Sweden Archives - L&E Global Knowledge Centre

Jun

2019

Retail webinar: On-the-clock, All Over The World

Date: Wednesday 12 June 5 p.m. Central European Time (11 a.m. New York time)

Identifying key wage and hour risks confronting international retailers and strategies for compliance

Insights

The webinar will feature a panel discussion among attorneys from United Kingdom, Canada, the United States and France with deep experience representing employers confronted with class action wage and hour cases and the myriad of issues arising from the unique scheduling demands of the retail industry as they collide with the growing push to ensure through local laws that employees receive sufficient time off and compensation.

Speakers

Jonathan Dye (Filion Wakely Thorup Angeletti in Canada)
Eric R. Magnus (Jackson Lewis in USA)
Olivier Kress (Flichy Grangé in France)
James Major (Clyde & Co in United Kingdom)
Moderator: Rich Landau (Jackson Lewis in USA)

Date and time:
June 12, 2019 5:00 pm - 6:00 pm (CEST)

Apr

2019

Sweden: Court Ruling That Disobedience And Inappropriate Behaviour Constituted Grounds For Dismissal With Notice, But Not Summary Dismissal

An employee of a care centre for minors was summarily dismissed due to, inter alia, disobedience and inappropriate behaviour. The Labour Court found that the employee’s actions had constituted a violation of her employment obligations, but that the actions were not serious enough to constitute grounds for summary dismissal

Apr

2019

L&E GLOBAL’S EMPLOYMENT LAW OVERVIEWS 2019-2020 GLOBAL EDITION

Even in the era of far-reaching international trade agreements and regional economic and political partnerships, the majority of laws and regulations governing the workplace are still determined by the individual countries where employees work.

Spanning 6 continents, L&E Global’s member firms are ideally situated to provide clients with pragmatic, commercial advice necessary to achieve their objectives. Our members work closely with corporate, legal, human resources departments and corporate executives across a variety of sectors and industries to address the strategic and tactical issues that arise in the workplace.

Discover the most important labour and employment rules, regulations and best practices specific to each jurisdiction, conveniently together in one place.

Mar

2019

Sweden: Court ruling that a managing director who resigned had to observe a reasonable notice period of six months, during which the managing director was prohibited to compete with the employer

An accounting firm filed an interim injunction that its managing director was obliged to observe a notice period of six months, as to prohibit the managing director to compete with the accounting firm following his resignation. While no agreement between the parties provided for a specific notice period, the Labour Court deemed it reasonable that the managing director should observe a notice period of six months

Feb

2019

Sweden: Following a transfer of undertakings, regular periods of intermittent employment in connection with the transfer shall be included when calculating an employee’s aggregate time of employment

The Labour Court has established that, when calculating time of employment for employees in a redundancy situation following a transfer of undertakings, an employee’s previous periods of intermittent employments shall be included when determining the aggregate time of employment, if such intermittent employment regularly occurred in connection with the transfer of undertakings

Jan

2019

Sweden: New rules have entered into effect regarding an employee’s entitlement to sick pay paid by the employer

Following legislative changes to the Sick Pay Act (Sw. lag (1991:1047) om sjuklön), employees are entitled sick pay, subject to a deduction, as of day one of the sickness period. The so-called qualifying or waiting day has been abolished

Jan

2019

Sweden: While there were objective grounds for dismissal, an employee was entitled to damages due to the employer suspending the employee during the notice period

Court ruling that an employer had objective grounds to dismiss an employee due to the employee’s failure to follow instructions and policies. However, the employer’s decision to suspend the employee from work during the notice period was not deemed necessary and the employee was awarded damages

Jan

2019

L&E Global´s 2019 Employment Law Overview Global Edition

Dec

2018

Sweden: Failure to properly investigate relocation options resulted in a dismissal being deemed unlawful

A baker was terminated with notice due to redundancy after the employer’s decision to close down a bakery. While the Labour Court found that there was a real redundancy situation at hand, the dismissal was unlawful since the employer had not properly investigated the possibility to relocate the baker elsewhere within the business.

Dec

2018

Sweden: It was not considered discrimination to terminate the probationary employment of an employee on parental leave

An employee’s probationary employment was subject to early termination after a period of absence due to pregnancy and childbirth. The Labour Court found that the termination in connection with maternity was not discriminatory since circumstances presented by the employee did not suggest that discrimination had occurred.

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