This guide is informational. Always verify how the rules apply to your specific case.
You are here: At work → Duty of loyalty
The guide belongs to At work. Loyalty is the argument employers most often present when you criticize, share, or alert. Read it together with workplace politics and whistleblowing.
What the duty of loyalty actually is
In Swedish labor law, the duty of loyalty is a generally imposed obligation in the employment contract. It is not a separate legal paragraph you can look up like “confidentiality 1 §”. It develops in practice, collective agreements, and the individual contract. The more trust-sensitive the role, the stricter the assessment.
When “speaking ill of the job” becomes a case
An angry sentence in the break room is rarely grounds for dismissal. What weighs in practice is repetition, external dissemination, falsehood, and acting contrary to a specific order you were bound by. A satirical post can become a case – see also social media – but the employer must still show factual reasons if it ends in termination.
Side jobs, secondary employment, and competition
Having a side job is not prohibited in itself. It becomes problematic when it competes, takes work time, or conflicts with the agreement. In public employment, there are special rules about secondary employment – read public employee.
What to do when loyalty is used against you
- Have the manager write down what you are alleged to have violated—not just “loyalty.”
- Save emails, posts, and what you actually said. Use quotes, not summaries of the mood.
- If you have reported: show that it was a misconduct, not just dissatisfaction. See whistleblowing.
- If there is a warning or termination: warning and termination.
Frequently Asked Questions
Can I be dismissed for complaining about the manager to colleagues?
Dismissal requires that you have grossly neglected your duties. Internal complaints rarely suffice. Repeated, false, and outwardly damaging actions to reputation are another matter. Read the dismissal guide.
Do I have to inform the employer before reporting to an authority?
Not always. The whistleblower law often allows you to go external, especially if the internal channel is inappropriate. Crimes and serious dangers should not wait for internal “loyalty.”
Does the duty of loyalty apply after I have left?
The duty of loyalty from employment largely ends when you leave, but confidentiality, non-compete clauses, and the Trade Secrets Act may continue if they are valid. Read the agreement before starting your own business.
Sources
Checked: September 14, 2026.
- Employment Protection Act (1982:80)
- Whistleblower Act (2021:890)
- Trade Secrets Act (2018:558)
- Swedish Work Environment Authority: whistleblowing
For those reading under stress
The guide is intended as support when you already have a lot on your mind. You don't need to read everything at once: start with the section that matches where you are today and return when the next step becomes relevant.
Cases with authorities rarely improve by handling everything alone. Ask for help from a support person, lawyer, or relative if you can—especially before decisions with long-term effects.
Common mistakes that make the case more difficult
- Relying only on verbal promises without short written confirmation or follow-up emails.
- Waiting to request documents until the conflict is already locked—then it becomes harder to show what was said.
- Writing so long and emotionally that the authority stops responding to the substantive issue.
- Missing deadlines for reconsideration or appeal because the decision was not read verbatim.
Mini-checklist before you leave the guide
- Do I have the date, diary/case number, and name of the person handling the case (if you know)?
- Do I know what the next step is: respond, request, remind, appeal, or report?
- Have I saved emails and attachments in a place where I can find them in a week?
