Best Labor Law Lawyers in Solna

About Labor Law in Solna, Sweden

Labor law in Solna is governed mainly by Swedish national legislation and collective agreements that apply across Sweden. Solna is part of Stockholm County, so the same national acts, institutional framework, and labour-market practices apply as elsewhere in Sweden. The legal framework focuses on employee protection, equal treatment, workplace health and safety, and rules on working hours, leave and social insurance. Many practical matters are decided by collective agreements between unions and employer organizations, and trade unions play a central role in protecting employee rights and providing legal support.

Why You May Need a Lawyer

People seek legal help in labour-law matters for many reasons. Common situations include:

- Wrongful dismissal, redundancy disputes and challenges to termination decisions.

- Claims for unpaid wages, overtime, holiday pay or pension entitlements.

- Discrimination, harassment or bullying at work that the employer has not remedied.

- Conflicts over employment contracts - such as disputed job duties, probationary periods, fixed-term contracts, and restrictive covenants like non-compete clauses.

- Health and safety breaches that lead to injury, or cases where the employer fails to follow the Work Environment Act.

- Disputes arising from collective bargaining, or situations where your union is in disagreement with the employer.

- Problems related to work permits, residency and the rights of foreign workers.

- Negotiating severance packages, settlement agreements, or seeking reinstatement or compensation.

- Guidance on procedural steps, deadlines and whether to bring a case to an authority or court.

Even when unions provide support, a specialised employment lawyer can help with strategic advice, drafting claims, formal negotiations, and representation in court or arbitration.

Local Laws Overview

Key pieces of Swedish legislation that are especially relevant in Solna include:

- Employment Protection Act (LAS) - regulates hiring and firing, notice periods, protection against unfair dismissal and rules for fixed-term employment and probationary periods.

- Work Environment Act - places duties on employers to ensure a safe and healthy workplace, to prevent harassment and to make reasonable adjustments for employees with health problems.

- Co-determination Act (MBL) - sets out the rights of unions and employees to information and negotiation on matters that affect the workplace and employment conditions.

- Discrimination Act - prohibits discrimination and harassment on the basis of gender, age, ethnicity, religion, disability, sexual orientation and other protected grounds, and requires active measures to promote equal treatment.

- Working Hours Act and Annual Leave Act - regulate maximum working hours, rest periods, overtime compensation and the right to paid vacation.

- Parental Leave Act and Social Insurance provisions - protect the right to parental leave and provide social-insurance based benefits for sickness, parental leave and long-term incapacity. Employers normally pay initial sick pay followed by benefits from the social insurance agency.

- Role of collective agreements - many practical employment terms are set in collective agreements, which can provide more generous rules than statutory minimums. Collective agreements often govern pay scales, notice periods, sick-pay arrangements and other conditions.

- Enforcement and dispute bodies - labour disputes may be handled through mediation, the Labour Court - Arbetsdomstolen - for certain collective disputes, district courts for civil employment claims, and government agencies for administrative matters.

Frequently Asked Questions

Can my employer dismiss me without giving any reason?

No. Under Swedish law an employer must have a valid reason to dismiss an employee. For dismissal due to the employee's conduct or performance the employer must be able to show "just cause". For redundancies the employer must show objective grounds related to the business. Exact procedures and consequences may vary depending on the employment contract and any applicable collective agreement.

What should I do first if I am dismissed?

Stay calm and document everything. Ask for a written statement of the reasons for dismissal. Review your employment contract and any collective agreement. Contact your union immediately if you are a member - unions often provide legal assistance. If you are not in a union, consider seeking advice from an employment lawyer. Act promptly - evidence can be lost and there may be time limits for bringing claims.

How can I challenge unpaid wages or holiday pay?

Start by raising the issue informally with your employer and keep written records. If that fails, contact your union or a lawyer. You can bring a claim in the general courts to recover unpaid wages or holiday pay. Administrative bodies and the Swedish Enforcement Authority may also be involved for payment enforcement. Timely action and good documentation - pay slips, contracts and timesheets - improve the chances of success.

