Termination of employment, change and right to preferential re-employment

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Different notice periods apply following termination by the employer due to redundancy. Termination by the employer means you must comply with both the Employment Protection Act (LAS) and various collective agreements. Here, you can read more about what applies for termination of employment.

Permanent employment may only be terminated for reasons considered to be objective grounds as stipulated in the Employment Protection Act. Personal reasons and redundancy are considered to be objective grounds. Different periods of notice apply following the termination of permanent employment by the employer.

Different rules concerning notice periods apply when an employee terminates their employment of their own accord (resigns).

Notice periods

Different periods of notice apply following the termination of permanent employment by the employer or employee.

Termination due to redundancy

Redundancy does not always entail a shortage of work. It may also be necessary if there is insufficient financing, or if for any reason the decision is made to eliminate certain duties.

Termination due to personal reasons

As a rule, termination due to personal reasons is to be based on an assessment of the employee’s suitability to conduct their duties rather than on individual cases of misconduct.

Turn to your HR officer at your faculty/equivalent for help and support.

Termination on grounds of age

Permanent employment can be terminated once an employee reaches a certain age.

Ending fixed-term employment

Under certain conditions, an employee is to be informed at least one month in advance concerning the end date of their fixed-term appointment. If the employee belongs to a union, the union must receive notice. If relevant, Trygghetsstiftelsen (Job Security Foundation) is to be notified as well.

Change of existing employment

There are several reasons why employment at Lund University may change. It may be a reassignment, changed working conditions or that an employee has applied for a new position within the university.

Read more about change of existing employment

Preferential right to re-employment

An employee who meets the requirements for preferential right to re-employment is to be treated as an applicant for vacant positions. As a manager, you must consider those who have registered their preferential right to re-employment when conducting a recruitment process.

Contact

In the first instance, contact your nearest HR function.

You may also use the HR Division’s case management system to ask questions about different areas connected to HR encompassed in your role:

Find the right HR information and support