PEO & EOR services in Sweden

Sweden PEO/EOR employment termination and notice period

Aside from job termination by default – that is, in the event of a fixed-term contract, resignation and mutual consent – Swedish labor law lists the following grounds for termination (not a complete list).

• Business-related dismissal such as redundancy (if the need for a specific job ceases due to some technical, economical, or organizational reasons such as collective dismissal);
• Dismissal on personal grounds (the employee is not able to perform properly due to some permanent abilities or characteristics);
• Dismissal due to dissatisfaction with probation work (the employee simply did not perform well during the probationary period).

Sweden PEO/EOR employers must adhere to the following legal notice periods when dismissing an employee:

• Less than two years – 1 month of notice  
• Two years but less than four years – 2 months of notice  
• Four years but less than six years – 3 months of notice  
• Six years but less than eight years – 4 months of notice  
• Eight years but less than ten years – 5 months of notice  
• Ten years or more – 6 months 

In circumstances of gross misbehaviour or a severe breach of the agreed employment contract, an employer may terminate an employee's employment without notice.

Employees must notify their employers of their intention to quit at least one month before their scheduled departure date.