Best Employment Rights Lawyers in Solna

About Employment Rights Law in Solna, Sweden

Employment rights in Solna are governed primarily by Swedish national law and by collective bargaining agreements that apply to many workplaces. Solna is part of Sweden, so the same core legislation - such as the Employment Protection Act, the Discrimination Act, the Working Hours Act and the Annual Leave Act - applies. In practice, trade unions, collective agreements and local workplace rules play an important role in how rights are implemented. Employers must also follow occupational health and safety rules and social insurance regulations administered at national level. If you work in Solna you have the same basic protections as employees elsewhere in Sweden, but local representation - via a union representative or the employer s personnel function - can be important when resolving issues on the ground.

Why You May Need a Lawyer

Many employment problems can be handled informally, for example through discussion with your employer or with a union representative. You may need a lawyer when the legal issues are complex, when negotiations break down, or when you risk losing important rights. Common situations where legal advice is valuable include disputes about termination and notice, disagreements over severance or redundancy procedures, suspected unlawful discrimination or harassment, unpaid wages or overtime, interpretation of collective bargaining agreements, non-compete or confidentiality clauses, work-related injuries and insurance claims, and cross-border employment matters. A lawyer can evaluate the strength of your case, explain remedies and timelines, negotiate with the employer, and represent you in formal proceedings if necessary.

Local Laws Overview

Employment Protection Act - the Employment Protection Act (lagen om anställningsskydd, LAS) sets rules on types of employment, probationary employment, fixed-term contracts, notice periods and grounds for termination. LAS also contains rules on priority in redundancies, although deviations can occur by agreement between employer and union.

Discrimination Act - the Discrimination Act (diskrimineringslagen) prohibits discrimination on grounds such as gender, ethnicity, disability, sexual orientation, religion, age and gender identity. The act covers hiring, terms of employment, promotion and dismissals and requires employers to work actively to prevent discrimination.

Working Hours and Leave - the Working Hours Act (lagen om arbetstid) and the Annual Leave Act (semesterlagen) regulate hours, rest periods, overtime and holiday entitlement. Many details are also governed by collective agreements which can set more favourable terms than the statutory minimum.

Co-determination and Collective Bargaining - the Co-determination Act (medbestämmandelagen, MBL) governs rights to information and negotiation between employers and unions. Many workplaces in Solna are covered by collective agreements negotiated by trade unions and employer organisations. These agreements commonly regulate pay scales, notice periods, pensions and insurance coverage.

Workplace Safety and Health - the Work Environment Act and regulations enforced by the Swedish Work Environment Authority (Arbetsmiljöverket) require employers to ensure a safe and healthy workplace. Employees have rights to a safe working environment and to report hazards without retaliation.

Social Insurance and Injury - social insurance matters such as sick pay, parental leave and work injury compensation are administered by Försäkringskassan and by insurance schemes tied to collective agreements, including AFA Försäkring for occupational injury in many sectors.

Dispute Resolution - individual employment disputes often begin with negotiations or union support. If unresolved, disputes may be brought to district courts or specialized labour forums. The Labour Court (Arbetsdomstolen) decides important labour law and collective agreement cases, while ordinary courts handle many individual civil claims. Arbitration and mediation are common alternatives.

Frequently Asked Questions

Can my employer fire me without a reason?

No. Dismissal must generally be based on objective grounds - either redundancy or reasons related to the employee s conduct or performance. Termination must follow the rules set out in the Employment Protection Act and any applicable collective agreement. If you suspect an unlawful dismissal, seek advice promptly because there may be deadlines for raising a claim.

What should I do if I receive a notice of termination?

Read the termination letter carefully and note the stated grounds. Inform your union or seek legal advice as soon as possible. Check your collective agreement and employment contract for notice periods, severance entitlements and special protections. Preserve evidence - emails, performance reviews and correspondence - and ask for written confirmation of any verbal information.

How long is the probationary period in Sweden?

Probationary employment (provanställning) is commonly used and can last up to six months under Swedish rules. During probation both employer and employee have certain rights to terminate the employment with shorter notice, but the employer must still not act in breach of anti-discrimination rules or other statutory protections.

What if I am being discriminated against or harassed at work?

Document incidents and dates, report the matter to your manager or HR and to a union representative if you have one. Employers have a duty to investigate and act to prevent discrimination and harassment. You can also file a complaint with the Equality Ombudsman (Diskrimineringsombudsmannen). If internal procedures fail, legal action may be an option.

