Lag om sjöarbetsavtal

If no agreement can be reached, the employee may interrupt partial leave for a justified reason with at least one month’s notice.

Employees must notify their employer about maternity, paternity, parental, and care leave before the leave starts, usually two months in advance.

An employee may stop partial care leave for a justified reason if no agreement can be reached, but must give at least one month’s notice.

Employees must notify their employer about pregnancy, parental, and care leave in advance, usually two months before the leave starts.

An employee may take temporary care leave for up to four workdays at a time when a child under 10 suddenly becomes ill, and must notify the employer as soon as possible.

Employees may take part-time care leave for a child if they meet the service requirement; they must ask the employer at least two months before the leave starts.

An employee may take temporary care leave for up to four working days at a time when a child under 10 suddenly falls ill, and must notify the employer as soon as possible.

Employees meeting the service requirement can get partial care leave to care for a child, with longer access for certain school or special-care cases, and must request it from the employer at least two months before leave starts.

If an employee needs time off to care for a family member or other close person, the employer must try to arrange work so the employee can be absent for a limited period.

An employee may stop partial care leave for a valid reason if no agreement on changing the leave can be reached, but must give at least one month’s notice.

If an employee needs time off to care for a family member or other close person, the employer should try to arrange work so the employee can be absent for a period.

If no agreement is reached, the employee may interrupt partial leave for a justified reason by giving at least one month’s notice.

An employee may take temporary leave from work for an unforeseeable, urgent family illness or accident if immediate presence is needed and the ship does not become unseaworthy because of the absence.

An employee may take temporary care leave of up to four working days at a time when a child under 10 suddenly falls ill; the employee must notify the employer as soon as possible and provide a reliable explanation if asked.

A worker may take temporary leave from work in a family emergency involving an unforeseen, compelling illness or accident, if their presence is needed and the ship does not become unseaworthy because of the absence.

Employees can take temporary care leave for up to four working days at a time when a child under 10 suddenly becomes ill, and they must notify the employer as soon as possible.

Arbetsgivaren behöver normalt inte betala lön under familjeledighet, men måste i vissa fall betala lön under moderskapsledighet och ersätta inkomstbortfall för vissa medicinska undersökningar.

An employer should try to arrange work so an employee can be absent for a limited time to care for a family member or other close person, and the employer and employee must agree on the leave terms and return to work.

The employer generally does not have to pay wages during family leave, but must pay maternity-leave wages if the employment has lasted at least six uninterrupted months before the leave starts, and must reimburse a pregnant worker for lost income from prenatal medical examinations when they cannot be done outside working hours.

Employees may get leave to care for a family member or close person, and the employer must try to arrange work and agree the leave details.

When the family leave covered by this chapter ends, the employee has the right to return to their previous work first.

A worker may take temporary leave from work for an unforeseeable, compelling family illness or accident reason, if the ship does not become unseaworthy because of the absence.

När familjeledigheten tar slut har arbetstagaren rätt att i första hand gå tillbaka till sitt tidigare arbete.

An employee may take temporary leave from work for an unforeseeable, urgent family illness or accident if the ship will not become unseaworthy because of the absence.

Permittering means work and pay are temporarily suspended, and the employer may lay off a worker if the conditions in section 2 are met. A worker may take other work during the layoff, subject to section 6.

Arbetsgivaren behöver normalt inte betala lön under familjeledighet, men måste i vissa fall betala lön under moderskapsledighet och ersätta inkomstbortfall för vissa medicinska undersökningar.

The provision defines “permittering” as a temporary suspension of work and pay while the employment relationship continues, and allows an employer to lay off a worker if the grounds in section 2 exist.

Employers generally do not have to pay salary during family leave, but must pay salary during pregnancy and parental leave if the employment has continued uninterrupted for at least six months before pregnancy leave starts; they must also compensate a pregnant worker for lost income from prenatal medical examinations when those examinations cannot be done outside working hours.

The employer may lay off an employee only on specified grounds, including temporary reduction in work, and there are special rules for fixed-term employees and shop stewards.

När familjeledigheten tar slut har arbetstagaren rätt att först återgå till sitt tidigare arbete.

The employer may lay off a worker only on the stated grounds, including temporary reduction in work or certain economic/production reasons.