Are collective agreements important for my rights?

Yes. Collective agreements often supplement statutory rights and can provide better pay, notice periods, sick-pay terms and other protections. They are widely used in Sweden. If a collective agreement covers your workplace, it will shape how disputes are resolved and what benefits you can expect.

What can I do if I experience discrimination or harassment?

Report the behaviour to your employer and to any workplace safety or HR contact. Your employer has a legal duty to investigate and take action. You can also file a complaint with the Equality Ombudsman - Diskrimineringsombudsmannen - or bring a civil claim for damages. Keep records of incidents, witnesses and communications.

Will a union pay for my legal costs?

Many trade unions offer legal support to members for work-related disputes, and this can include representation and legal costs. Coverage depends on the union and membership level. Check your union membership benefits early, because unions are often the first line of defence in Swedish labour disputes.

What rights do I have during parental leave or sick leave?

Employees have strong protections for parental leave and are protected from dismissal for reasons related to pregnancy or parental leave. For sick leave employers normally pay initial sick pay, and the social insurance agency can provide longer-term benefits. You have the right to return to your job or a similar post, subject to practical constraints and business needs.

How are working hours and overtime regulated?

Working hours and rest periods are regulated to protect health and safety. Overtime rules and compensation are laid down in law and commonly expanded by collective agreements. Your contract and any applicable agreement will determine overtime pay, compensatory time and maximum hours.

Do I need a work permit to work in Solna?

If you are not a citizen of the EU/EEA or Switzerland you will usually need a work and residence permit to work in Sweden. Immigration-related employment questions can affect the legality of your employment and your rights, so seek advice early if your immigration status is unclear.

Where do I take my dispute - mediation, authority or court?

Many disputes are first raised with the employer and the union. For some matters mediation or arbitration is used. Certain collective disputes go to the Labour Court - Arbetsdomstolen. Civil claims such as unpaid wages, wrongful dismissal or discrimination can be brought to district courts or administrative bodies, depending on the issue. A lawyer or your union can advise the best route in your situation.

Additional Resources

Useful organisations and authorities in Sweden that can assist with labour-law matters include:

- Swedish Work Environment Authority - oversees workplace health and safety issues.

- Equality Ombudsman - handles discrimination complaints and provides guidance.

- Swedish Social Insurance Agency - manages sickness benefits, parental benefits and related questions.

- Labour Court - Arbetsdomstolen - adjudicates certain labour-law disputes, particularly collective issues.

- Swedish Migration Agency - handles work and residence permits for non-EU workers.

- Trade unions - for example unions representing white-collar and blue-collar workers; unions often provide legal advice and representation to members.

- Employer organisations - these help employers and provide context for collective agreements.

- Swedish Bar Association - lists qualified lawyers and specialisations; search for lawyers with experience in labour law and arbetsrätt.

- Solna municipality - local HR offices and municipal employers can provide information about public-sector employment and local procedures.

Next Steps

If you need legal assistance in Solna, follow these practical steps:

- Gather documents - employment contract, pay slips, emails, notices, time records and any written communication relevant to your case.

- Make a clear timeline of events with dates, times and witnesses.

- Contact your union if you are a member - unions often provide fast, practical help and lawyers for members.

- Contact the employer or HR in writing to try to resolve the issue internally, while keeping copies of all correspondence.

- If internal resolution fails, consult an employment-law specialist - ask about experience with Swedish labour law and with cases like yours. Request a written fee estimate and ask whether the firm offers an initial consultation.

- Consider administrative options - filing a discrimination complaint, reporting health and safety breaches to the appropriate authority, or seeking mediation through a labour market body.

- Act promptly - many remedies have time limits and evidence can be lost over time.

- Keep a pragmatic perspective - consider costs, the desired outcome, and whether negotiation or a formal claim is the best route for your situation.

Getting early, specialist advice will help you understand your options and increase your chances of a favourable outcome in a Solna labour-law matter.