There are two grounds for dismissal by the employer
It is important that you contact Naturvetarna as soon as possible if you are dismissed, as the deadline to act is short.
Notice of dismissal
According to the Employment Protection Act, you must be given a written notice of termination when your employer dismisses you. The notice of termination must state
- How to proceed to annul the dismissal or claim damages.
- whether there is a right of priority for re-employment and how this is notified in the event of dismissal due to lack of work.
At the employee's request, the employer must also state the reasons for the dismissal.
As a general rule, the notice of dismissal must be delivered in person. If this is not reasonable, the notice must be sent by registered letter. The notice of termination is then counted within 10 days after the letter was handed over to the post office for delivery. If the employee is on vacation, the notice of termination takes effect the day after the vacation ends.
These rules are regulatory provisions that are sanctioned by damages. This means that a notice of dismissal given in another way may still be valid, as long as it has benefited the other party.
If a dismissal or dismissal is not valid
If the employer cannot show that there are objective reasons for the dismissal or dismissal, the decision can be annulled. This must be done very urgently. Contact Naturvetarna immediately for advice.
In most cases, a dispute about dismissal or redundancy can be resolved by the union intervening and negotiating with the employer. Should the dispute continue after the employment has ended, during the dispute you can receive unemployment benefit and supplementary compensation through your transition organization or Naturvetarna's income insurance, which is included in your membership.