After family leave ends, the employee has the right to return to their previous job first.

The employer must give advance information about layoffs and let employees or their representative be heard before a layoff notice is issued.

This section defines layoff and allows an employer to lay off a worker if the grounds in section 2 exist; a worker may also take other work during the layoff subject to section 6 limits.

Arbetsgivaren ska ge arbetstagaren förhandsinformation om permittering och låta arbetstagarna eller deras representant bli hörda innan ett meddelande om permittering lämnas.

This section defines “permittering” and says an employer may lay off an employee only if the grounds in section 2 exist; during the layoff, the employee may take other work, subject to section 6 limits.

Arbetsgivaren ska normalt ge arbetstagaren ett meddelande om permittering minst 14 dagar innan permitteringen börjar, och meddelandet ska innehålla vissa uppgifter.

An employer may lay off a worker only when the stated economic/production grounds or a temporary reduction in work conditions are present, and special limits apply to fixed-term workers and employee representatives.

Arbetsgivaren ska ge arbetstagaren meddelande om permittering senast 14 dagar före permitteringen och ange vissa uppgifter i meddelandet.

Arbetsgivaren får permittera arbetstagare bara i vissa angivna situationer, including tillfälliga arbetsminskningar, och det finns särskilda regler för visstidsanställda och förtroendemän.

An employer must, on request from an employee, provide a written layoff certificate.

Arbetsgivaren måste snabbt ge arbetstagaren förhandsinformation om en planerad permittering och sedan ge arbetstagarna eller deras representant tillfälle att bli hörda innan permitteringsmeddelande lämnas.

Arbetsgivaren ska på begäran av arbetstagaren ge ett skriftligt intyg om permittering.

The employer must give employees advance information about a layoff and, before notice of layoff is given, must let employees or their representative be heard.

If a worker is laid off indefinitely, the employer must notify the worker at least 7 days before work resumes, unless otherwise agreed. A worker who took another job during the layoff period may end that contract with 5 days’ notice, regardless of the contract term.

Employers must give layoff notice at least 14 days before the layoff starts, and the notice must state the reason, start time, and length or estimated length.

Om en arbetstagare är permitterad tills vidare ska arbetsgivaren meddela minst sju dagar i förväg innan arbetet återupptas, om inget annat avtalats. En arbetstagare som under permitteringen tagit ett annat jobb får säga upp det avtalet med fem dagars uppsägningstid.

Arbetsgivaren ska ge permitteringsmeddelande senast 14 dagar före permitteringen, normalt personligen, och meddelandet ska innehålla orsaken, starttidpunkten och längden; det ska också lämnas till arbetstagarnas representant.

A worker on layoff may resign without notice, but not during the last 7 days if the end of the layoff is known.

The employer must, on the employee’s request, provide a written layoff certificate.

En permitterad arbetstagare får säga upp sitt arbetsavtal utan uppsägningstid, men inte under de sista 7 dagarna om arbetstagaren vet när permitteringen slutar.

Employer must give an employee a written layoff certificate on request.

A fixed-term employment contract ends without notice when the agreed term ends or the agreed work is completed; if only the employer knows the end time, the employer must notify the employee without delay. A fixed-term contract lasting more than five years may be terminated after five years on the same grounds and procedure as an indefinite contract.

If a worker is laid off until further notice, the employer must give at least 7 days’ notice before work resumes, unless the parties agree otherwise. A worker who took another job during the layoff has the right to end that contract on 5 days’ notice.

A fixed-term employment contract ends without notice when the agreed time ends or the agreed work is completed, and the employer must notify the employee without delay if only the employer knows when the contract will end.

Arbetsgivaren ska meddela om arbetet återupptas minst sju dagar i förväg vid permittering tills vidare, om inte annat har avtalats. Arbetstagaren får också säga upp ett annat arbetsavtal med fem dagars uppsägningstid i vissa fall.

An employment relationship ends at the end of the calendar month when the employee turns 68, unless the employer and employee agree to extend it.

En permitterad arbetstagare får säga upp sitt arbetsavtal utan uppsägningstid under permitteringen, men inte under de sista sju dagarna före permitteringens slut om slutet är känt.

An employment relationship ends at the end of the calendar month when the worker reaches retirement age, unless the employer and worker agree to extend it.

