Easily manage employment in Sweden

To terminate an employee in Sweden, the employer must provide the employee with a clear reason for the termination and sufficient notice. Employment contracts typically cover what is and is not a valid reason for termination.

Notice periods in Sweden depend on the specifics of the employment contract. The standard notice period in Sweden is one month. In certain circumstances, employees may be terminated without notice.

Sweden does not have a law requiring employers to provide severance pay to terminated employees. However, employment contracts and collective agreements may have their own requirements.

The maximum probationary period for an employee in Sweden is six months.