Employment law for employees
Legal assistance with unlawful dismissal or summary dismissal
Have you been unlawfully dismissed with notice or summarily dismissed? We help you understand the applicable rules and which next steps may be relevant.
You may need to act within 14 days.
Get a free initial assessment
Briefly tell us about your situation. Your information is treated confidentially.
- You may have as little as 14 days to act
- Free initial assessment
- Employment law for employees
Employment law for employees
We help you understand the applicable rules and what you can do now.
Felaktigt Uppsagd helps employees throughout Sweden who have been dismissed with notice, summarily dismissed or are facing dismissal. We review what has happened, which rules may apply and what options are available going forward.
More about Felaktigt Uppsagd- The employee side
- A focus on issues affecting employees facing dismissal with notice or summary dismissal.
- A clear assessment
- You receive help understanding which issues need examination and which options may be relevant.
- Personal contact
- Direct contact with us when you have questions about your situation.
Real cases
When legal help makes a concrete difference
Previous cases have led to outcomes including reinstatement, notice periods with no requirement to work and settlements equivalent to several months' salary.
22 months' salary
Substantial settlement following unfair summary dismissal
A long-serving employee was summarily dismissed following serious allegations that the client disputed. Following legal proceedings, a substantial settlement equivalent to 22 months' salary was reached, together with compensation for legal costs.
The outcome relates to a previous anonymised client case. Every situation is individual, and previous outcomes do not guarantee a particular result.
13.5 months' salary
Threat of dismissal before parental leave
A manager was asked to leave following allegations made before an upcoming period of parental leave. Following negotiation, an agreement equivalent to 13.5 months' salary in total was reached.
The outcome relates to a previous anonymised client case. Every situation is individual, and previous outcomes do not guarantee a particular result.
Employment reinstated + compensation
Unfair dismissal and priority right to re-employment
An employee with more than ten years' service had been dismissed on grounds of redundancy and denied re-employment. The case ended with reinstatement, a lump-sum payment and covered legal representation costs.
The outcome relates to a previous anonymised client case. Every situation is individual, and previous outcomes do not guarantee a particular result.
Common situations
What situation are you in?
Different types of dismissal and employment law situations require different assessments.
Redundancy
Restructuring, order of priority and the obligation to consider reassignment.
Read about redundancyPersonal reasons
When the employer cites reasons relating to you personally or your performance.
Read about reasons relating to the employee personallySummary dismissal
Immediate termination of employment; different rules apply.
Read about summary dismissalSick leave
Dismissal in connection with illness and the employer's rehabilitation responsibilities.
Read about sick leaveRedeployment
The employer's obligation to consider alternative work before dismissal.
Read about reassignmentSeverance pay and negotiated exits
An offer to leave in return for compensation. Understand what you are giving up.
Read about negotiated exits
How it works
A clear path from first contact to an assessment of possible next steps.
- 01
Tell us about your situation
Briefly describe what has happened using the form.
- 02
We review the information
We read your account and any documents.
- 03
You receive an initial assessment
We explain what next steps may be possible.
- 04
Assistance based on your circumstances
If you proceed, you receive assistance based on the circumstances of your case.
Your choice
Union assistance or your own lawyer?
For a union member, union advice can be a natural first step. In some situations, an employee may nevertheless want an independent assessment, for example if the union does not pursue the case further, if they want a second opinion or if they want to appoint their own representative.
We can provide an initial assessment of the situation and explain which options may be relevant.
Read more about what you can do if your union does not pursue your case further
Information to help you move forward
View all resourcesFrequently asked questions after dismissal
How do I know whether my dismissal may be unlawful?
A dismissal by an employer must be based on objective reasons, either redundancy or reasons relating to the employee personally, and certain formal requirements and rules must be followed. Whether this is the case for you depends on the circumstances. An initial assessment can identify which issues need closer examination.
How quickly do I need to act after a dismissal?
Anyone seeking to have a dismissal declared invalid must, as a general rule under Section 40 of the Swedish Employment Protection Act (LAS), notify the employer within two weeks. The deadline applicable to your case may depend on how notice was given, the circumstances and any collective agreement. It is therefore wise not to wait.
Can I hire my own lawyer even if I am a union member?
Yes, you can choose to obtain an independent assessment or appoint your own representative. For union members, union advice can be a natural first step, and it can be helpful to know what your membership covers before deciding.
What should I do if my union does not want to pursue my case?
If your union does not pursue the case further, you can bring a claim yourself or through your own representative. The deadlines continue to run, so it is important to clarify your options quickly.
What is the difference between dismissal with notice and summary dismissal?
With dismissal on notice, employment ends after a notice period. Summary dismissal means that employment ends immediately and requires the employee to have grossly breached their obligations towards the employer. The rules and deadlines differ.
What does a free initial assessment involve?
We review your account and explain which issues may need examination and which options may be relevant. The assessment is free and does not constitute individual legal advice. If you wish to proceed, you will receive information about how further engagement would work before anything is decided.
Unsure whether your dismissal was handled correctly?
Briefly describe the situation and we will provide an initial assessment of which issues may need examination.
Get a free initial assessment