The case concerned an employee who was dismissed due to his inability to perform in accordance with his undertakings following from the employment contract. The Court concluded that the dismissal was based on legal grounds.
The Labour Court awarded the employee SEK 50,000 in general damages, an amount corresponding to two months’ salary in economic damages and obligated the employee to pay half of the employer’s legal costs due to the overall outcome of the case.
The Labour Court awarded an employee of a law firm retroactive vacation pay and damages for the law firm’s breach of the Swedish Annual Leave, concluding that the law firm had been unsuccessful in proving that the parties had agreed that the vacation pay should be in included in the salary.
an employee organisation for musical artists gave notice of industrial actions when the production company for the TV-show IDOL refused to enter into a collective bargaining agreement. The production company disputed the legality of the industrial actions due to the peace obligation. The Labour Court declared the industrial actions legal by an interim decision.
in a redundancy situation, a number of employees in a grocery chain were offered continued employment with shortened working hours. The employees signed the employment offers, but noted “under protest” on them. The Labour Court found that the offers should be regarded as an offer of new employment and that the employees had accepted the offers, regardless of their note of “under protest”. The offer of new employment was not seen as a dismissal from the employer’s side.
amendments to the Act regarding Active Measures will come into force on 1 January 2017.
Employment Law Across 27 Jurisdictions 2016, an L&E Global and Clyde & Co joint publication, provides a brief outline of the employment law regime across 27 key jurisdictions throughout the globe.
On 31 March 2016 new provisions about organisational and social work environment (AFS 2015:4) will come into effect. According to the provisions the employer must, for example, have a policy in place with clear routines for how to handle victimization at work. If the obligations are not observed, the employer may be liable to pay […]
For employers with operations in multiple jurisdictions, litigation over disputes related to employment matters is a very real and increasingly significant concern, which applies to every sector of industry, in every region of the world. This comprehensive publication includes contributions from 28 key jurisdictions across 5 continents and will be a valuable resource for all […]
A new collective bargaining agreement regarding the use of non-compete clauses has been adopted by the labour market organizations. This agreement is likely to influence the common practice on the labour market in general, and thus, will also affect employers that are not bound by the collective bargaining agreement. It can be noted that the […]