A laid-off employee may resign without notice while the layoff lasts, with a limited exception; if the employer ends the contract during the layoff or if the employee resigns after at least 200 uninterrupted days of layoff, notice-pay rules apply.

The provision sets notice-period rules for employment contracts and limits when an employer may terminate a contract at sea.

A fixed-term employment contract ends without notice when the agreed time ends or the agreed work is finished, and the employer must promptly tell the employee if only the employer knows the end time.

This section sets rules for ending open-ended employment contracts, including written notice, maximum notice periods, and where a ship-based employment contract may end.

A fixed-term employment contract ends without notice when the agreed term ends or the agreed work is completed, and the employer must promptly tell the employee if only the employer knows when the contract will end. Fixed-term contracts longer than five years may be terminated after five years under the same grounds and procedure as an indefinite contract.

Arbetsgivare och arbetstagare ska följa vissa uppsägningstider när anställningen har varit oavbruten och inget annat avtalats.

An employee’s employment ends at the end of the calendar month when the employee reaches retirement age, unless the employer and employee agree to extend it.

Arbetsgivaren och arbetstagaren ska följa vissa uppsägningstider, om inte något annat avtalas och anställningen har varit oavbruten.

Anställningsförhållandet upphör när arbetstagaren når avgångsåldern, men arbetsgivaren och arbetstagaren får avtala om förlängning för viss tid.

Arbetstagaren får i vissa fall avsluta sitt arbetsavtal utan uppsägningstid, men det finns undantag och en möjlig skyldighet att ersätta arbetsgivaren för kostnader för en ny arbetstagare.

Open-ended employment contracts must be ended by written notice, and the agreed notice period cannot exceed six months.

Arbetstagaren får i vissa fall avsluta arbetsavtalet omedelbart utan uppsägningstid, men måste ersätta arbetsgivaren för kostnader för en ny arbetstagare.

This section says an indefinite employment contract must be terminated by written notice, notice periods can be agreed up to six months, and the employer may end the contract only in specified ports, with a special rule for war-related or serious disease situations.

If the employer terminates the employment contract for economic or production reasons, certain compensation leave must be paid out in money when the employment relationship ends. The employer also may not make the employee take earned compensation leave during the notice period without the employee’s consent.

Employer and employee notice periods depend on length of continuous employment, unless the parties agree otherwise.

Vid uppsägning av arbetsavtal av ekonomiska eller produktionsorsaker ska viss kompensationsledighet betalas i pengar när anställningen slutar, och arbetstagaren får inte utan samtycke tvingas ta ut sådan ledighet under uppsägningstiden.

Employer and employee must follow the notice periods set here, unless otherwise agreed and the employment has continued without interruption.

If an employer or employee fails to observe the notice period when ending employment, compensation is owed.

Arbetstagaren får i vissa situationer säga upp arbetsavtalet med omedelbar verkan, men kan också bli skyldig att ersätta arbetsgivaren för kostnaden för en ny arbetstagare.

An employer who dismisses an employment contract without observing the notice period must pay the employee full salary for the notice period. An employee who does not observe the notice period must pay the employer a lump sum equal to the salary for the notice period.

An employee may end the employment contract immediately without notice in listed situations, but may be blocked from doing so if the ship would become unseaworthy without a replacement; the employee must also pay the employer’s costs for hiring a new worker.

If the employer lets the employee keep working after the contract period or notice period ends, the employment relationship is treated as extended until further notice.

Om arbetsgivaren säger upp arbetsavtalet av ekonomiska eller produktionsorsaker ska viss kompensationsledighet betalas i pengar när anställningen upphör. Arbetstagaren får inte utan samtycke tvingas ta ut sådan ledighet under uppsägningstiden.

Om arbetsgivaren låter arbetstagaren fortsätta arbeta efter att avtalsperioden eller uppsägningstiden gått ut, anses anställningsförhållandet förlängt tills vidare.

Om arbetsgivaren säger upp avtalet av ekonomiska eller produktionsorsaker ska viss kompensationsledighet betalas i pengar när anställningen slutar. Arbetstagaren får inte utan samtycke tvingas ta ut sådan ledighet under uppsägningstiden.

An employer must offer work to a former employee who was dismissed on the stated grounds and is still registered as a jobseeker, if the employer needs staff for the same or similar work within nine months after the employment ended.

