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Employer law in Solna follows Swedish national labour and employment legislation while operating in the local context of Solna municipality and the Stockholm region. Key features of the Swedish system include strong statutory protections for employees, widespread use of collective agreements negotiated by trade unions and employer organisations, and active oversight by national bodies such as the Work Environment Authority and the Swedish Enforcement and Tax authorities. Employers in Solna - whether small local businesses, branches of national companies or municipal employers - must comply with national acts as well as applicable collective agreements and local administrative rules.
Employers often seek legal help to reduce risk, comply with complex rules and resolve disputes. Common situations include:
- Termination and dismissal disputes, including claims for unfair dismissal or wrongful termination.
- Mass redundancies, restructuring and outsourcing where selection criteria and negotiation obligations must be followed.
- Negotiations with trade unions, interpretation of collective agreements and handling MBL-procedures (co-determination).
- Drafting, reviewing and enforcing employment contracts, confidentiality agreements, non-compete clauses and restrictive covenants.
- Handling workplace investigations into harassment, discrimination or safety incidents, and preparing for potential claims before authorities.
- Hiring foreign nationals and ensuring compliance with work-permit and tax obligations.
- Payroll, social security contributions, and disputes involving Skatteverket or Försäkringskassan.
Legal advice can also help employers design compliant policies, reduce exposure to fines or compensation claims and manage sensitive staff relations professionally.
Key legal instruments and local rules relevant to employers in Solna include:
- Employment Protection Act (LAS) - governs hiring, probationary employment, grounds for termination and statutory notice periods.
- Co-determination Act (MBL) - sets out rights for trade unions to be informed and consulted on major changes and collective bargaining procedures.
- Work Environment Act (Arbetsmiljölagen) and Arbetsmiljöverket rules - require employers to maintain a safe and healthy workplace and to prevent risks to physical and mental health.
- Working Hours Act (Arbetstidslagen) - regulates working time, rest periods and overtime.
- Discrimination Act (Diskrimineringslagen) - prohibits discrimination on grounds such as gender, age, ethnicity, religion, disability, sexual orientation and more.
- Collective agreements (kollektivavtal) - often regulate pay, notice periods, pension contributions, sick pay supplements and other terms that go beyond statutory minima. Many Swedish workplaces are governed by industry or employer-specific collective agreements.
- Social insurance and payroll obligations - employers must register with Skatteverket, withhold income tax, pay employer contributions and handle reporting to Försäkringskassan and the Pensions Agency as required.
- Administrative and enforcement bodies - Arbetsdomstolen handles many employment disputes, Arbetsmiljöverket enforces work-environment rules, Diskrimineringsombudsmannen supervises anti-discrimination law and Skatteverket oversees payroll taxation and social fees.
Notice periods depend on whether there is a collective agreement and on the length of the employee's service. The Employment Protection Act (LAS) sets statutory minimum notice periods which generally increase with the employee's length of service. Collective agreements commonly contain specific notice rules that may be longer than statutory minima. Always check the applicable collective agreement and the employee's contract before giving notice.
Yes, probationary employment can normally be terminated more easily than permanent employment, but the dismissal must still be objectively justifiable and not discriminatory. Employers should still observe any notice period applicable during probation, document performance issues or other reasons for termination, and comply with any collective-agreement provisions.
Swedish law requires employers to provide employees with a written statement of essential employment conditions within a short time after the employment begins. While informal verbal agreements can be binding, a written contract or written statement clarifying terms such as work duties, salary, working hours, notice periods and probation is strongly recommended to avoid later disputes.
Employers have statutory obligations in relation to sick leave, including paying or arranging sickness pay for employees during the initial period of sickness and following rules for reporting and documentation. After the employer-covered period, employees may receive sickness benefits from Försäkringskassan. Employers also have duties to support rehabilitation and adapt work to facilitate return to work. Check statutory rules and any collective agreement provisions for detailed requirements.
