Legislative changes concerning the Co-Determination in the Workplace Act stipulate that employees may only conduct or participate in a strike against an employer already bound to a collective bargaining agreement under certain conditions
The Labour Court ruled that a dismissal of a female police officer, who had been dismissed following a failed security check, was lawful. The outcome of the security check itself did not constitute legal grounds for dismissal, but the circumstances related to the outcome, for example her relationship with a man who had a criminal record, constituted legal grounds for dismissal of the police officer
Legislative changes concerning the Employment Protection Act (1982:80) will entitle employees to employment protection until they reach 69 years of age, prolonging the period of employment protection by two years to adapt to increased average lifespans
The Labour Court ruled that an employer had lawful grounds to summarily dismiss a construction worker due to his theft of building materials. However, the employer’s lack of information and delayed payment of accrued vacation entitlement in connection with the summary dismissal entitled the worker to SEK 17,000 in damages
Court ruling that the actions of an assistant nurse in a care home had been inappropriate and warranting of criticism, but not proven to constitute legal grounds for summary dismissal, and that her employer was liable to pay SEK 370,000 in damages
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
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.
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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
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
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