Best Wrongful Termination Lawyers in Norrköping

About Wrongful Termination Law in Norrköping, Sweden

Wrongful termination in Norrköping is governed by Swedish national employment law, which applies uniformly across the country. The core rule is that an employer cannot end a permanent employment without objective reasons. Since the 2022 reform of the Employment Protection Act, employers must show objective reasons, in Swedish called sakliga skäl, for termination. These reasons fall into two broad categories: redundancy based on business needs, and personal reasons related to the individual employee, such as significant misconduct or lasting performance issues after support and warnings.

Terminations that are discriminatory, retaliatory, or that ignore statutory procedures can be unlawful. Swedish labor relations are highly influenced by collective bargaining agreements and union practice, and many workplaces in Norrköping are unionized. Even in non-union settings, the same national statutes and many similar processes apply.

Why You May Need a Lawyer

A lawyer can help you evaluate whether your termination was lawful, guide you through strict time limits, and protect your rights in negotiations and court. People often seek legal help in the following situations: you were told you are redundant but suspect the selection was unfair, you were let go for alleged performance issues without clear goals, support, or warnings, you believe the real reason was pregnancy, parental leave, union activity, whistleblowing, illness, disability, religion, ethnicity, age, gender, sexual orientation, or other protected grounds, you were summarily dismissed for alleged misconduct and want to challenge it, you are on a probationary or fixed term contract and were ended in a way that seems retaliatory or discriminatory, you received a settlement agreement and need advice on rights, tax, and confidentiality, your employer failed to consult your union or ignored reassignment obligations, or you are not fluent in Swedish and want help understanding documents and procedures.

Early legal advice is valuable because deadlines can be short, evidence needs to be preserved, and well handled negotiations often resolve disputes efficiently. If you are a union member, a lawyer can also coordinate with your local union in Norrköping to ensure a consistent strategy.

Local Laws Overview

Key Swedish laws and concepts relevant to wrongful termination in Norrköping include:

Employment Protection Act, in Swedish Lag om anställningsskydd or LAS. This law sets the rules for termination, notice periods, probationary employment, fixed term rules, conversion to permanent employment, and the distinction between termination with notice and summary dismissal. Since 2022, the standard for termination is objective reasons and, in most cases, the employer must document objective grounds and follow fair process. In disputes, employers can usually end the employment after the notice period even while a case is ongoing, but must continue to pay salary during the dispute. Courts can award damages and, in some cases, invalidation of the termination.

Co Determination in the Workplace Act, in Swedish Medbestämmandelagen or MBL. Employers must inform and negotiate with trade unions before terminations that affect union members. Failure to consult can make a termination unlawful and trigger damages.

Discrimination Act, in Swedish Diskrimineringslagen. It prohibits termination and other adverse treatment based on sex, transgender identity or expression, ethnicity, religion or belief, disability, sexual orientation, or age, and prohibits retaliation for discrimination complaints.

Parental Leave Act and related protections. An employee cannot be terminated because of pregnancy, parental leave, or for exercising leave rights. Special rules govern notice timing if a termination coincides with leave.

Whistleblower protection. The Swedish whistleblowing framework protects workers who report certain wrongdoing from retaliation, including termination.

Redundancy and selection. In redundancy situations, the employer must first investigate reassignment possibilities. If redundancies remain necessary, selection should follow objective criteria. Swedish last in first out rules apply within the relevant operational unit and occupational group, with limited exceptions for smaller employers that may exempt a few employees with key competence. Collective agreements may adjust these rules.

Notice periods and pay. Statutory notice for employers generally ranges from 1 to 6 months depending on length of service, often extended by collective agreements. Salary and benefits are due through the notice period. There is no general statutory severance pay, but many collective agreements provide transition support or severance-like benefits.

Probationary and fixed term employment. Probationary employment is typically up to 6 months. It can be ended with 2 weeks notice, but not for discriminatory or retaliatory reasons. The 2022 reform introduced special fixed term rules that can convert to permanent after a qualifying period. Unlawful use of repeated fixed terms can also lead to conversion.

Summary dismissal, in Swedish avskedande. This is termination without notice for serious breach of duty. The legal threshold is high, and employers must be able to prove severe misconduct.

Deadlines. Time limits to contest a termination are short. As a rule of thumb, you often must notify a challenge within about two weeks for a termination with notice and within about one week for a summary dismissal. Damages claims may have a longer period, often up to four months. If union negotiations take place, separate deadlines apply after bargaining ends. If the employer failed to give proper written information about time limits, deadlines may be extended. Because details matter, seek advice immediately.

Forums. Many disputes for union members covered by collective agreements are handled through negotiations and can be taken to the Swedish Labor Court in Stockholm. Other cases start in the local District Court, for Norrköping this is Norrköping District Court, with potential appeal to the Labor Court.

Frequently Asked Questions

What counts as wrongful termination in Sweden?

