Swedish employers using English at work. |
| Svensk referensmall – Word + PDF | Swedish reference version for internal comparison. |
| Svensk användarguide – Word + PDF | Swedish reference guide corresponding to the English package. |
A warning is not automatically a disciplinary sanction
An ordinary written warning or LAS warning is primarily a documentation and clarification tool. Its purpose is to describe the deficiency, explain what must change and, where appropriate, make clear that continued misconduct may have employment-law consequences. It 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 allow that.
Built for English-speaking workplaces in Sweden
The English template is intended for Swedish companies where managers, HR teams or employees use English as a working language. It remains a Swedish-law document and is not intended for UK, US or other foreign employment-law systems.
Concrete facts instead of general accusations
The template includes structured sections for:
- the specific incident, conduct or performance issue,
- dates, context and supporting documentation,
- the duty, policy, instruction or work requirement concerned,
- previous meetings, instructions or support measures,
- the employee's own explanation,
- the employer's objective assessment.
Clear correction requirements
The employer can define exactly what must change, by when, what support will be provided and how improvement will be followed up. This is preferable to vague phrases such as “improve your attitude” or “perform better”.
When employment may be at risk
Swedish Labour Court practice places importance in many misconduct cases on the employee understanding that the employer considers the matter serious and, when relevant, that continued misconduct may affect the employment. The template therefore contains a carefully worded employment-law clarification without suggesting that a future termination has already been decided.
Illness, rehabilitation and workplace adjustment
If the issue may be connected to illness, reduced work ability or disability, the employer must assess workplace adjustment, rehabilitation and, where relevant, reasonable accessibility measures. A written warning must not replace those obligations.
Discrimination, harassment and protected activity
If the underlying issue involves alleged discrimination, harassment, conflict or degrading treatment, separate investigation or work-environment duties may apply. The employer should also check that the warning is not connected to protected whistleblowing or another legally protected activity. Swedish whistleblower legislation prohibits retaliation against persons who meet the statutory conditions for protection.
If termination is later considered
A written warning does not replace the separate assessment required before termination or dismissal. Under LAS, termination by the employer must be based on objective reasons, and reassignment may need to be considered. Before termination for personal reasons, the employee must normally be notified in advance under section 30 LAS, and the local union must be notified at the same time if the employee is unionised.
Receipt does not mean agreement
The template makes clear that the employee's signature confirms receipt only. It does not automatically mean that the employee accepts the employer's description or legal assessment. If the employee refuses to sign, delivery can be documented separately.
English + Swedish in the same package
The English version is the primary template in this product. The Swedish version is included as a reference so that HR, management and advisers can maintain consistent bilingual documentation.
Prefer a Swedish-first package? See the Swedish Written Warning product →
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
How many warnings are required before termination?
There is no general rule requiring a fixed number of warnings. The assessment depends on the seriousness of the issue, what the employee understood, previous measures and the circumstances as a whole.
Does the employee have to sign?
No. A refusal to sign does not prevent the employer from documenting delivery. The template includes wording clarifying that a signature confirms receipt only.
Can the warning be used for performance problems?
Yes, provided the expectations have been reasonable and sufficiently clear and the employer also considers whether training, support, workplace adjustment or other measures are relevant.
Can this template be used as a termination notice?
No. Termination and dismissal are subject to 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.
