What happens when the employer gives notice?
When an employer announces layoffs due to a shortage of work, it often raises questions. What does a layoff notice actually mean? What happens next? And what rights do you have as an academic professional? Here you’ll find a clear overview of the process – so you can feel informed and prepared.
What does a layoff notice mean?
A layoff notice means that the employer is informing employees that there may be terminations due to a shortage of work. It is not the same as being dismissed. The notice is a formal requirement and a signal that a restructuring process is beginning.
A layoff notice is not a termination in itself. Your notice period only begins once you receive a personal, written notice of termination.
In short:
A layoff notice is a warning, not a decision.
The employer must inform the union.
Negotiations under the Co‑determination Act (MBL) begin.
Employment ends only when you receive a written notice of termination.
Sources: Sveriges Ingenjörer, Akavia
How the process works – step by step
1. The employer informs and negotiates
When a layoff notice is issued, the employer must initiate negotiations with the relevant trade unions. The union reviews the employer’s reasons, the organisation’s needs, and the consequences of the planned changes. These negotiations are crucial to ensure that the process follows laws and collective agreements.
2. Assessment of redundancy and redeployment
The employer must investigate whether there are other positions you can be redeployed to. Redeployment must always be considered before any termination.
3. Order of selection (last in, first out)
If redundancies cannot be avoided, rules on order of selection are applied, often according to the “last in, first out” principle, with some possible exceptions.
4. Notice of termination and notice period
If you receive a notice of termination, your notice period is determined by the Employment Protection Act and the applicable collective agreement. During the notice period, you are still employed and entitled to salary and benefits.
Sources: Sveriges Ingenjörer, DIK
Your rights when a layoff notice is issued
You have the right to union negotiations before any decision is made.
You have the right to receive written information about the planned changes.
You have the right to have redeployment options examined.
You have the right to a notice period according to law and collective agreements.
You are not required to sign any agreements without first consulting your union.
What you can do right away when a layoff notice is issued
Find out what the notice means specifically at your workplace.
Contact your SACO union for advice.
Ask for time to consider before signing anything.
Review your membership in the unemployment insurance fund (a‑kassa).
Update your CV and online profiles so you’re prepared if you need to look for a new job.
Support from the unemployment insurance fund and your union
The unemployment insurance fund (a‑kassa) provides financial security if you become unemployed. Your union supports you in negotiations, career transitions, and work‑related questions. Together, they offer strong protection throughout the entire process.
Your union may also offer a supplementary income insurance that can cover up to 80% of your full salary. The a‑kassa covers income up to 80% of 34,000 SEK per month.
Income insurance through your unionFrequently asked questions about layoff notices
Does a layoff notice mean I will lose my job?
No. A layoff notice is a warning. Your employment only ends once you receive a written notice of termination.
Do I have to accept an agreement?
No. Always contact your union before signing anything.
What happens if there is no local union representative?
Your union’s central advisory service will support you through the process.
Sources: Sveriges Ingenjörer, Akavia
Join today – before you need us
The earlier you join, the more financial support you may be eligible for. The labour market is changing quickly. Your security shouldn’t have to.
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