If an employer or employee fails to observe the notice period when ending an employment contract, they must pay compensation tied to the salary for that notice period.

Employers must offer re-employment to certain former employees if the conditions in this section are met.

If an employer or employee does not observe the notice period, they must pay compensation based on the salary for the notice period.

When employment ends, the employee can request a written certificate from the employer about the length of employment and job duties.

Om arbetsgivaren låter arbetstagaren fortsätta arbeta efter avtalstiden eller uppsägningstiden, anses anställningsförhållandet förlängt tills vidare. Ett undantag gäller för nödvändigt säkerhetsarbete som inte varar mer än två dagar.

When employment ends, the employee can request a written certificate from the employer about the length of employment and job duties.

If an employer lets an employee keep working after the contract period or notice period ends, the employment relationship is treated as extended until further notice.

Employers may terminate an indefinite employment contract only for weighty reasons.

An employer must offer work to a former employee who was dismissed on the stated grounds if the person is still registered as job-seeking and the employer needs workers for the same or similar duties within the re-employment period.

An employer may terminate an open-ended employment contract only for weighty cause.

An employer must offer work back to a former employee who was dismissed on the stated grounds, if the employer needs workers for the same or similar tasks within the re-employment period.

Arbetsgivaren får säga upp på personliga grunder bara under vissa sakliga och vägande förhållanden, och måste normalt först varna arbetstagaren och utreda om uppsägning kan undvikas genom annat arbete.

När anställningen upphör har arbetstagaren rätt att få ett skriftligt arbetsintyg på begäran, och arbetsgivaren måste lämna det inom vissa tidsfrister.

Arbetsgivaren får bara säga upp på vissa personliga grunder och ska i regel först varna arbetstagaren samt utreda om uppsägning kan undvikas genom annat arbete.

A former employee may ask the employer for a written certificate of employment details when the employment ends.

An employer may terminate an employment contract for economic, production-related, or restructuring reasons only if the available work has decreased substantially and permanently; termination is not allowed if the employee can be placed in other work or retrained under section 4.

Employers may terminate an indefinite employment contract only for weighty reasons.

The employer may terminate an employment contract only if work has decreased substantially and permanently for economic, production, or reorganization reasons, and not if the employee can be redeployed or retrained under section 4.

An employer may terminate a permanent employment contract only for weighty reasons.

Employers must provide suitable training for new tasks, and if they cannot offer the employee work in the current business group, they must check whether work can be offered in other controlled companies or associations.

An employer may rely on certain person-related grounds for termination, but must generally warn the employee and check whether the employee can be reassigned before ending the employment.

The employer must first offer the employee suitable work, then other suitable work if that is not available, and must arrange needed training.

An employer may terminate employment only for serious and weighty reasons connected to the employee, and must first check whether reassignment to other work could avoid termination unless the case is exceptionally serious.

The buyer of a business may not dismiss an employee solely because of the transfer. If an employer dismisses for economic or production reasons because of the transfer, the employee is entitled to compensation, unless the employee refused offered work under section 4.

An employer may dismiss an employment contract for economic, production, or reorganization reasons if the available work has decreased substantially and permanently.

Vid överlåtelse av rörelse får förvärvaren inte säga upp arbetstagare enbart på grund av överlåtelsen, och arbetstagaren kan i vissa fall säga upp avtalet med särskilda tidsregler.

An employer may terminate an employment contract for economic, production, or reorganization reasons only if the available work has decreased substantially and permanently, and not if the employee can be placed in other work or retrained.

In a restructuring proceeding, the employer may terminate an employment contract if the stated conditions are met, with two months’ notice; the employee’s notice period is 14 days unless another rule applies.

Employers must first offer suitable work, then other suitable work if needed, and must arrange reasonable training for the employee.

An employer in a restructuring procedure may terminate an employment contract under specified conditions, with two months’ notice; the employee’s notice period is 14 days unless another rule applies.

The employer must first offer work matching the employment contract, then other suitable work, and arrange needed training for the new tasks.

If the employer is bankrupt, either party may terminate the employment contract; if the employer dies, the estate co-owners and employees have a right to terminate.

