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.

Temporary employment

An employee who is employed for a limited period of time in accordance with § 5 in The Employment Protection Act, and who will not be given continued employment when the employment ends shall be notified of this by the employer at least one month before the end of the employment period. However, a prerequisite for the right to such notification is that the employee, when the employment ends, has been employed by the employer for a total of more than twelve months during the past three years or for a total of more than nine months in special fixed-term employment during the past three years. If the period of employment is so short that the notice cannot be given one month in advance, the notice shall instead be given when the employment begins.

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.

Terminate a probationary employment

Both the employer and the employee can terminate a probationary period (LAS 6 §) at any time during the trial period, it does not have to be done in connection with the probationary period being converted into permanent employment. If the probationary period has expired without the employer or employee having terminated the probationary period, the employment will become permanent.

The employer can, but does not have to, give a reason for terminating the probationary period or not converting it to permanent employment. Inadmissible reasons are reasons that involve discrimination or an upcoming transition of activities according to LAS 6 b §.

If the employer terminates a probationary period, this must be notified no later than two weeks before it ends, use the forms designed for this.

Procedure description in connection with termination of probationary employment

Step 1. Notification (Notification of the intended termination of your probationary period and notice to the trade union) must be given to the employee at least two weeks before the end of the employment. The employee must sign that the notification has been received. The document is then sent to the person's trade union organization, do not forget to ask the employee about trade union membership and include it in the document. The notification and the notice state that both the employee and the trade union organization have the right to consultation with the employer.

Step 2. The employee or trade union may then request consultation within one week. If consultation is requested, dismissal may not take place until the consultation is completed. If the employee or the trade union concerned requests consultation, the Labour Law Unit of the HR Department should be contacted.

Step 3. Notice (Notice of termination of employment) must be given to the employee no later than the last day of the probationary period. Otherwise, the probationary period will be converted into a permanent contract. The employee must sign that the notice has been received, preferably digitally.

If the probationary period is to be terminated, send the message to Payroll and Controlling (payroll@uf.ki.se) for registration of a new end date in Primula. Archiving is done by HR locally in the HR archive.

The documents in this process should preferably be handed over at a physical meeting, but can be handed over at a digital meeting if it is not practical to arrange a physical meeting. The two documents can be handed over at the same time if the employer finds it appropriate.

See documents below.

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 after the age of 69

See forms under documents. Archiving is done by HR in the HR-archive.

When an employee reaches the LAS age, there is a significant change in employment protection; the employer does not have to give a reason for dismissing the employee. The notice period is one month from both parties. Termination cannot take place until the day after the employee's 69th birthday at the earliest, and employment then ends after one month. For employees who have not previously drawn a pension, employment should be terminated at the end of a month in order to avoid the employee being left without compensation as a pension can only be paid for a full month. An employee who has not previously drawn a pension must be informed in good time that the employment may be terminated so that the employee has time to apply for a pension (about 4 months before).

Routine description in connection with termination after the age of 69:

Special rules apply to professors, in these cases contact the Labor Law group at the central HR department well in advance (2 months) before the employment is to end. The head of department makes decisions in step 1 and the president makes decisions in step 3. For others, decisions are made according to the department's decision and delegation scheme.

Step 1. Notification of intended dismissal and notice (Notification of intended dismissal and notice of employees who have reached the age of 69) must be handed over to the employee, who must sign that the notification has been received. The signature is preferably done digitally and at least 5 weeks before the end of employment. The document is then sent to the person's trade union organization, do not forget to ask the employee about trade union membership and include it in the document Notification of intended dismissal and notice of employees who have reached the age of 69. The notification and the notice state that both the employee and the trade union organization have a right to consultation with the employer.

Step 2: The employee or trade union may then request consultation within one week. If consultation is requested, dismissal may not take place until the consultation is completed. If the employee or the trade union concerned requests conciliation, the Employment Law Group of the HR Department should be contacted.

Step 3. If consultation is not requested within one week, the dismissal can proceed. The notice must be given to the employee at least one month before the termination of employment by means of the document Notice of dismissal of an employee aged 69 or over. The employee must sign that the notice has been received, preferably digitally. The original of the notice of termination must be sent to payroll and archived in the HR archive by the department.

The documents in this process should preferably be handed over in a face-to-face meeting but can be handed over in a digital meeting if it is not practical to arrange a face-to-face meeting.

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.