Who enforces workplace health and safety rules?

The Swedish Work Environment Authority (Arbetsmiljöverket) enforces many safety and health regulations. You should report serious risks to your employer and safety representative first. If the employer does not act, you can report the issue to Arbetsmiljöverket. Unions also play an important role in workplace safety oversight.

What remedies are available for wrongful dismissal?

Possible remedies include reinstatement in your job, compensation for lost wages and damages. The precise remedy depends on the circumstances, the applicable law and collective agreement. A lawyer or union representative can assess the most realistic remedy for your situation and the likelihood of success in court or settlement.

Can I bring a claim on my own, or do I need a lawyer?

You can start many processes yourself, and unions often provide legal assistance to members. For more complex disputes, litigation or when significant compensation is at stake, a lawyer experienced in Swedish employment law is usually advisable. A lawyer can handle procedural matters and negotiations and represent you in court if needed.

What if my employer has not paid wages or overtime?

Keep records of hours worked, contracts and payslips. Raise the matter in writing with your employer and contact your union for support. If non-payment continues, you may be able to bring a claim in court for unpaid wages. In some cases wage claims can be handled through simplified procedures or with union support.

How do collective agreements affect my rights?

Collective agreements often provide better conditions than statutory minimums, for example on pay, notice periods, pensions, insurance and severance. If your workplace is covered by a collective agreement, it will significantly affect what you can claim and how disputes are resolved. Always check whether a collective agreement applies to your employment.

What should I bring to a first meeting with a lawyer or union representative?

Bring your employment contract, any collective agreement if available, payslips, the notice of termination if any, emails or messages relevant to the dispute, performance reviews, sick notes and names of any witnesses. A clear timeline of events helps the adviser assess your case efficiently.

Additional Resources

Diskrimineringsombudsmannen - the Equality Ombudsman handles discrimination complaints and provides guidance on rights under the Discrimination Act.

Arbetsmiljöverket - the Swedish Work Environment Authority enforces health and safety regulations and provides workplace guidance.

Arbetsdomstolen - the Swedish Labour Court handles major labour law and collective agreement disputes.

Försäkringskassan - administers social insurance benefits such as sickness benefits and parental leave.

Arbetsförmedlingen - the Swedish Public Employment Service provides support for jobseekers and information about employment market rules.

AFA Försäkring - a provider of occupational injury and collective agreement related insurance in many sectors.

Local trade unions - for example Unionen, Kommunal, Sveriges Ingenjörer, IF Metall and others provide legal advice, representation and bargaining support to members.

Legal aid and right-to-legal-cost coverage - check whether you have rättsskydd in your home or legal expenses insurance and speak to your union about available legal assistance.

Solna municipal services - for local information about municipal employers and public sector employment rules within the municipality.

Next Steps

Step 1 - Assess the urgency: If you have received a termination letter or face immediate safety concerns, act quickly. Some actions have time limits, so do not delay.

Step 2 - Gather documentation: Collect your employment contract, payslips, emails, notices, performance reviews, medical certificates and any other relevant documents. Create a chronological timeline of events.

Step 3 - Contact your union: If you are a union member, contact your union representative as soon as possible. Unions commonly provide advice and legal support and can often negotiate directly with employers.

Step 4 - Seek independent legal advice if needed: If your union cannot help, or if you are not a member, consult a lawyer experienced in Swedish employment law. Ask about fees, likely outcomes and the timetable for your case. Check if your insurance offers legal expenses coverage.

Step 5 - Try negotiated resolution: Many disputes are resolved through negotiation, mediation or internal grievance procedures. A lawyer or union can help you prepare settlement proposals and evaluate offers.

Step 6 - Prepare for formal action: If negotiation fails, you and your adviser can decide whether to bring a claim to the appropriate forum. Understand the procedural steps, evidence needed and the potential remedies before proceeding.

Step 7 - Keep records and follow up: Maintain a file of all correspondence and continue to note important dates and communications. Stay informed about applicable collective agreements and statutory rights as your case progresses.

If you are unsure where to start, your best immediate actions are to preserve evidence, contact a union representative and arrange an initial consultation with a lawyer or legal adviser experienced in Swedish employment law. Local advisers will know how national rules apply in Solna and how best to proceed in your specific situation.