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
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
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.
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.
An employee got into a dispute with his employer regarding the planning of the employee’s annual leave and was absent from work for a week without the employer’s approval. The Labour Court found the employee’s actions constituted grounds for summary dismissal by the employer.
The Labour Court overruled two cases on interim measures as regards post termination restrictions for game programmers because the restrictions on non-solicitation of employees were deemed unreasonable towards the game programmers.
The Labour Court ruled that an applicant for a position as interpreter was subject to discrimination when the hiring company cancelling the interview because the applicant, due to her religious belief, declined to shake hands with a representative of the company
Following a transfer of undertakings, the transferred employees were dismissed more than one year after the transfer took place. The employer did not include the employees’ length of service with the transferor when determining their rights of extended periods of notice. The Swedish Labour Court ruled that the employees were not entitled to extended periods of notice.
Four employees resigned to start a business in competition with their former employer. The former employer claimed damages from the employees. The former employer could not prove that the employees unlawfully had used trade secrets, but the Swedish Labour Court found that the disloyalty warranted economic liability.
An employee received payments from a party other than the employer stipulated in the employment agreement. The employee was deemed to have justified reasons to perceive the party paying the salary as the employer and thus the right party against which an action for damages could be brought.