Notice of Termination due to Redundancy (Uppsägningsbesked på grund av arbetsbrist)

NOTICE OF TERMINATION DUE TO REDUNDANCY (UPPSÄGNINGSBESKED PÅ GRUND AV ARBETSBRIST)

Employer: ✓Employer name Employee: ✓Employee name, ✓Position

1. ⚠️ PRECONDITIONS — MUST BE COMPLETED BEFORE THIS NOTICE IS HANDED OVER 1.1. Selection for redundancy: Redundancy selection basis (22 § LAS — "sist in, först ut"/ last-in-first-out; since the 2022 LAS reform, an employer of ANY size may exempt up to 3 employees from turordning, regardless of headcount). 1.2. Union negotiation: MBL union negotiation status (11 § MBL — mandatory before a redundancy decision where a collective agreement applies; without one, only unions with members among the affected staff must be notified, under 13 § MBL).

2. WRITTEN FORM (8–10 §§ LAS) 2.1. Notice delivery date: Notice delivery date. Delivery method: Delivery method. 2.2. Last working day: Last working day. Notice period (uppsägningstid): Notice period (uppsägningstid).

3. ⚠️ BESVÄRSHÄNVISNING (MANDATORY APPEAL INSTRUCTIONS) 3.1. Appeal instructions (besvärshänvisning) 3.2. A notice without besvärshänvisning does not, by itself, invalidate the termination, but it suspends the time limits for the employee to challenge it — always include this section in full.

4. FÖRETRÄDESRÄTT (PRIORITY RIGHT TO RE-EMPLOYMENT) 4.1. Företrädesrätt (priority re-employment) status 4.2. An employee with more than 12 months of employment in the last 3 years has företrädesrätt to re-employment for up to 9 months after the last working day, provided they notify the Employer in writing that they wish to exercise it.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Received by Employee ______________ / ✓Employee name / Date: ______________

— — — ⚠️ This is a boilerplate template, not legal advice. Swedish employment, data-protection, consumer-protection and food-safety law (lag (1982:80) om anställningsskydd — LAS, including the reform in force since 01.10.2022 that replaced "saklig grund" with "sakliga skäl" and allmän visstidsanställning with särskild visstidsanställning/SÄVA; 6 c–e §§ LAS implementing EU Directive 2019/1152 on written information about employment conditions; 11 § MBL on union negotiation; 47 § lagen om arbetslöshetsförsäkring; AFS 2023:1 on systematiskt arbetsmiljöarbete/SAM, in force since 01.01.2025; the GDPR/Regulation (EU) 2016/679 and dataskyddslagen (2018:218), supervised by IMY; distansavtalslagen (2005:59), e-handelslagen (2002:562) and prisinformationslagen (2004:347); konsumentköplagen (2022:260); livsmedelslagen (2006:804) and Regulation (EC) 852/2004; and 39 kap. skatteförfarandelagen on personalliggare) is highly procedural, tied to fixed statutory deadlines (e.g. skriftlig information within 7 calendar days of the start of employment, arbetsgivarintyg on request, kommun registration at least 2 weeks before opening a food business) and to unannounced Skatteverket kontrollbesök that can trigger a kontrollavgift of 12,500 kr plus 2,500 kr per unregistered worker (25,000 kr on a repeat violation within a year) — and there is NO statutory minimum wage in Sweden, so pay floors must always be checked against the applicable kollektivavtal (e.g. Gröna riksavtalet HRF–Visita for HoReCa, the Detaljhandelsavtalet Handels–Svensk Handel for retail, the Frisöravtalet Frisörföretagarna–Handels for salons). Have this document reviewed and adapted by a Swedish employment/legal advisor (jurist) or accountant (redovisningskonsult) and verified against current Skatteverket, Arbetsmiljöverket and IMY guidance before use.