Littler (JD Supra Sweden)
Littler Global Guide - Sweden - Q2 2019
New Rules Limit the Right to Take Industrial Actions - New Legislation Enacted - On June 18, 2019, the Parliament passed a bill to expand the peace obligation in workplaces with a collective bargaining agreement in place and in disputes, through amendments to the Employment (Co-Determination in the Workplace) Act (1976:580).
Littler Global Guide - Sweden - Q1 2019
On February 20, 2019, the Labor Court granted an interim order prohibiting a former managing director who had resigned to compete with his former employer until the notice period expired. The court held that the managing director shall observe a reasonable notice period of six months since no notice period had been agreed upon between the parties.
Littler Global Guide - Sweden - Q3 2018
Policy Requiring All Employees to Shake Hands Discriminated Based on Religious Belief - Precedential Decision by Judiciary or Regulatory Agency - During a job interview, a job seeker refused to shake the company representative’s hand because her interpretation of Islam does not allow such greeting with a person of the opposite sex.
Littler Global Guide - Sweden - Q2 2018
Inadequate Accessibility Exemption Withdrawn New Legislation Enacted - On May 1, 2018, exemption for retail and service businesses under the 2015 Swedish Discrimination Act was withdrawn.
Littler Global Guide - Sweden - Q4 2017
Swedish Labor Court Clarifies Employer’s Obligation to Investigate Claims of Sexual Harassment in the Workplace - Precedential Decision by Judiciary or Regulatory Agency - The Labor Court recently tried a case regarding the employer’s obligation to investigate claims of sexual harassment in the workplace under the Discrimination Act (2008:567). The court clarifies who can be
Littler Global Guide - Sweden - Q1 2017
Amendment to the Swedish Discrimination Act - Enacted Legislation - As of January 1, 2017, under a new amendment to the Swedish Discrimination Act (2008:567), all employers shall conduct annual pay surveys. The previous rules required a pay survey every three years.