New case law – case concerning the dismissal of an employee at the Swedish Police Authority, convicted of gross drunk driving and gross negligence in traffic (AD 2026 no. 29)

The dispute concerned whether the Swedish Police Authority had legal grounds to immediately dismiss, or at least legal grounds to terminate with notice, a civilian administrative officer who had been convicted of gross drunk driving and gross negligence in traffic and, in direct connection with the criminal acts, had made statements to a witness and police officers, including that he was employed by the Swedish Police Authority.

The Labor Court has found that the crimes committed by the employee shall be viewed seriously. However, considering that the crimes were committed outside the scope of employment and can reasonably be regarded as a one-time occurrence related to the employee’s then-existing alcohol addiction of a medical nature, that the employee actively participated in rehabilitation measures, and that the same high standards of irreproachability cannot be imposed on a civilian employee, who lacks police powers and does not perform duties involving the exercise of public authority, as on police officers, the Labor Court has found that the employee has not proven to be clearly unsuitable for an employment with the Swedish Police Authority. The statements made by the employee in connection with the criminal acts do not alter that assessment. There was therefore no legal basis for an immediate dismissal. The Labor Court further determined that there were not even legal grounds for termination with notice. The Labor Court has therefore declared the immediate dismissal void.

Read more here (Swedish).