Best Wrongful Termination Lawyers in Solna

About Wrongful Termination Law in Solna, Sweden

Wrongful termination in Solna follows the same national rules that apply across Sweden. Employment relationships are primarily governed by the Employment Protection Act - lagen om anställningsskydd (LAS) - together with collective agreements, the Co-determination in the Workplace Act - medbestämmandelagen (MBL) - and anti-discrimination legislation - diskrimineringslagen. An employer may only terminate an employee for objective and valid reasons - saklig grund - such as redundancy or serious personal reasons like gross misconduct. If an employer fails to follow legal or contractual procedures, dismisses for discriminatory reasons, or violates protection for special categories of employees - for example pregnant employees, employees on parental leave or union representatives - the dismissal may be invalid and give rise to a claim for reinstatement or compensation.

Why You May Need a Lawyer

Employment law disputes can be complex and sensitive. You may need a lawyer if any of the following apply:

• Your employer gave you no or inadequate notice, or you believe the stated reason for dismissal is false.
• Your dismissal followed disciplinary measures without proper procedure, or you were not given an opportunity to respond.
• You suspect the dismissal was based on discrimination - for example due to gender, age, ethnicity, disability, religion, sexual orientation or parental leave.
• You are a union representative or otherwise protected and believe you were targeted because of your role.
• Your employer failed to consult with the trade union or follow collective bargaining rules under MBL during redundancies or reorganizations.
• You were dismissed while on sick leave, parental leave or after reporting illegal or unsafe practices - whistleblowing - and you need advice about special protections.
• You want to explore a negotiated settlement or severance agreement and need help assessing whether the offer is fair.
• You need help collecting evidence, preparing a legal claim, or representing you in court or in negotiations with your employer or union.

A lawyer can evaluate whether you have a strong case, explain potential remedies - such as reinstatement or compensation - estimate chances of success, and represent you in settlement talks or court proceedings.

Local Laws Overview

Key legal points relevant to wrongful termination in Solna - and Sweden generally - include:

• Saklig grund - Objective grounds: Under LAS an employer must have objective grounds to terminate employment. Grounds are usually redundancy or personal reasons such as misconduct. The employer must be able to show facts that justify the termination.
• Notice periods: Notice periods depend on length of employment and possibly collective agreements. Notice entitles you to salary during the notice period unless you are dismissed for gross misconduct.
• Turordning - Priority rules in redundancies: Historically the Last In-First Out rule applied. Recent reforms give more room for employer-union agreements on priority - priority agreements - but collective agreements may still set particular rules. Always check the applicable collective agreement.
• Union and MBL protections: Employers are normally required to inform and negotiate with unions before significant changes - including mass redundancies. Failure to follow MBL procedures can strengthen an employee's claim.
• Special protections: Employees on parental leave, pregnant employees, and union representatives have enhanced protection against dismissal. Whistleblowers also have statutory protection under Sweden's whistleblower rules.
• Remedies: If a dismissal is found invalid, remedies include reinstatement, compensation for lost earnings, and damages for unlawful discrimination or non-pecuniary harm. Courts take into account length of unemployment, efforts to mitigate loss, and the employer's conduct.
• Collective agreements: Many workplaces in Sweden are covered by collective agreements that may offer better notice terms, redundancy pay or negotiated dispute procedures. Check whether one applies to your workplace.
• Discrimination law: If the dismissal was discriminatory, you may bring a claim under diskrimineringslagen to the courts or involve the Equality Ombudsman - Diskrimineringsombudsmannen.

Frequently Asked Questions

What counts as wrongful termination in Solna?

Wrongful termination generally means a dismissal that lacks objective grounds under LAS, one that violates procedural rules or collective agreements, or a dismissal motivated by discrimination, retaliation for whistleblowing, or other protected activity. If the employer did not follow required consultation with unions or used a false reason to terminate, the dismissal may be unlawful.

How soon do I need to act after being dismissed?

Time limits apply. You should act quickly - ideally within weeks - to preserve evidence, contact your union if you have one, and seek legal advice. For many wrongful termination claims under LAS there is a practical expectation to bring a claim promptly. Some statutory deadlines - for example in discrimination claims - are strict. If you wait too long you risk losing legal remedies.

