The termination of the employment relationship due to a lack of work is a significant change for the company. The employer must therefore negotiate with the union under the Swedish Workers` Participation in Decision-Making (MBL) Act. Negotiations must be concluded before they are completed. If you and the union do not reach an agreement, make the final decision. Any employee in the private sector (with an employment contract of more than one month) is entitled to severance pay. If the employment relationship lasts more than one month, the employer is obliged, from the first day of the employment relationship, to pay a contribution of 1.53% of the monthly salary to a pension fund. However, no contributions are to be made for the first month. The fund must be selected in a timely manner on the basis of an enterprise agreement, i.e. between the employer and the Works Council. If there is no business committee in the company, the employer must choose a fund within one week and inform all employees in writing. If at least one-third of workers refuse the chosen fund within two weeks, the employer must propose an alternative.

A workers` organisation must be consulted at the request of the workers concerned. If it is not yet possible to reach an agreement within two weeks of the participation of the workers` organization, an arbitration body decides the fund. Bab.la erbjuder `ven det tysk-svenska lexikonet fer fler `vvers-ttningar. Collective agreements can impose specific rules of priority. The main rule of the Swedish Labour Protection Act (LAS) is simple: the last, first outside. If there are workers who have been employed for the same period, their age is the determining factor. Older people are more protected than young people. Adequate qualifications can also be decisive. Tariff rules may be different. Most central collective agreements give the employer the opportunity to negotiate the hierarchy with the local trade union organization. If the worker wishes to withdraw the payment, he must inform the Fund in writing within six months of the end of the employment contract. The amount of severance pay is calculated on the basis of cumulative contributions until the end of the month in which the fee is due.

In the event of termination of the employment contract, the worker is entitled to severance pay from the fund, unless social plans may also include specific severance agreements. You must inform staff of the right of priority for dismissal or no less than one month before the termination of the employment. The rules do not apply in situations where you temporarily employ staff in another way, for example. B by the use of a staff company. However, they cannot only recruit staff to circumvent the law of rehiring. Even if the company changes ownership during the period to which the right of priority refers, the dismissed worker has the priority of the new employer. Download the Swedish Agency for Economic and Regional Growth`s calculation tool on the amount of aid you can get if your application is approved (in Swedish) Dessa meningar kommer frén externa kàllor och kan inneh-lla fel. bab.la `r inte ansvarigt fer deras innehll. If more than one person has priority, their ranking over the other is determined on the basis of seniority.