Best Hiring & Firing Lawyers in Solna

About Hiring & Firing Law in Solna, Sweden

Employment relationships in Solna follow Swedish national law and widely used collective agreements. The core legal framework is aimed at balancing employer flexibility and employee protection. Key themes are written contract clarity, fair procedures for termination, protection against unlawful discrimination, and strong union involvement where collective agreements apply. Whether you work for a multinational company, a local business in Solna, or for Solna Stad as a public employer, the same national statutes apply while collective agreements and local policies can add further rules or benefits.

Why You May Need a Lawyer

Employment matters often affect livelihoods and reputations. You may need a lawyer if you face any of the following situations:

- You are dismissed and believe the termination is unfair or lacks objective grounds.

- You have been subjected to discrimination, harassment, or a hostile work environment.

- Your employer refuses to follow a collective agreement, or there is a dispute over salary, notice period, or severance.

- You are an employer facing redundancy processes, complex reorganization rules, or potential claims from employees.

- You need help negotiating settlement agreements or drafting employment contracts, including clauses on confidentiality, non-compete, or garden-leave.

- Cross-border issues arise - for example, work permits, posted workers, or international assignment terms.

A lawyer specialising in Swedish employment law can explain your rights, evaluate the strength of a claim, handle communication with unions or opposing counsel, and represent you in negotiations or court if needed.

Local Laws Overview

Below are the key legal points that commonly affect hiring and firing in Solna and the rest of Sweden:

- Employment Protection Act (LAS) - The Employment Protection Act governs types of employment, probationary and permanent contracts, grounds for termination, protection against unfair dismissal, and rules on order of priority in redundancies. LAS is central to most wrongful dismissal issues.

- Co-determination Act (MBL) and Collective Agreements - Where collective agreements apply, employer obligations to consult unions and follow negotiated procedures are strong. The Co-determination Act sets rules for union negotiation and information duties. Many workplaces in Sweden are covered by collective agreements that regulate pay, notice periods, severance and redundancies.

- Discrimination Act - Employers must avoid discrimination and harassment on grounds such as gender, ethnicity, religion, disability, age, sexual orientation, or pregnancy. Victims can bring claims to the Equality Ombudsman or seek remedies in court.

- Working Environment and Health - The Swedish Work Environment Authority requires employers to maintain a safe and non-harmful work environment - including psychosocial factors that can lead to harassment or stress-related illness.

- Data Protection - Employers must handle employee personal data in line with GDPR. This includes lawful bases for processing, limited retention, and protecting sensitive data such as health information.

- Employment Contracts and Probation - Written employment contracts are recommended. Probationary employment is commonly used for new employees to assess suitability; probation periods are typically limited and regulated.

- Notice, Severance and Re-employment Priority - Statutory notice periods exist, and collective agreements often provide longer notice or better severance terms. Employees dismissed for redundancy often have priority for re-employment for a limited period under LAS - details may vary and collective agreements can change specific rules.

- Public Sector Specifics - Public employers such as municipalities follow the same national laws but also have internal policies and municipal rules that affect hiring, promotion and termination.

Frequently Asked Questions

What must an employer include in an employment contract?

An employment contract should state the parties, job title or description, place of work, start date, type of employment (permanent, fixed-term, probationary), working hours, salary and pay intervals, notice periods or reference to applicable collective agreement, and any special conditions such as non-compete or confidentiality clauses. Written terms reduce misunderstandings and are often required by law for specific elements.

Can I be dismissed without a reason?

No. Under Swedish law, an employer must have objective grounds for dismissal. Grounds are normally either personal reasons related to the employee or redundancy - lack of work. If you are dismissed, you are entitled to know the reason. If you suspect an unfair dismissal, contact your union or a lawyer promptly.

What is a probationary period and how long can it be?

Probationary employment is used to assess whether an employee is suitable for the job. Probation periods are commonly up to six months, but exact rules depend on national law and any applicable collective agreement. During probation both parties can terminate the employment with shorter notice, but dismissals must still be lawful.