Can I be reinstated to my old job?

Yes. If a court finds a dismissal invalid the typical remedies include reinstatement or compensation. Reinstatement is possible but not always ordered - courts weigh factors such as the trust relationship, practical feasibility and whether the employee wants reinstatement. Often cases settle with financial compensation instead of reinstatement.

What kind of compensation can I get?

Compensation can cover lost wages during the notice period and the period after dismissal until you find comparable work, as well as damages for non-pecuniary harm in discrimination cases. The exact amount depends on your salary, length of unemployment, employer conduct and any statutory caps or collective agreement rules. There is generally no automatic statutory severance pay unless provided by contract or collective agreement.

Do I need to be a union member to challenge a dismissal?

No, you do not have to be a union member to challenge a dismissal. However, unions play a central role in Sweden and often provide legal support to members. If you are a member, your union may represent you and handle the case. If you are not a member you can still hire a lawyer and bring a claim on your own.

What if I was dismissed while on sick leave or parental leave?

Employees have enhanced protections in these situations. A dismissal during sick leave or parental leave is scrutinized closely and may be unlawful unless the employer can show clear objective grounds. You should seek advice immediately since these cases often involve specific statutory protections and require prompt action.

What should I do right after being told I am dismissed?

Take these steps: get the dismissal in writing; note the exact time and date of any meetings and what was said; collect any relevant emails, messages and performance reviews; check whether a collective agreement applies; contact your union if you have one; and get legal advice. Preserve documents and witnesses who can support your account.

How long does a wrongful termination case usually take?

It varies. Many cases are resolved through negotiation or settlement within a few weeks or months. If the dispute goes to court it can take many months or longer depending on complexity, evidence and appeals. Union involvement may speed up or shape the process.

Can my employer fire me because I raised safety concerns or reported illegal practices?

No. Whistleblowers and employees who report serious workplace risks or illegal activity have protection from retaliatory dismissal. If you suspect retaliation, document the reports you made and when - and seek legal or union advice quickly to protect your rights.

Where do employment disputes get decided in Sweden?

Individual wrongful dismissal claims are typically handled in the general courts - district courts (tingsrätt) and higher courts on appeal. The Swedish Labour Court - Arbetsdomstolen - deals mainly with important precedent-setting cases and collective disputes. Your union and lawyer will advise the best forum for your case.

Additional Resources

Helpful bodies and resources for someone in Solna include:

• Your trade union - many unions offer legal assistance and representation in employment disputes.
• Legal aid - rättshjälp - for those who qualify financially. Ask a lawyer or the court about eligibility.
• Diskrimineringsombudsmannen - the Equality Ombudsman - for discrimination concerns and guidance about discrimination claims.
• Arbetsdomstolen - the Swedish Labour Court - for high level information on labour-law precedent.
• Arbetsmiljöverket - the Swedish Work Environment Authority - if the dispute concerns unsafe working conditions.
• Solna municipality - local social services and employment guidance may help with immediate financial or job search support.
• Swedish Public Employment Service - Arbetsförmedlingen - for help finding new work and registering as unemployed, if relevant.
• Local district court - for information about starting legal proceedings in your area.

Next Steps

Follow these practical steps if you believe you were wrongfully terminated in Solna:

1. Obtain written confirmation of the dismissal and any relevant documents - notice letters, performance reviews, written warnings, emails and contracts.
2. Make a clear timeline of events - meetings, warnings, conversations and any witnesses.
3. Contact your trade union immediately if you are a member - unions often take the lead on dismissal disputes.
4. Seek legal advice - many employment lawyers offer an initial consultation. If you cannot afford a private lawyer check whether you qualify for legal aid.
5. Consider whether you want reinstatement or a negotiated settlement - your lawyer can assess realistic outcomes and help negotiate severance where appropriate.
6. Preserve evidence and avoid destroying documents or deleting messages. Keep communications professional and document any further contact with your employer.
7. If you plan to bring a claim, act promptly - statutory and procedural time limits may apply. Your lawyer or union can advise on the exact deadlines.
8. Stay informed about unemployment benefits and support services in Solna while you resolve the dispute.

If you are unsure what to do first, start by collecting the written notice and related documents and contact your union or a specialised employment lawyer to get tailored advice for your situation.