Köparen av en rörelse får inte säga upp en arbetstagares avtal bara på grund av överlåtelsen. Om arbetsgivaren säger upp av ekonomiska eller produktionsorsaker till följd av överlåtelsen kan arbetstagaren ha rätt till ersättning motsvarande en månads grundlön plus fasta tillägg, men inte om arbetstagaren vägrat ta emot erbjudet arbete enligt 4 §.

Om arbetsgivaren går i konkurs eller avlider får vissa parter säga upp arbetsavtalet, trots avtalstiden. Uppsägningstiden är 14 dagar, och vid dödsfall måste uppsägningsrätten användas inom tre månader.

Vid överlåtelse av rörelse får förvärvaren inte säga upp en arbetstagares avtal enbart på grund av överlåtelsen. Arbetstagaren kan också säga upp avtalet med särskilda tidsregler om överlåtelsen har meddelats.

An employer may not dismiss an employment contract because the employee is pregnant or uses family leave; the employee must provide evidence of pregnancy if the employer asks.

An employer in a corporate restructuring procedure may terminate an employment contract if the stated conditions are met, using a two-month notice period. The employee’s notice period in that situation is 14 days, unless another rule in 6 kap. 7 § 1 mom. applies.

An employer must not dismiss an employment contract because the worker is pregnant or uses family leave, and may request proof of pregnancy. Dismissal during maternity, special maternity, paternity, parental, or care leave is allowed only if the employer’s business completely ceases.

An employer in a corporate restructuring procedure may terminate an employment contract in specific restructuring-related cases, with two months’ notice; the employee’s notice period is 14 days unless another rule applies.

An employer may dismiss a shop steward only if specific consent or termination conditions are met.

If the employer goes bankrupt, either party may end the employment contract on 14 days’ notice, and wages for the bankruptcy period are paid from the bankruptcy estate. If the employer dies, the heirs in the estate and the employee may end the contract on 14 days’ notice, and that right must be used within three months.

Arbetsgivaren får bara säga upp en förtroendemans arbetsavtal under vissa villkor.

Vid arbetsgivarens konkurs får båda parter säga upp arbetsavtalet med 14 dagars uppsägningstid. Vid arbetsgivarens död får dödsboets delägare och arbetstagarna säga upp avtalet, också med 14 dagars uppsägningstid, och rätten måste användas inom tre månader.

An employee has a right to paid leave during the notice period for job-related planning, training, job search, interviews, or redeployment activities, unless agreed otherwise.

Employers may not dismiss a work contract because the employee is pregnant or using family leave, and during certain parental leaves dismissal is allowed only if the business completely ceases. The employee must provide evidence of pregnancy on request.

An employee may take paid job-search leave during the notice period after certain terminations, if the employer and employee have not agreed otherwise.

Arbetsgivaren får inte säga upp ett arbetsavtal på grund av graviditet eller familjeledighet; på begäran ska arbetstagaren lämna utredning om sin graviditet.

The employer may end the employment contract immediately only for very weighty reasons; the employee may do the same if the employer seriously breaches its obligations.

The employer may dismiss a shop steward’s employment contract only in the stated cases and only if the stated conditions are met.

Employers meeting the size and service conditions must offer dismissed employees paid training or education that supports re-employment.

An employer may dismiss a trustee elected under a collective agreement only with majority consent from the workers represented, or when the trustee’s work ends completely and no suitable alternative work or retraining can be arranged.

The right to rescind an employment contract expires if it is not used within 14 days after the party learns the rescission ground. If rescission is blocked by a valid reason, it may be carried out within 14 days after the obstacle ends.

An employee has a right to paid employment leave during the notice period, unless the employer and employee agree otherwise, for job-search and related activities after certain dismissals.

An employer who has failed to meet the duty in section 11 must pay the employee a one-time amount equal to the value of the training or education.

Arbetstagaren har rätt till sysselsättningsledighet med full lön efter uppsägning, och must notify the employer before using it; the leave length depends on notice period, with a special longer entitlement for certain workers aged 55+.

An employer or employee may treat the employment contract as terminated if the other party has been absent for at least seven days without giving a valid reason for the absence during that time.

Arbetsgivaren får bara häva ett arbetsavtal om det finns synnerligen vägande skäl, och arbetstagaren får häva direkt om arbetsgivaren allvarligt bryter mot sina skyldigheter. Efter hävning ska arbetstagaren föras till en hamn, om fortsatt giltighet tills hamnankomst inte medför betydande olägenhet.

