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Sweden: A non-competition clause effective for 24 months was deemed as unreasonable

A regional manager claimed before the Labour Court that a non-competition clause effective for 24 months after the termination of the employment should be declared unreasonable and thus invalid. The Labour Court found that the clause imposed a restriction of the manager’s possibilities to continue working with professional activities. Since no compensation was paid to the former employee for the non-competition restriction, the clause was declared invalid.

A threatening statement towards a colleague did not constitute legal grounds for a summary dismissal

An employer summarily dismissed an employee based on allegations that the employee had threatened a colleague and in other ways been aggressive. The Labor Court found it proven that the employee had threatened his colleague and that several other employees were afraid of the employee. However, the Labor Court found that these circumstances did not constitute legal grounds for summary dismissal of the employee.

Suggestion of a new Swedish act on camera monitoring to strengthen the protection of employee integrity

The proposal suggests that a new act on camera monitoring will replace the current camera surveillance act and enter into force on 25 May 2018. The purpose of the new act is to increase the possibilities of camera monitoring for crime prevention and other justified purposes, but also to strengthen the personal integrity when an employer utilizes camera monitoring at the work place.

Sweden: A salesperson in breach of a non-competition clause was imposed interim security measures to cease a contractual breach

The Swedish Labour Court found that a salesperson in breach of a non-competition clause should be subject to interim security measures in order to uphold his contractual obligation. The Court ruled that the salesperson would be liable to pay a penalty of SEK 500,000 for any further breaches of the non-competition clause.