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Actus Advokatbyrå
Örebro, Sweden

Founded in 1990
English
Actus Advokatbyrå is a distinguished Swedish law firm with offices in Västerås, Eskilstuna, Örebro, and Karlstad. The firm offers comprehensive legal services across various practice areas, including criminal law, family law, employment law, estate planning, personal injury, real estate, and...
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About Hiring & Firing Law in Örebro, Sweden

Hiring and firing in Örebro operate under Swedish labor law, which emphasizes strong worker protections, transparency, and fairness. The legal landscape covers all steps of employment, from job advertisements to termination, and applies to both employees and employers in Ørebro. Local companies and organizations must apply both national laws and any local collective agreements relevant to their industry. Örebro’s labor market includes a mix of public sector, industrial, and service employers, making a robust understanding of hiring and firing practices especially important.

Why You May Need a Lawyer

There are many situations where legal advice is recommended during the hiring or firing process. Employees may need help if they suspect wrongful termination, discrimination, or if they have been dismissed without the proper notice or severance pay. Employers may seek legal guidance to ensure lawful hiring practices, properly structured employment contracts, or to conduct a compliant termination process. Disputes over non-compete clauses, references, or accusations of workplace misconduct are other scenarios where a legal specialist can help avoid costly mistakes and misunderstandings.

Local Laws Overview

Hiring and firing in Örebro are predominantly governed by national legislation, specifically the Employment Protection Act (LAS), the Discrimination Act, and various regulations around collective bargaining agreements (Kollektivavtal). Key aspects include:

  • Employment Contracts: Must be provided in writing no later than one month after the employee starts work. Contracts outline job tasks, salary, working hours, notice periods, and other key terms.
  • Probation Periods: Probation is common and can last up to six months, during which either party can terminate employment with short notice.
  • Notice Periods: Notice varies depending on the length of employment and any collective agreements in place. The minimum statutory notice is usually one month.
  • Just Cause for Termination: Employers must have factual and valid reasons to terminate an employee. Redundancy, personal reasons, or breach of contract are typical grounds.
  • Protection Against Unfair Dismissal: Employees have strong protections, and dismissal processes must follow fair procedures. Illegal terminations can lead to lawsuits and penalties.
  • Collective Bargaining Agreements: Many jobs in Örebro are covered by collective agreements that may give additional rights or obligations.
  • Discrimination Law: Employers must ensure equal treatment and prevent discrimination based on gender, age, ethnicity, disability, sexual orientation, or other protected characteristics.
  • Termination Process: Written notice, a statement of reasons, and sometimes union involvement are required. Some terminations require proper warnings and documentation.

Frequently Asked Questions

What is a legal reason for firing an employee in Örebro?

An employer must have objective and fair reasons for termination, such as redundancy or serious personal misconduct. Arbitrary or discriminatory firings are illegal.

Do I need to give notice before terminating employment?

Yes. The law requires that notice be given according to the employment contract, national legislation, or collective agreement. The minimum notice period is usually one month.

Is it mandatory to have a written employment contract?

Yes. Swedish law requires a written contract with core employment terms no later than one month after starting work.

Can an employee contest a dismissal?

Yes. Employees can challenge a dismissal they believe is unfair by filing a dispute with their local union or the Labor Court.

What protections exist against discrimination in hiring and firing?

The Discrimination Act prohibits discrimination based on age, gender, ethnicity, religion, disability, or sexual orientation at every stage of employment including hiring and firing.

Are there special procedures for terminating employees during probation?

Yes. While probationary employment allows for easier dismissal, employers must still provide written notice and cannot terminate for discriminatory reasons.

What are my rights if my position is made redundant?

Employees made redundant due to organizational changes are entitled to notice, severance pay (if applicable), and fair selection processes if there are multiple employees in similar roles.

Can an employer ask about personal details during hiring?

Employers may ask only relevant questions and must avoid any that could be seen as discriminatory under the Discrimination Act.

How do collective bargaining agreements affect hiring and firing?

These agreements can provide additional employee protections or obligations for employers and must be followed in addition to statutory law.

Who can I contact if I need help understanding my rights?

You can contact your local union, the Swedish Work Environment Authority, or a qualified employment lawyer for guidance specific to your case.

Additional Resources

If you are seeking help or more information regarding hiring and firing in Örebro, consider reaching out to the following:

  • The Swedish Work Environment Authority (Arbetsmiljöverket): Provides information on workplace rights and safety.
  • The Swedish Employment Agency (Arbetsförmedlingen): Offers employment services and advice for both employers and job seekers.
  • Local Trade Unions: Can offer legal support and representation in employment disputes.
  • Local law firms specializing in labor law: Private legal advice can clarify complex cases.
  • Örebro Municipality's HR Advisory Services: May provide guidance for municipal employees or those working in the public sector.

Next Steps

If you believe your rights have been infringed or you are an employer facing a challenging hiring or firing issue, begin by gathering all relevant employment documents, correspondence, and contracts. Speak with your union representative if you are a member, as unions in Sweden have strong authority in labor matters. Consider consulting a lawyer who specializes in Swedish labor law for tailored advice, especially in complex or contested cases. Keep to deadlines for appealing dismissals, as quick action is often required to protect your rights. Lastly, use local official resources to confirm your obligations and entitlements before making any decisions related to hiring or firing in Örebro.

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Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation. We disclaim all liability for actions taken or not taken based on the content of this page. If you believe any information is incorrect or outdated, please contact us, and we will review and update it where appropriate.