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 the LAS age (69) 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 termination is done on PA-webben.
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 the LAS 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.
In the event of dismissal of a professor, a decision must be made by the President in accordance with the Higher Education Ordinance, this is handled by the negotiating unit in the HR department, please contact them.
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.
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 (9 months on Special fixed term employment) 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 Job Security Foundation (Trygghetsstiftelsen, TSN)
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.
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
Both the employer and the employee can terminate a probationary employment (LAS § 6) at any time during the probationary period, it does not need to be done in connection with the probationary employment turning into a permanent employment. If the probationary period has expired without the employer or the employee interrupting the probationary period, the employment is converted to permanent employment. Different notice periods apply to the employer and the employee.
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).
This form cancel probationary employment needs to be used, and the employer must notify at least 2 weeks before the probationary employment ends.
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 (email@example.com) and apply for a disability pension with SPV (Statens Tjänstepensionsverk) and send the decision on sickness compensation to (firstname.lastname@example.org).
Terminate employment upon retirement
An employee can choose to work until the age of 69. After the employee has reached the age of 69, a mutual notice period of one month applies. See form for dismissal of an employee who has reached the age of 69. See also info about the regulations after the age of 69 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.