Best Wrongful Termination Lawyers in Malmo, Skåne County

When a dismissal in Malmö may be unlawful

In Sweden, a dismissal may be challenged if the employer has not met legal requirements, followed the correct procedure, or respected a collective agreement. The key questions often include whether the employer had valid grounds, considered suitable alternative work, and gave required notice.

For redundancy, an employer must have genuine business-related grounds and generally consider redeployment before ending employment. For dismissal based on an employee’s conduct or performance, the employer usually needs objective reasons and must follow specific steps. Summary dismissal, which ends employment immediately, requires a serious breach of obligations.

In Malmö, collective agreements and union involvement can affect consultation, selection rules, and deadlines. Depending on the parties and court rules, a dispute may begin in the Labour Court or a district court; Malmö District Court may be relevant in some cases.

When a lawyer can make a practical difference

• Your Malmö employer says your role is redundant, but may have suitable vacancies elsewhere in the organisation that it did not consider.

• You were selected for redundancy despite having longer service than colleagues doing comparable work, and you need to understand the applicable seniority rules and any exceptions.

• You were dismissed for alleged misconduct or poor performance without clear warnings, a fair opportunity to respond, or proper investigation.

• You were summarily dismissed and the employer’s allegation may not justify ending your employment immediately.

• Your dismissal followed pregnancy, disability, union activity, a discrimination complaint, or another protected circumstance.

• Your employer ended a probationary job or treated you as self-employed, and you need to assess whether the rules for employees apply.

Swedish laws that govern dismissal disputes

The main rules apply nationally, including in Malmö. Your employment contract and any applicable collective agreement may add relevant terms.

• Employment Protection Act (1982:80) sets rules on dismissal, notice, redundancy, redeployment, and challenges to termination. Amendments effective 1 October 2022 changed, among other matters, the standard for dismissal based on personal reasons to “objective reasons.”

• Co-Determination in the Workplace Act (1976:580) provides for union consultation and negotiation in covered workplace matters. Consultation obligations may apply before an employer makes significant changes or carries out redundancies.

• Discrimination Act (2008:567), effective from 1 January 2009, prohibits discrimination in working life on protected grounds. It can apply where discrimination contributed to a dismissal or other employment decision.

Frequently asked questions

What counts as an unlawful dismissal in Sweden?

A dismissal may be unlawful if the employer lacks the required grounds or fails to follow statutory procedures. Discrimination, retaliation, or breach of a collective agreement may also give rise to a claim.

Does an employer need a reason to end my employment?

For an ordinary dismissal, the Employment Protection Act generally requires objective reasons. The rules differ for redundancy, personal reasons, and probationary employment, so the employer’s stated basis matters.

Can I challenge a redundancy dismissal?

Yes, if you believe the redundancy was not genuine, the employer failed to consider suitable alternative work, or the selection process breached applicable rules. A lawyer can review the organisation’s vacancies, seniority arrangements, and collective agreement.

Can my employer dismiss me during probation?

Probationary employment can generally be ended without the same grounds required for ordinary dismissal. The employer must still follow notice requirements, and the decision cannot be discriminatory or otherwise unlawful.

How quickly must I act?

Some dismissal challenges require notice to the employer within two weeks. If the dismissal notice omits required information, a different period may apply; damages claims also have short notification deadlines. Ask a lawyer or union representative to check the exact deadline immediately.

Do I need to be a union member to bring a claim?

No, but a union may provide advice or representation if you are a member and the matter falls within its rules. Non-members can seek independent legal advice, and court procedures depend on the parties and the type of claim.

Which court hears an employment dismissal dispute?

The Labour Court can hear some disputes as the first court, including cases brought through certain union or employer organisations. Other cases begin in a district court; venue rules determine whether Malmö District Court is appropriate.

How much does a dismissal lawyer cost?

Fees vary by lawyer, work required, and whether the matter settles or goes to court. Request a written estimate and check whether your union or home-insurance legal-expenses cover may help; policy terms and exclusions differ.

Can I claim compensation as well as challenge the dismissal?

Depending on the facts, an employee may seek compensation or challenge the validity of a dismissal. The available remedy and deadlines depend on the legal basis, so do not assume that one type of claim preserves another.

What if I was treated as a contractor instead of an employee?

The contract label is not always decisive. The actual working arrangement may determine whether employment protections apply, so gather records showing supervision, working hours, payment, and how the work was organised.

Official resources for employment disputes

• Malmö District Court (Malmö tingsrätt) handles cases within its jurisdiction. Its official information can help with court procedures, but it does not provide legal advice or decide whether a particular dismissal is lawful before a case is filed.

• The Swedish Labour Court (Arbetsdomstolen) is the specialist court for labour disputes and publishes information about its role and judgments. Whether a case starts there or in a district court depends on the parties and procedural rules.

• The Equality Ombudsman (Diskrimineringsombudsmannen) works against discrimination and provides information about discrimination protections. It may be relevant if discrimination is connected to a dismissal, but it does not handle every employment dispute.

Steps to find and hire a lawyer

1. Save the key documents today. Keep your employment contract, dismissal notice, performance reviews, warnings, emails, payslips, and any collective-agreement information.

2. Write a brief timeline within one or two days. Record meetings, stated reasons, relevant vacancies, union contact, and the date you received notice.

3. Check your deadline immediately. Contact your union if you belong to one, and ask an employment lawyer to verify notification and court deadlines before discussing settlement.

4. Shortlist lawyers over the next few days. Look for Swedish employment-law experience, familiarity with collective agreements, and experience handling dismissal disputes in Skåne.

5. Ask about approach and fees at the first consultation. Request a written estimate, identify who will handle the case, and check union support or legal-expenses insurance.

6. Agree on the first written response promptly. Confirm who will contact the employer, what remedy you seek, and whether negotiations or court proceedings are being considered.