What are my rights if my employer is restructuring and making redundancies?

Employers must follow fair procedures when making redundancies. This typically includes objective selection criteria, consultation obligations with trade unions where applicable, and providing notice. LAS includes rules on priority of re-employment based on length of service - collective agreements can modify these rules. If you face redundancy, keep documentation and seek advice early.

Can my employer place restrictions on working for competitors after I leave?

Non-compete clauses are permitted but closely regulated. They must be reasonable in scope, duration and geographic reach and must be proportionate to protect legitimate business interests. In many cases the clause must also be balanced by compensation. Consult a lawyer before signing or challenging such clauses.

What should I do if I experience discrimination or harassment at work?

Document incidents, dates and witnesses. Report the matter according to your employer's internal procedures and to your manager or HR. If the employer does not act, contact your union or the Equality Ombudsman. Legal remedies can include changes to the workplace, compensation, or other corrective measures.

How long do I have to challenge a dismissal?

Time limits apply and vary by type of claim. You should act promptly. If you are a union member, your union can often act quickly on your behalf. Even where exact limitation periods differ, early consultation with a lawyer or union representative preserves rights and evidence.

Do collective agreements affect hiring and firing rules?

Yes. Collective agreements often set minimum salaries, notice periods, redundancy procedures, severance entitlements and dispute resolution processes. Many workplaces in Sweden are covered by collective agreements, which can provide stronger employee protections than statutory minimums.

Can an employer dismiss someone who is on sick leave?

Dismissing an employee because of short-term sickness or reasonable sick leave related to illness is generally not lawful. Long-term inability to perform essential job duties can, in some circumstances, be grounds for termination after thorough assessment and reasonable accommodation. Employers must follow careful procedures and document steps taken.

What remedies are available if a dismissal is found unlawful?

Possible remedies include compensation for loss of income, negotiated settlements, and in limited cases reinstatement. Practical outcomes often depend on whether the employee is represented by a union and on negotiation between parties. Courts and tribunals consider facts, procedural fairness and applicable agreements when assessing remedies.

Additional Resources

Organizations and public bodies that can help with hiring and firing issues in Solna include:

- Swedish Employment Protection Act - the statutory framework governing dismissals and employment security.

- Arbetsdomstolen - the Swedish Labour Court that decides major employment disputes.

- Diskrimineringsombudsmannen - the Equality Ombudsman for discrimination and harassment matters.

- Arbetsmiljöverket - the Swedish Work Environment Authority for workplace safety and psychosocial work environment issues.

- Migrationsverket - the Swedish Migration Agency for work permits and residence permits for non-EU nationals.

- Arbetsförmedlingen - the Swedish Public Employment Service for support when you lose your job and for employer recruitment support.

- Trade unions - for example national unions that commonly represent employees in many sectors and provide legal assistance to members.

- Employer organisations and legal firms specialising in employment law - these advise employers and employees on contracts, redundancy processes and disputes.

- Solna Stad HR or personnel department - for public sector employees or applicants dealing with municipal employment matters.

Next Steps

If you need legal assistance with a hiring or firing matter in Solna, consider the following steps:

- Preserve documents - keep contracts, emails, pay slips, performance reviews and any correspondence related to the issue. Detailed notes of meetings and incidents are valuable.

- Talk to your union - if you are a member, contact your union early. Unions often handle negotiation and litigation in employment disputes.

- Seek an initial legal consultation - a lawyer with experience in Swedish employment law can assess your situation, explain likely outcomes and advise whether negotiation, mediation or litigation is the best path.

- Act quickly - employment disputes can have strict time limits and acting early preserves evidence and options.

- Consider mediation or settlement - many disputes are resolved by agreement, which can be faster and less costly than court.

- Know your practical objectives - whether you want to stay in your job, seek compensation, or obtain better references, clear objectives guide strategy.

Employment law matters can be technical and fact-sensitive. Getting timely, specialised advice will give you the best chance of a good outcome.