Best Employment & Labor Lawyers in Solna

About Employment & Labor Law in Solna, Sweden

Employment and labor law in Solna follows Swedish national law and the Swedish labor market model. That means most rules are set at the national level - in statutes and collective agreements - and apply equally in Solna as elsewhere in Sweden. Employers and employees in Solna are bound by the Employment Protection Act, the Co-determination Act, the Discrimination Act, the Working Hours Act, the Annual Leave Act and other central statutes, as well as by sector or workplace collective agreements where they exist. Unions play a strong role in workplace relations, and many disputes are resolved through negotiation, mediation or, in certain cases, specialized labor courts. If you live or work in Solna you should also be aware of local support services and how to contact authorities that handle workplace safety, social insurance and discrimination complaints.

Why You May Need a Lawyer

Not every employment issue needs a lawyer, but legal help is useful when rights, income or long-term career prospects are at stake. Common reasons to consult a lawyer include: contested terminations or redundancy processes; disputes about notice periods, severance or unpaid wages; allegations of discrimination, harassment or retaliation; complex workplace reorganizations; disputes over collective agreement interpretation; cross-border employment arrangements or expatriate packages; serious workplace injuries or occupational disease claims; and representation in court or arbitration when negotiations or mediation fail. Lawyers can review contracts, explain statutory rights and collective agreement terms, advise on strategy, negotiate settlements and represent you in courts or administrative bodies.

Local Laws Overview

Key legal frameworks you should know about include the following national laws which apply in Solna:

Employment Protection Act - This law governs forms of employment, probationary employment, termination rules, seniority-based priority rights at redundancies and notice periods. It sets minimum protections against unfair dismissal and contains rules about conversion from successive fixed-term contracts to permanent status after specified timeframes.

Co-determination Act - This law regulates the relationship between employers, employees and trade unions, and imposes obligations to negotiate and inform unions before certain decisions that affect employment and working conditions.

Discrimination Act - Discrimination and harassment on grounds such as sex, gender identity, ethnicity, religion, disability, sexual orientation, age and other protected grounds are prohibited. Employers have a responsibility to prevent and act on harassment and discrimination.

Working Hours Act and Annual Leave Act - These laws set rules about maximum working hours, rest periods, night work, overtime compensation and minimum annual leave. Collective agreements commonly expand on or improve these statutory minimums.

Work Environment Act - Employers must ensure a safe and healthy workplace, prevent risks, carry out systematic work environment management and report serious incidents. The Swedish Work Environment Authority enforces these rules.

Social insurance rules - Sick pay, sickness benefit, parental benefit and related protections are administered through both employer responsibilities and Försäkringskassan. Job protection during parental leave and certain sickness situations is a legal right.

Collective agreements - Many workplaces in Solna are covered by collective agreements that supplement statutory protections on wages, notice periods, overtime, pension and other benefits. Unions often provide advice and legal support to members.

Dispute resolution - Many employment disputes are resolved through negotiations, union processes or mediation. Labor-specific cases between collective parties can reach the Swedish Labor Court - Arbetsdomstolen. Individual claims may be brought in general courts or administrative bodies depending on the type of claim.

Frequently Asked Questions

What are my rights if my employer tries to dismiss me?

Your rights depend on the reason for dismissal and your contract status. If you are a permanent employee, the employer must have objective grounds for dismissal - either personal reasons or redundancy. They must follow statutory procedures and any applicable collective agreement requirements. If you have been unfairly dismissed you can challenge the dismissal through negotiation, your union or the courts. Document all communications and seek advice quickly.

How long is my notice period?

Notice periods vary depending on whether you resign or are dismissed and on the length of your employment and any collective agreement terms. Statutory minimum notice periods are set by law, but collective agreements or individual contracts can provide longer notice. Check your written employment contract and any applicable collective agreement, and ask your union or a lawyer if you are unsure.

Can an employer dismiss me during probation?