Arbetsgivaren får häva ett arbetsavtal direkt bara av synnerligen vägande skäl, och arbetstagaren får göra det på motsvarande sätt om arbetsgivaren grovt bryter mot sina förpliktelser. Efter hävning ska arbetstagaren föras till en hamn, om det inte medför betydande olägenhet.

Employers with at least 30 employees must offer qualifying dismissed employees paid training or education, and it must meet minimum value and timing rules.

Employers must dismiss an employment contract within a reasonable time after learning of a dismissal ground linked to the employee’s person.

Hävningsrätten förfaller om arbetsavtalet inte hävs inom 14 dagar från att avtalsparten fick kännedom om hävningsgrunden. Om en giltig orsak hindrar hävningen får den göras inom 14 dagar efter att hindret upphörde.

The right to terminate the employment contract lapses if it is not used within 14 days after the party learns the termination ground. If a valid obstacle prevents termination, it may be done within 14 days after the obstacle ends.

En arbetsgivare som inte följer sin skyldighet enligt 11 § måste betala arbetstagaren en engångsersättning som motsvarar värdet av utbildningen eller träningen.

Before certain employment termination or rescission actions, the relevant party must give the other party a chance to be heard. The employee also has the right to use a helper at the hearing.

An employer or employee may treat the employment contract as terminated if the other party is absent for at least 7 days without giving a valid reason notice; this does not apply if notice was impossible because of an acceptable obstacle.

Efter minst sju dagars utevaro utan att giltigt skäl anmälts får arbetsgivaren eller arbetstagaren anse arbetsavtalet hävt.

Employer and employee may end a work contract immediately only for serious grounds; if the employer ends it, the employee must be taken to a port under specified conditions.

Employers must, before certain dismissals, inform the affected employee about the reasons, alternatives, and available employment services; a bankruptcy or deceased estate must give similar notice in one dismissal scenario.

The employer must terminate the employment contract within a reasonable time after learning of a personal dismissal ground referred to in Chapter 8, Section 2.

Arbetsgivaren ska säga upp arbetsavtalet inom skälig tid efter att ha fått kännedom om en uppsägningsgrund som gäller arbetstagarens person.

Hävningsrätten för ett arbetsavtal förfaller om avtalet inte hävs inom 14 dagar efter att avtalsparten fått kännedom om hävningsgrunden.

Employers must notify the labour and economic office without delay when at least ten employees are dismissed for specified economic or production reasons.

Before certain dismissal or termination actions, the employer must let the employee be heard, and the employee must let the employer be heard before terminating for a stated reason. The employee also has a right to use a representative at the hearing.

The employer must let the employee be heard before certain dismissal or termination actions, unless the employee has already been heard in the ship committee. The employee may bring an assistant at the hearing. If the employee terminates the employment contract for a reason covered here, the employee must also let the employer be heard.

If an employee is absent for at least 7 days without notifying the employer of a valid reason, the employer may treat the employment contract as terminated from the start of the absence. The same applies in reverse if the employer is absent from the workplace.

Employers must inform employees, in the cases covered by section 4, about the employee’s right to an employment plan.

An employer must inform a dismissed employee about the grounds for dismissal, alternatives, and employment services before dismissal in time. In some cases, a bankruptcy or deceased estate must inform employees as soon as possible.

Arbetsgivaren ska före vissa uppsägningar informera den uppsagda arbetstagaren om skälen och alternativen; vid vissa andra uppsägningar ska konkurs- eller dödsboet informera arbetstagarna så snart som möjligt.

The employer must dismiss the employment contract within a reasonable time after learning of a personal-ground reason referred to in Chapter 8, Section 2.

A notice ending an employment contract must be delivered personally to the employer, their representative, or the employee; if that is not possible, it may be sent by letter or electronically.

Employers must promptly notify the employment and economic office when at least ten employees are dismissed for certain economic or production reasons.

An employer must notify the employment and economic development office without delay when at least 10 employees are dismissed for specified economic or production reasons.

Before certain employment contracts are terminated or rescinded, the employer must let the employee be heard; in some cases the employee also has the right to use an assistant.

