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Termination of employment

An employment can be terminated for a variety of reasons. The notice periods are controlled by various agreements and regulations.

Termination by the employee

The notice periods for those who have not reached retirement age are regulated in our central collective agreement (Villkorsavtalet).

  • For employments of no more than one year, the notice period is one month.
  • If employed more than one year, the notice period is two months.
     

A notice period of six months applies to anyone who is part of KI's local management agreement (defines which managers are included) and is about to terminate their employment. However, it is uncommon for the employer to utilize the entire period of notice.

In the event of termination by the employee, the termination form is used.

Termination by the employer

A permanent position can be terminated solely because of things that are regarded according to the regulations in Employment Protection Act (LAS). The accurate reason for dismissal is shortage of work/financial means or personal reasons. The employer can also terminate an employment if the employee has reached retirement age. See more information about termination of employment because of retirement below.

In the event of termination of a permanent employment by the employer, different notice periods apply.

Termination of employment due to redundancy

In the event of a shortage of work or financial means, the notice periods will be longer than those  according to the collective agreement (Villkorsavtalet) and the Employment Protection Act (LAS). The notice periods are in these cases also regulated by the “Avtal om omställning”.

For more information, see the Redundancy Process page.

Termination due to personal reasons

A dismissal due to personal reasons must be based on objective grounds, which means that a dismissal may be established, for example on negligence, refusal to work, harassment, difficulties to cooperate or disloyalty.

 In the event of termination due to personal reasons, the central HR department should be involved.

Temporary employment

When a fixed-term employment ends, the employee shall be notified in writing no later than one month before the termination date, provided that the employee has been employed for more than 12 months during the past three years. The department is responsible for informing the employee.

While delivering the message to the employee, the employer must also notify the local employee organization to which the employee belongs.

The notice must indicate whether the employee has the right of priority in connection with re-employment. See more info under right of priority in connection with re-employment.

Registration to Trygghetsstiftelsen

In order to be covered by the “omställningsavtal” and receive support from Trygghetsstiftelsen, the qualification period for fixed-term employees is at least two consecutive years of employment with one and the same state employer. Shorter breaks in employment of a maximum of eight days may occur.

When an employees fixed-term employment (20 % or more) expires that meets the qualification requirements, notification must be made by the department one month before or at the latest in connection with the termination of employment.

Use the link for information and registration.

Trygghetsstiftelsen

Password for registration can be given by TSn or the HR-department.

Benefits from Trygghetsstiftelsen

The benefits offered to the employee by Trygghetsstiftelsen depend on the employment period. Short breaks in an employment of a maximum of eight working days could occur. For more information about which benefits the employee are covered by, see the following information sheet from Trygghetsstiftelsen.

Fixed-term employment at least two years but no longer than three years

Fixed-term employment lasting at least three years

Fixed-term employment lasting at least six years

Doctoral employment can not be counted to get six years employment.

End employment at probationary position

A probationary employment (LAS § 6) can be canceled at any time during the probationary period, by either the employee or the employer. If the probationary period has expired without the employer or employee having given notice to cancel the probationary employment, the employment will be converted to a permanent position.

The employer can but does not need to state any reason for canceling the probationary employment or not converting to a further employment. Unacceptable reasons are causes that constitute discrimination or a transfer of the organization, or a part of the organization (verksamhetsövergång) from one employer to another in accordance with LAS 6 (b).

End employment due to sickness compensation

If the Social Insurance Agency (Försäkringskassan) has decided on full sickness compensation (sjukersättning), the employment will be terminated. The employee must contact the pension administrators at the central HR department (hr-support@uf.ki.se) and apply for sickness pension at Statens tjänstepensionsverk (SPV) and write the application for termination.

End employment at retirement

An employee can choose to work up to the age of 68. After the employee reaches the age of 68, a mutual notice period of one month applies. See information Rules for employment after the age of 68.
 

Exit interview and service rating


When an employment terminates, a exit interview is held.

Certificate of service and service rating.

Jenny Wärnlund

HR-specialist
Förhandling
UF Central Administration

Carolina Ström

HR-specialist
Förhandling
UF Central Administration

Åsa Agréus

HR-specialist
Förhandling
UF Central Administration

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