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The mandatory length of notice in Sweden depends on the length of service:
If an employee does not provide a sufficient notice period, the employee may need to provide payment in lieu of notice to the employer.
If the employer provides insufficient notice, this is considered unlawful termination and the employee may be entitled to compensation and “redistribution” i.e. to have their job reinstated or to be offered another role at the company.
It is possible to shorten the notice period in Sweden. This would require both parties to consent to the new employment termination date. This might happen in cases of relocation to a new city, a family medical emergency, or another personal or professional reason.
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Employees must provide 14 days’ notice if resigning during the notice period.
After the notice period, the employee must provide 1 month of notice before resigning in Sweden.
If the employee has worked with the company for more than 2 years, the employee must provide 2 months of notice before resigning in Sweden.
Employers must provide 14 days’ notice if terminating employment during the notice period in Sweden.
After the notice period, employers must provide 1 month of notice to employees before terminating employment in Sweden.
If the employee has worked with the company for more than 2 years, the employer must provide 2 months of notice before terminating employment in Sweden.