An employer must, on an employee’s request, promptly provide the employee with written reasons for the termination or rescission of the employment contract.

In the cases covered by section 4, the employer must inform the worker about the worker’s right to a job placement plan under the public employment and business service law.

Employers must tell the employee about the employee’s right to a job-search/employment plan, in the cases referred to in section 4.

Employers must tell dismissed employees the reasons for the dismissal and available alternatives before terminating certain employment contracts.

If a ship in foreign traffic regularly has at least eight employees, it must have a ship committee.

A notice ending an employment contract must be delivered to the employer, the employer’s representative, or the employee in person; if that is not possible, it may be sent by post or electronically.

Meddelande om upphävande av arbetsavtal ska lämnas till arbetsgivaren, dennes representant eller arbetstagaren personligen; om det inte går får det skickas per brev eller elektroniskt.

Employers must promptly notify the labour authority if at least ten workers are dismissed for specified economic or production reasons.

Fartygskommissionen handlägger vissa uppsägnings-, hävnings- och brottsmisstankeärenden som rör arbetstagare, och ett arbetsavtal får inte sägas upp eller hävas innan ärendet har behandlats där.

On the employee’s request, the employer must promptly give the employee written notice of the known grounds for termination or rescission of the employment contract.

The employer must, on the employee’s request and without delay, provide written notice of the termination or cancellation grounds known to the employer for ending the employment contract.

Employers must inform certain employees about their rights to transition training and transition allowance, and in cases under section 4 also about the right to an employment plan.

The ship commission must handle cases carefully and impartially, hear the parties when possible before giving its view, and workers may bring in others with knowledge of the matter; a worker also has the right to use an assistant.

A ship on foreign traffic with at least eight regular workers must have a ship committee.

A ship in international traffic with at least eight regular employees must have a ship committee.

A termination notice for an employment contract must be delivered personally to the employer, the employer’s representative, or the employee; if that is not possible, it may be sent by letter or electronically.

Fartygskommissionen ska fatta beslut med enkel majoritet, föra protokoll över mötena och låta ordföranden ge arbetstagaren och arbetsgivaren en kopia.

Fartygskommissionen ska behandla vissa uppsägnings- och brottsärenden, och ett arbetsavtal får inte sägas upp eller hävas innan ärendet har behandlats där.

Fartygskommissionen ska behandla vissa ärenden om uppsägning eller hävning av arbetsavtal innan avtalet får sägas upp eller hävas.

Employer must, if the employee asks, promptly give the employee a written notice of the known reasons for dismissal or termination of the employment contract.

Vissa personer i fartygskommissionen får inte röja uppgifter de fått del av om arbetsgivaren eller arbetstagaren, om inte den berörda personen uttryckligen samtycker.

Fartygskommissionen must handle cases carefully and impartially, hear the parties when possible, and an employee has the right to bring an assistant.

Fartygskommissionen ska behandla ärenden omsorgsfullt och opartiskt, höra parterna så långt det är möjligt och låta en arbetstagare anlita biträde utan att det fördröjer handläggningen.

A ship in foreign traffic with at least eight workers must have a ship committee.

Arbetsgivare och arbetstagare kan bli skadeståndsskyldiga om de uppsåtligen eller av oaktsamhet bryter mot skyldigheter enligt anställningsförhållandet, arbetsavtalet eller denna lag.

The ship commission decides cases by simple majority, keeps minutes, has them signed by all attendees, and the chair must give copies to the worker and employer.

Fartygskommissionen ska föra protokoll, skriva in viktiga uppgifter i protokollet och skeppsdagboken, låta alla deltagare underteckna protokollet och ge arbetstagaren och arbetsgivaren en kopia.

Ärenden om uppsägning eller hävning av arbetsavtal ska först behandlas i fartygskommissionen i vissa fall.

An employer that unlawfully ends an employment contract must pay compensation for unjustified termination.

Vissa personer får inte röja uppgifter de fått ta del av i fartygskommissionens behandling, om inte den berörda personen uttryckligen samtycker.

Certain committee participants must not disclose information they learn about the employer or employee, unless the person concerned expressly consents.

Fartygskommissionen must handle matters carefully and impartially, hear the parties where possible, and may hear other knowledgeable persons; a worker may use an assistant, and that must not delay the case.