Wrongful termination generally means the employer lacked objective reasons, failed to follow required procedures, or acted on a prohibited ground such as discrimination or retaliation. Redundancy that ignores reassignment obligations or fair selection rules can be wrongful. Terminating for personal reasons without clear documentation, warnings, and a chance to improve can also be unlawful.

Can I be fired while on sick leave or parental leave?

Yes, but only if the reason is lawful and unrelated to your leave. You cannot be dismissed because you are ill or on parental leave. For illness, the employer must assess work ability and consider reasonable adjustments and rehabilitation before termination. For parental leave and pregnancy, additional protections apply and retaliation is prohibited.

What are my rights in a redundancy in Norrköping?

The employer must first explore reassignment to available suitable work. If redundancies remain necessary, selection should be objective and consistent with last in first out rules within the relevant unit and occupational category, subject to limited exceptions in smaller companies and any collective agreement terms. You are entitled to notice pay and accrued benefits. Many employees also have access to transition organizations that provide coaching and financial support under collective agreements.

How quickly must I act if I think my termination was unlawful?

Act immediately. In many cases you must notify that you contest a termination within about two weeks of receiving notice, and you may have only about one week after a summary dismissal. Separate and very short deadlines then apply for filing claims, especially after any union negotiations conclude. If you are a union member, contact your union at once. If you are not, contact a lawyer promptly.

Do I need a written reason for my termination?

Yes. You have the right to receive a written notice and, upon request, a written statement of the reasons. The employer must also provide information about how to challenge the decision and applicable deadlines. Keep all documents you receive and record dates.

Can I be dismissed during probation?

A probationary employment can be ended with at least 2 weeks notice, and the employer does not need to show the same level of objective reasons as for a permanent role. However, the employer still cannot act for discriminatory or retaliatory reasons, and must respect any applicable collective agreement terms and the duty to inform the union.

What if I signed a settlement agreement?

Settlement agreements are common and can be beneficial, but they usually include waivers of legal claims and confidentiality clauses. You should get independent legal advice before signing. In some cases, you can negotiate higher compensation, a neutral reference, garden leave, or outplacement support. Cooling off revocation rights are rare, so do not sign under pressure.

Will I receive severance pay?

There is no general statutory severance in Sweden. You usually receive salary and benefits during the notice period and payment for any accrued but unused vacation. Many collective agreements provide additional transition benefits or compensation. Some employers agree to severance in a settlement.

Where will my case be heard?

If you are covered by a collective agreement and represented by a union, your dispute may be negotiated and, if unresolved, brought directly to the Swedish Labor Court. If you are not covered, your case typically starts in the local District Court, for Norrköping that is Norrköping District Court, with possible appeal to the Labor Court. Strategy and forum rules can affect deadlines, so get advice early.

Can non Swedish speakers or foreign workers bring claims?

Yes. Swedish labor laws protect all employees working in Sweden, regardless of nationality or language. If your residence permit is tied to your employment, speak to a lawyer about the impact of termination on your status and timelines. You can request translations or assistance to understand key documents.

Additional Resources

Norrköping District Court, in Swedish Norrköpings tingsrätt.

Swedish Labor Court, in Swedish Arbetsdomstolen.

Swedish Public Employment Service, in Swedish Arbetsförmedlingen, Norrköping office.

Equality Ombudsman, in Swedish Diskrimineringsombudsmannen.

Swedish Work Environment Authority, in Swedish Arbetsmiljöverket.

Local union organizations in Norrköping, for example LO Östergötland, Unionen Region Öst, IF Metall Östergötland, Vision Öst, and Saco affiliated unions.

Transition and outplacement organizations connected to collective agreements, for example TRR, TSL Trygghetsfonden, and Omställningsfonden.

Unemployment insurance funds, in Swedish a kassa, often linked to your industry or union.

Consumer advice and legal aid information available through Swedish municipal guidance services and the Swedish Bar Association referral service.

Next Steps

Collect documents. Save your employment contract, policy manuals, performance reviews, warnings, emails, text messages, medical certificates, parental leave notices, and the written termination notice. Write a timeline with dates and names.

Do not miss deadlines. Assume you may have as little as one to two weeks to contest. Mark calendar reminders. If you received a notice that mentions deadlines, follow it strictly.

Contact your union or a lawyer immediately. If you are a union member, notify your local union in Norrköping at once so that they can request negotiations. If you are not a member or want independent advice, consult an employment lawyer who practices in Östergötland.

Ask for reasons in writing. If you did not receive a detailed reason, request it promptly. This can stop misunderstandings and help in negotiations.

Avoid signing under pressure. Do not sign a settlement or resignation until you understand the consequences. Clarify compensation, tax treatment, references, confidentiality, and non compete terms.

Consider practical support. Register with Arbetsförmedlingen and explore support from TRR, TSL, or other transition services if your workplace is covered by a collective agreement. Apply for a kassa if eligible.

Decide on strategy. Many disputes resolve through negotiation. If settlement is not possible, your representative can file a claim in the appropriate forum within the applicable time limits.

Take care of yourself. Job loss is stressful. Seek support from family, professional counseling, and career services while your legal matter proceeds.