Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Wrongful termination in Kungälv is governed by Swedish national employment law - primarily the Employment Protection Act - combined with collective bargaining agreements and other statutes that protect employees from unlawful dismissal. Termination may be challenged if an employer does not have objectively justified grounds, fails to follow required procedures, or discriminates against an employee on a protected ground. Local practice in Kungälv follows the same legal framework as the rest of Sweden, and most disputes are handled through union negotiation, mediation, or the Swedish labour courts and general courts when necessary.
Employment disputes can be legally and factually complex. You may need a lawyer when the facts are contested, when you want to seek reinstatement or higher damages, when the employer refuses to negotiate, or when discrimination or harassment is involved. A lawyer can help you assess the strength of your case, preserve evidence, explain deadlines and legal remedies, negotiate settlements, and represent you in formal proceedings. If you are a union member, the union typically provides legal support - but you may still want independent legal advice if there is a conflict of interest or if your case raises unusual legal questions.
Key legal elements that matter in Kungälv - and throughout Sweden - include the Employment Protection Act - Lagen om anställningsskydd (LAS) - and the Co-determination Act - Medbestämmandelagen (MBL). LAS sets out when dismissals are permissible, notice periods, rules for fixed-term and permanent employment, probationary employment and the distinction between dismissal for personal reasons and dismissal due to redundancy.
MBL requires employers to negotiate with trade unions on significant changes and dismissals in many situations. Collective bargaining agreements often provide additional protections or longer notice periods than statutory minimums. The Discrimination Act protects employees against dismissal linked to gender, ethnicity, religion, disability, sexual orientation, age and other protected grounds. The Labour Court - Arbetsdomstolen - is the specialised national court for many labour law disputes, but local negotiation and union procedures are the usual first steps.
Wrongful termination generally means a dismissal that is not objectively justified under LAS, where the employer has not followed required procedures, where turordning rules for redundancies have been ignored, or where the dismissal is based on a prohibited ground such as discrimination. A termination can also be wrongful if the employer did not provide the required notice or did not follow MBL negotiation obligations with the union.
Yes - employers may terminate a probationary employment during the trial period, but the dismissal still must not be discriminatory or violate basic employment protections. Probationary periods are normally limited to six months. If you believe the reason for termination during probation is unlawful, you should contact your union or a lawyer quickly.
Notice periods depend on whether you are the one resigning or your employer is dismissing you, and collective agreements often modify statutory periods. Under LAS employers must give notice and the length of notice increases with length of service. Many collective agreements provide longer notice periods. Fixed-term contracts usually end automatically unless otherwise stated.
Document everything - keep written notices, emails, messages and any performance notes. Ask your employer for the reason for dismissal in writing. Contact your union representative as soon as possible. If you are not in a union, consult an employment lawyer promptly - strict time limits can apply for certain claims. Do not delete communications or destroy evidence.
If you are unlawfully dismissed you may have a right to reinstatement or to damages instead. In practice, reinstatement is less common than negotiated solutions or compensation, but it remains a possible remedy. Whether reinstatement is realistic depends on the facts, workplace relationships and practical considerations. A lawyer or union can advise on realistic remedies.
Dismissing someone because of illness or pregnancy can raise serious legal issues under discrimination rules and LAS. Employers have duties to consider workplace accommodations and to investigate whether dismissal is justified. If you suspect discrimination, contact the Equality Ombudsman - Diskrimineringsombudsmannen - and your union or lawyer for guidance.
Collective agreements often provide stronger protection than the statutory minimums - for notice periods, severance arrangements and internal procedures. If you are covered by a collective agreement, your union is normally the first point of contact and will typically represent you in negotiations or legal actions.
Important evidence includes written termination notices, employment contracts, performance reviews, emails or text messages related to the dismissal, witness statements from colleagues, records of meetings and any communications with HR or the employer. Evidence of discriminatory comments or inconsistent application of workplace rules can be crucial.
There are strict time limits for many employment claims. Deadlines vary by claim type and whether you seek reinstatement, damages or discrimination remedies. Because time limits can be short, contact your union or a lawyer promptly to preserve your rights and to make sure deadlines are met.
Outcomes vary depending on the facts. Common outcomes include negotiated settlements, compensation for lost earnings, or in some cases reinstatement. Courts or arbitrators can award damages for wrongful dismissal and may order other remedies. The exact compensation depends on the length of unemployment, salary loss, and the circumstances surrounding the dismissal.
Important organisations and resources that can help someone in Kungälv include unions and trade organisations that represent employees in your sector, the Swedish Equality Ombudsman - Diskrimineringsombudsmannen - for discrimination issues, the Labour Court - Arbetsdomstolen - for specialised labour disputes, and the Swedish Work Environment Authority - Arbetsmiljöverket - for workplace health and safety concerns. Local legal firms with employment law experience and municipal social services may also provide guidance or referrals. Your local union branch is often the fastest route to practical legal support.
1. Stay calm and document - Write down what happened, preserve emails, messages and any written notices. Keep a timeline of events and note witnesses.
2. Ask for written reasons - Request in writing why you were dismissed. A clear written explanation is important evidence.
3. Contact your union - If you are a member, notify your union immediately. Most unions provide legal support and will advise on steps and deadlines.
4. Seek legal advice - If you are not in a union or your case is complex, consult an employment lawyer experienced in Swedish labour law. Ask about costs, likely outcomes and timeframes.
5. Consider negotiation - Many cases are resolved by negotiation or mediation. A lawyer or union representative can negotiate on your behalf to seek compensation or other remedies.
6. Act promptly - Be aware of time limits for filing claims or requesting reinstatement. Delays can jeopardise your rights.
7. Protect your finances - Explore temporary financial support options and update your job search if needed. If eligible, check with local authorities about unemployment benefits and support.
8. Decide on next steps - With advice from your union or lawyer, choose whether to pursue negotiation, mediation, or formal legal action. Keep communication professional and document any settlement offers.
Getting the right help early improves your chances of a good outcome. If you are uncertain where to start, reach out to your trade union or a local employment lawyer to discuss your situation and options.
