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 the 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. However, it is uncommon for the employer to utilize the entire period of notice.

In the event of termination by the employee, this is done trough the PA-webben.

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 termination due to lack of work, the notice periods will be longer than those that apply in accordance with the Terms Agreement and LAS, as the notice periods are also regulated by the Agreement on adjustment. Termination due to shortages of work are handled in a special order where you as an employee have contact with the department's HR who work in close collaboration with the negotiation unit at the central HR department.

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.

Termination due to personal reasons is handled according to a special order where you as an employee have contact with the department's HR who work in close collaboration with the negotiation unit at the central HR department.

Temporary employment

If your fixed-term employment ends, you shall be notified in writing no later than one month before the termination date, provided that you have been employed for more than 12 months during the past three years.

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

The notice must indicate whether you have a right of priority in connection with re-employment. See more info under right of priority in connection with re-employment.

End employment at probationary position

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).

End employment because of 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 (payroll@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. You will find the rules ("Rules for employment after the right to remain employed is no longer valid") in the drop down menu "Rules and guidelines A-Z".

Benefits from Trygghetsstiftelsen (The Job Security Foundation)

As a government employee, you can receive support from the Social Security Foundation after your employment. The support you receive is based partly on the reason why you are no longer employed, and partly on how many years you have been employed by your employer. Shorter breaks in employment of a maximum of 8 days may occur. For more information about which benefits you are covered by, read more on the Trygghetsstiftelsen's website.

Doctoral student employment cannot be included in order to have a six-year employment period. For more information, see Employment as a doctoral student at KI.