Yes, employers can normally terminate employment during a probationary period, but they must still have a fair reason and follow any contractual or collective agreement rules. Probationary periods are commonly up to six months. Even during probation you have rights against discrimination and unlawful treatment. If you suspect dismissal was for an unlawful reason you should seek advice.

Do I need a written employment contract?

Employers should provide written terms of employment that cover key items such as salary, working hours, job title, place of work and notice periods. While verbal agreements can be binding, having a written contract provides clarity and stronger evidence in disputes. Ask your employer for written confirmation if one has not been provided.

What can I do if I face discrimination or harassment at work?

Report the issue to your employer so they can investigate and take action - employers are legally obliged to prevent and address harassment and discrimination. If the employer does not act, contact your union for support, or file a complaint with the Equality Ombudsman - Diskrimineringsombudsmannen. You may also seek legal advice about compensation claims or to pursue the matter in court.

What happens if I am sick and cannot work?

In most cases your employer pays sick pay during the first period of illness and thereafter you may apply for sickness benefit from Försäkringskassan. You should notify your employer promptly and provide required medical certificates when requested. You have protection from dismissal related to short-term sickness in many cases, but long-term incapacity may raise complex issues - get advice if your employer starts termination procedures linked to health.

How are redundancies handled in Sweden?

Redundancies must follow objective criteria and procedures. Employers should consult unions and follow co-determination rules before final decisions. Priority rules based on length of service often apply, and employers must provide notice and consider reassignments. If you are affected, check whether collective agreements give additional rights, and seek advice about severance, re-employment rights and any negotiation possibilities.

How do collective agreements affect my employment rights?

Collective agreements often set terms that exceed statutory minimums for pay, pensions, notice periods, overtime and other conditions. If your workplace is covered by a collective agreement you can usually contact the union that negotiated it for advice and representation. Even when you are not a member, the collective agreement may still apply to your workplace if the employer and union have a binding agreement.

What evidence should I gather if I want to make a claim?

Keep written records of employment contracts, pay slips, emails, messages, performance reviews, warnings, meeting notes, medical certificates and any witness names. Record dates, times and details of incidents and conversations. Good documentation materially strengthens your position in negotiations or legal proceedings.

How do I find and pay for a lawyer in Solna?

Start by asking your union for recommended lawyers or representation. If you are not unionized, look for experienced employment law specialists through local bar associations or lawyer directories. Initial consultations may be free or charged at a fixed rate. Lawyers work on hourly, fixed-fee or conditional arrangements in some cases. Legal aid may be available for low-income individuals in qualifying cases. Discuss fees, likely costs and strategy at your first meeting so you understand financial risks.

Additional Resources

There are a number of national authorities and organizations that handle employment related matters and can provide information or take complaints. The Swedish Work Environment Authority enforces workplace safety rules and handles serious incident reports. Försäkringskassan administers sick pay, parental benefits and other social insurance matters. The Equality Ombudsman handles discrimination complaints. Arbetsförmedlingen provides employment services, job matching and support for those seeking work. Arbetsdomstolen is the specialized labor court that decides certain disputes between unions and employers. Your local union or trade organization can provide practical advice and legal support. The Swedish Bar Association can help you find qualified employment law lawyers. Solna municipality's citizen services can guide you to local support where appropriate.

Next Steps

If you need legal assistance with an employment or labor issue in Solna, follow these practical steps: first, collect and preserve all relevant documents and communications. Second, review your employment contract and any collective agreement that covers your workplace. Third, contact your union if you are a member - unions often provide free advice and representation. Fourth, consider an initial consultation with an employment lawyer to understand your legal position, likely outcomes and costs. Fifth, act quickly - employment disputes often have time limits and delays can weaken evidence. Sixth, explore negotiated solutions first - many cases resolve through settlement, mediation or union negotiation. Finally, if negotiation fails, be prepared to pursue formal dispute resolution through the appropriate authority or court with professional representation.