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The redundancy process

Redundancy is not necessarily the result of a shortage of work duties. It could, for example, come about due to an organisational change. Here, managers can read more about what redundancy entails.

Operational, organisational or economic changes can result in a change of staffing requirements. The term “redundancy” refers to the staff changes that result from these causes and does not necessarily result from a shortage of work duties. The employer, based on their management rights, determines whether redundancy is necessary or not. At the same time, the employer must be able to present satisfactory supporting documentation for the judgement that has been reached. It is not redundancy if the reason is only applicable to the employee on a personal level. Before redundancy can be confirmed, the situation is to be investigated to ascertain that there is no other work available that offers a possibility of redeployment.

As a manager in charge of staff, you have the main responsibility for the transition process if redundancy arises. The University’s process for handling redundancy includes the basic elements that you need to know in order to manage a redundancy situation in the correct way.

A number of laws and agreements regulate the transition process in the case of redundancy, such as the Employment Protection Act (LAS), the Public Employment Act (LOA) and the Agreement on order of priority for government employees (TurA-S). During the process, the University also has an obligation to negotiate in accordance with the Employment (Co-Determination in the Workplace) Act and a requirement to cooperate with the health and safety organisation in accordance with the Work Environment Act.

The process at Lund University

As an employer, the University has a responsibility to ensure the transition process in the case of redundancy is carried out in a correct and efficient manner.

As a manager in charge of staff, you initiate the transition process if redundancy arises. The diagram below shows the various stages of this process. It describes what is to be done, when activities are to take place, and who is to act.


Click the image to view in PDF format. The image contains links to the various stages of the transition process.




  • Inform those affected
  • Investigate solutions

Confirm redundancy

  • Prepare documentation
  • Assess risks and impact
  • Negotiate redundancy


  • Investigate redeployment opportunities
  • Offer redeployment

Order of priority

  • Investigate priority groups
  • Negotiate order of priority

Termination of employment

  • Notice of termination
  • Transition support
  • Termination of employment