New case law – Termination due to redundancy

The Labour Court examined whether an employer had objective grounds for dismissal due to redundancy and whether the obligation to redeploy the employee had been fulfilled. Unlike the District Court, the Labour Court found that the employer had proven that there was a redundancy when a role was made redundant due to technical rationalisation, reduced order intake and financial challenges. Since the employer was able to prove that there was a shortage of work, the objection regarding a so-called fictitious redundancy did not need to be examined. The Labour Court further considered that the obligation to redeploy had been fulfilled, as it had not been shown that any suitable vacant work was available. The Labour Court therefore amended the District Court’s judgment and dismissed the employee’s claim.

Read more here (in Swedish).