Termination of employment (HR)

An employment can be terminated for various reasons. The notice periods are regulated by various agreements and regulations.

Termination by the employee

The notice periods for those who have not reached retirement age are regulated in the Terms and Conditions Agreement (Villkorsavtal).

In the case of employment for a maximum of one year, the notice period is one month.

In the case of employment for more than one year, the notice period is two months.

For those who are part of KI's local management circle and are to terminate their employment, a notice period of six months applies. However, it is unusual that we as employers need to use the entire notice period.

In the event of termination by the employee, the form Termination (see below under documents) is used.

Termination by the employer

A permanent employment can only be terminated due to things that are considered objective grounds according to LAS. Factual grounds for dismissal are lack of work or personal reasons. It is also possible to terminate an employment if the employee has reached retirement age. Read more under the heading below "Terminate employment upon retirement".

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

Termination of employment due to redundancy

In the event of a shortage of work, the notice periods will be longer than those applicable under the Terms and Conditions Agreement and LAS as the notice periods are also regulated by an Agreement on adjustment (omställningsavtal).

In the event of dismissal due to lack of work, the process takes place in close collaboration with the negotiating unit at the central HR department. For more information, see the page about the Process of Work Shortage.

Termination due to personal reasons

A dismissal due to personal reasons must be objectively justified, which means that a dismissal can, for example, be based on negligence, refusal to work, harassment, difficulties in cooperating or disloyalty.

In the event of termination due to personal reasons, the process takes place in close collaboration with the negotiating unit at the central HR department.

Temporary employment

When a fixed-term employment ends, the employee must be notified in writing no later than one month before the end 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.

At the same time as the notice is given to the employee, the employer must also notify the local employee organization to which the employee belongs.

The notice must state whether the employee has a preferential right. See more info under preferential rights.

The Job Security Foundation (Trygghetsstiftelsen, TSN)

Registration

In order to be covered by the omställningsavtal and receive support from the Job Security Foundation, the qualification period for temporary employees is at least two years' employment in a row with one and the same state employer. Shorter breaks in employment of a maximum of eight working days may occur.

When an employee's 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.

Click on this link for information and start the registration.

Passwords for registration on the Security Foundation's website are obtained from TSN or the central HR department.

Benefits

The benefits offered to the employee depend on the employee's employment period. For more information about which benefits an employee is covered by, see Trygghetsstiftelsen's website.

Doctoral student employment cannot be included in order to have a six-year employment period.

Terminate employment on probationary employment

A probationary employment (LAS § 6) can be terminated at any time during the probationary period. If the probationary period has expired without the employer having given notice of terminating the probationary employment, the employment is transferred to a permanent employment.

The employer can but does not have to state any reason for the probationary employment being terminated or not being transferred to a permanent employment. Unacceptable reasons are reasons that involve discrimination or a forthcoming transfer of operations in accordance with LAS 6 b.

See form cancel probationary employment.

Terminate employment in case of sickness compensation

If the Swedish Social Insurance Agency has decided on full sickness compensation (sjukersättning), the employment shall cease. The employee must contact the pension administrators at the central HR department (payroll@uf.ki.se) and apply for a disability pension with SPV (Statens Tjänstepensionsverk) and send the decision on sickness compensation to (payroll@uf.ki.se).

Terminate employment upon retirement

An employee can choose to work until the age of 68. After the employee has reached the age of 68, a mutual notice period of one month applies. See form for dismissal of an employee who has reached the age of 68. See also info about the regulations after the age of 68 and Regulations for employment after the right to remain in employment ceases.

Exit interview and service grade

When an employee / employee terminates his or her employment, an exit interview is held.

Certificate of service and testimonial.

Documents

Åsa Agréus

HR-specialist
UF Central Administration

Carolina Ström

HR-specialist
UF Central Administration

Jenny Wärnlund

HR-specialist
UF Central Administration