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At work

When work starts cracking you need to know what applies in the room with the manager — not just the name of the statute. This entrance gathers guides on warnings, redeployment, dismissal, loyalty, politics and what you may say, with the same trail as the other hubs: document, get it in writing, and do not go in alone.

Start with the material

Guides, tips, and next steps

We put the essentials first: a guide to start with, practical tips, and selected pieces. The longer step-by-step series follows right below.

Start hereWork & employment

When work starts cracking: document, secure the papers, and do not go in alone

After a conversation about the future, a warning or a sudden redeployment, your record decides whether anyone takes your version seriously. Write it down, demand it in writing, and bring support.

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Featured guides

Most relevant for this authority

At workWork & employmentSeries part 1

Labour lawDocumentation

14 September 2026 · 11 min read

Politics in the Workplace: What You Can Say, Share, and Refuse

Political parties, demonstrations, the break room, and a sticker on the computer. Duty of loyalty sets boundaries—but it is not a prohibition against opinions. Here is what usually determines the outcome.

At workWork & employmentSeries part 2

Labour lawDocumentation

14 September 2026 · 10 min read

Duty of Loyalty: When the Job Requires You to Remain Silent

The duty of loyalty does not mean that the employer owns your voice. It concerns not unduly harming the business—not about remaining silent on crimes, discrimination, or serious misconduct.

At workWork & employmentSeries part 2

Labour lawDocumentationEvidence

14 September 2026 · 9 min read

Warning and reprimand: what the paper means and what you do now

A LAS warning is not the same as a telling-off in the break room. The paper can become the basis for dismissal. Do not sign that you “admit” — confirm that you have received it.

At workWork & employmentSeries part 4

Labour lawDocumentationAppeal

14 September 2026 · 12 min read

Dismissal: shortage of work or personal grounds?

Since the LAS reform of 2022, objective grounds (sakliga skäl) are required. Redundancy and personal grounds are different tracks, with different paperwork and deadlines.

At workWork & employmentSeries part 5

Labour lawDocumentation

14 September 2026 · 9 min read

Summary dismissal and buyout: when they want you gone today

Dismissal terminates the employment immediately. A buyout exchanges protection for money and often silence. Do not sign in the room. The deadlines for contesting invalidity are as short as in the case of termination.

At workWork & employmentSeries part 6

Labour lawDocumentationOversight

14 September 2026 · 10 min read

Victimisation and bullying at work

Victimisation (kränkande särbehandling) is a work-environment concept. Harassment tied to a discrimination ground is a different track, at the Equality Ombudsman. Document, notify the employer, and do not mix the two files.

Step by step

Read these guides in this order

A compact path through the series. Open the part that matches where you are in the matter.

When work starts cracking: warning, redeployment, dismissal

From the first conversation about your future through warning and redeployment to dismissal, summary dismissal and a buyout. Document first, do not go in alone.

Politics and opinions at work

Duty of loyalty, politics, social media, whistleblowing, and what is different in public employment.

Safety at work: safety delegates, incident reports and regional delegates

When something almost goes wrong, when there is no safety delegate, or when the manager slows the incident report. Document, bring in the delegate, and do not mix incident reports with whistleblowing.

1Safety Representatives and Incidents: Who Protects, How to Report, and When a Regional Representative is InvolvedPart 1

The papers in the job: collective agreement, written statement and working time

What the collective agreement does, how the written statement of terms must look under LAS, and the rules on breaks, pauses, daily rest and rest rooms.

Across authorities

When the problem crosses several authorities

These guides help with documentation, corrections, follow-up, and oversight regardless of which authority currently holds the power in the matter.

Appeals & oversight

Whistleblowers against authority: the Whistleblower Act, protection and how to do it right

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Privacy & data protection

Camera surveillance: this applies (plot, neighbor, stairwell)

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Documentation

Yes: recording conversations without consent – even with authorities

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Appeals & oversight

Application for Summons in Civil Cases: How It Works Step by Step

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Appeals & oversight

How does a trial proceed? Process steps, settlement, prosecution, and civil law 1. Initiation of Proceedings: A trial begins when a party files a lawsuit or when the prosecutor brings charges in a criminal case. The court then issues a summons to the defendant, informing them of the claims or charges and the requirement to respond. 2. Preliminary Proceedings: In this phase, the court may hold preliminary hearings to address procedural issues, set timelines, and determine whether there is sufficient evidence to proceed to trial. This stage may involve motions to dismiss or requests for summary judgment. 3. Exchange of Evidence: Both parties are required to disclose evidence they intend to present at trial. This process, known as discovery, includes the exchange of documents, witness lists, and other relevant information. 4. Settlement Discussions: At any point before the trial, the parties may engage in settlement discussions to resolve the matter without a court judgment. This can involve negotiation or mediation, where a neutral third party assists in reaching an agreement. 5. Trial: If the case does not settle, it proceeds to trial. In a criminal case, the prosecutor presents evidence to prove the defendant's guilt beyond a reasonable doubt. In a civil case, the plaintiff must prove their case by a preponderance of the evidence. Both sides have the opportunity to present evidence, call witnesses, and make legal arguments. 6. Judgment: After hearing the evidence and arguments, the judge or jury delivers a verdict. In a criminal case, the verdict determines the defendant's guilt or innocence. In a civil case, the verdict decides whether the defendant is liable and, if so, the amount of damages to be awarded. 7. Appeal: The losing party may appeal the decision to a higher court, challenging legal errors that may have affected the outcome. The appellate court reviews the trial court's proceedings and may affirm, reverse, or remand the case for further proceedings. 8. Enforcement of Judgment: If the judgment is in favor of the plaintiff, they may take steps to enforce it, such as garnishing wages or seizing assets, if the defendant does not voluntarily comply. The term "angiverilag" refers to a controversial legislative proposal or law that involves mandatory reporting or informing on certain activities, often raising concerns about privacy and civil liberties.

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Documentation

In contact with authorities: record, request, and always respond

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Common problems

The manager calls a “conversation about the future” without papers, and you do not know if it is a warning.
Duty of loyalty is used against opinions, politics, or something you wrote outside work.
Fixed-term work, redeployment or sick leave/rehab suddenly ends in dismissal.

Rights and protective points

You have a right to receive the main terms of employment in writing.
Duty of loyalty is not a duty of silence about crime, discrimination or serious misconduct.

Common questions

May I talk politics at work?

Often yes, but duty of loyalty, the work environment and public employment set different limits. Read the guide on politics at work.

What is the difference between dismissal and summary dismissal?

Dismissal requires objective grounds and a notice period. Summary dismissal is the harshest measure and requires a gross breach of duty. Read the guides on dismissal and summary dismissal.

Do I have to sign a buyout today?

No. Ask for the paper, take it with you and have it reviewed. A buyout often trades employment protection for money and silence.