European Restructuring Monitor (ERM)
Eurofound's ERM database on restructuring-related legal regulations provides information on regulations in the Member States of the European Union and Norway which are explicitly or implicitly linked to anticipating and managing change.
1, 2-2a,
The Promotional Measures Act (1974:13) instructs employers of what they must do in cases of collective dismissal of employees.
Article 1 states that in cases of collective dismissal, covering at least five employees, notice must be given to the Public Employment Service (Arbetsförmedlingen). Article 2 clarifies that different notice periods are to be given depending on the scale of the dismissal.
If more than five employees are to be made redundant, or if 20 employees are expected to be made redundant over a 90-day period, notice of collective redundancies must be given to the Public Employment Service within certain time limits, defined with respect to the number of employees concerned:
The primary reason for this measure is for the public authorities to be able to take action to reduce the economic and social consequences at regional level.
The notice given to the Public Employment Service should include all relevant information about the planned redundancies and especially contain information on the following: 1. The reasons for the planned redundancies. 2. The number of employees to be made redundant and to which categories they belong. 3. The number of workers normally employed and their categories. 4. The time the production cutbacks are to be carried out and the period over which the redundancies are intended to be enforced.
Once notice is given to the Public Employment Service, it offers regular counselling to the employees that may be redundant.
No information available.
Eurofound (2015), Sweden: Public authorities information and consultation on dismissals, Restructuring legislation database, Dublin, https://apps.eurofound.europa.eu/legislationdb/public-authorities-information-and-consultation-on-dismissals/sweden
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