Redundancy must typically be based on objective grounds related to the business - such as lack of work or reorganisation - and employers must follow selection rules and negotiate with unions where applicable. The principle of "last in - first out" can apply under LAS unless collective agreements specify other criteria. For larger scale redundancies there are information and consultation obligations and notification requirements to public authorities. Legal advice is useful to ensure compliance and to reduce the risk of claims.
Trade unions enjoy strong rights under the Co-determination Act (MBL). Employers must inform and consult relevant unions on major changes affecting employees. If a collective agreement exists, many terms are negotiated between the employer and the union and are binding. Unauthorised unilateral changes can lead to disputes and legal consequences, so involve unions early when planning organisational changes.
Confidentiality agreements are widely used and generally enforceable where reasonable. Non-compete clauses are allowed but are narrowly interpreted - they must protect legitimate business interests and be reasonable in scope, duration and geographic reach. The enforceability of a non-compete can be affected by the employee's role and the compensation provided. Carefully drafted clauses and legal review are important to increase enforceability.
Take all allegations seriously, investigate promptly and impartially, document findings and take appropriate corrective action. Employers have a duty to prevent harassment and discrimination and to protect employees. You may need to involve the workplace safety representative or union, follow internal policies and, where required, report incidents to relevant authorities. Failure to act can lead to legal claims and enforcement measures by the Equality Ombudsman (DO).
Hiring non-EU citizens typically requires an approved work permit and residence permit in accordance with Swedish migration rules. Employers must usually offer terms that comply with Swedish collective bargaining standards and demonstrate that employment conditions meet legal requirements. Payroll, taxation and social-security registration are also mandatory. Seek legal or immigration-advisory help early in the recruitment process to avoid delays or breaches.
Consequences of non-compliance can include compensation claims, reinstatement orders, fines from regulatory agencies, tax and social-fee assessments from Skatteverket, penalties from the Work Environment Authority, reputational harm and prolonged disputes with unions. Early legal advice can help reduce exposure and achieve negotiated solutions where possible.
Useful organisations and authorities to contact or consult include:
- Arbetsmiljöverket (Swedish Work Environment Authority) - enforces workplace health and safety rules.
- Diskrimineringsombudsmannen (DO) - supervises discrimination law and guidance.
- Arbetsdomstolen - the Swedish Labour Court for specialised employment-law disputes.
- Skatteverket - for employer registration, withholding tax and social contributions.
- Försäkringskassan - handles sickness benefits and some social-insurance matters.
- Migrationsverket - for work permits and immigration-related employer obligations.
- Medlingsinstitutet - national mediation authority involved in collective bargaining matters.
- Sveriges Advokatsamfund (Swedish Bar Association) - for lists of certified lawyers and ethical standards.
- Local bodies such as Solna Stad - for municipal regulations, local procurement or municipal employment issues.
- Major trade unions and employer organisations relevant to your sector - for collective-agreement information and practical guidance.
If you need legal assistance as an employer in Solna, follow these practical steps:
- Identify the issue clearly - dismissal, restructuring, a discrimination claim, contract drafting, payroll or immigration.
- Gather documents - employment contracts, collective agreements, payroll records, correspondence, disciplinary notes, sick-notes and any investigation records.
- Seek a lawyer with employment-law experience in Sweden and familiarity with collective agreements relevant to your sector. Check credentials, ask about experience with similar cases and confirm language capabilities if needed.
- Ask about fees - fixed-fee options for document review, hourly rates for litigation, and whether an initial consultation is available.
- Consider early dialogue and mediation with employees or unions where appropriate - many disputes can be resolved without formal litigation.
- Act promptly - many employment-law issues have strict procedural steps and time limits, and proactive legal advice can prevent costly mistakes.
Getting specialised legal advice early will help you comply with Swedish laws, manage employee relations professionally and reduce the risk of disputes in Solna.
