Notice of termination

Termination of temporary employment
When a temporary employment is terminated, the employee shall, under certain conditions, be notified of this at least one month before the employment is set to be terminated. In cases where the employment has lasted for 12 consecutive months, you have the opportunity to claim preferential rights. If you are a member of a union organisation, said organisation shall be notified, and possibly also Trygghetsstiftelsen.

Self-termination
If you as an employee want to terminate your employment, you must do this in writing to your manager. Use the form below.

Employment period includes one or more government employment that you have had consecutively.

  • If you have been employed for up to one year, you have one month's notice period when you resign yourself, and if you have been employed for more than one year, you have two months' notice.
  • If you have an employment that is regulated under the managerial agreement, you have a six-month notice period
  • If you have reached the age of 69, regardless of how long you have been employed, you have one month's notice. In the case of an employment that is regulated according to the managerial agreement, you have three months' notice.
  • If you are on leave of absence, the same notice period applies as if you were on duty.
  • If you have a fixed-term employment, it is most common for it to be so-called "longest employment", i.e. until further notice but at most up to and including a certain time. In this case, the same notice periods apply as for permanent employment.
  • If you are a probationary employee, you can by law terminate the employment before the end of the probationary period.

If your manager agrees, you may be given the right to quit after a shorter notice period.

Request for self-termination

Preferential rights for re-employment
If you, as an employee, have been terminated due to a shortage of work or your temporary employment coming to an end, you have preferential rights for re-employment if you have

  • been employed for more than 12 months in the last three years
  • sufficient qualifications for the new employment
  • requested to be re-employed by notifying the Office of Human Resources of this in writing at any time during the duration of the right of re-employment

When re-employment takes place in the public sector, the right of re-employment does not have the same compulsory character as in the rest of the labour market. 

Trygghetsstiftelsen
The public sector is covered by an agreement on readjustment, which applies to situations of dismantling. The agreement applies to employees in the public sector who, for example, are under the threat of termination or have been terminated due to a shortage of work. Individuals who have held a temporary employment can receive a certain degree of assistance. For more information, see the link to the Readjustment agreement at the bottom of this page.

Trygghetsstiftelsen helps people who risk becoming redundant and terminated due to changes and cutbacks in the public sector. They also provide the government authority in the readjustment process. For more information, see the link to the Trygghetsstiftelsen website at the bottom of this page.

Termination by the employer
A permanent employment can only be terminated on the grounds of factors which can be regarded as objective pursuant to the Employment Protection Act. Objective grounds for termination from a permanent employment are a shortage of work and personal reasons.

A shortage of work may occur when, for example, there is a lack of funding or an organisational change takes place that causes tasks to disappear. 

A termination due to personal reasons shall generally be based on an assessment of the employee’s suitability to carry out the work and not on individual cases of misconduct. 

Related links

The Employment Protection Act