Notice of Termination due to Redundancy (Uppsägningsbesked på grund av arbetsbrist)

NOTICE OF TERMINATION DUE TO REDUNDANCY (UPPSÄGNINGSBESKED PÅ GRUND AV ARBETSBRIST)

Employer: Employer name​ Employee: Employee name​, Position​

1. ⚠️ PRECONDITIONS — MUST BE COMPLETED BEFORE THIS NOTICE IS HANDED OVER 1.1. Selection for redundancy: Redundancy selection basisTurordning genomförd enligt 22 § LAS (seniority order applied)Avtalsturlista tillämpad (agreed seniority list applied) (22 § LAS — "sist in, först ut"/ last-in-first-out; since the 2022 LAS reform, an employer of ANY size may exempt up to 3 employees from turordning, regardless of headcount). 1.2. Union negotiation: MBL union negotiation statusEj tillämpligt — inget kollektivavtal (not applicable — no collective agreement)MBL-förhandling genomförd och avslutad (negotiation completed)MBL-förhandling pågår ⚠️ (still in progress — do not hand over notice yet) (11 § MBL — mandatory before a redundancy decision where a collective agreement applies; without one, only unions with members among the affected staff must be notified, under 13 § MBL).

2. WRITTEN FORM (8–10 §§ LAS) 2.1. Notice delivery date: Notice delivery date. Delivery method: Delivery methodPersonlig överlämning med kvittens (in person, signed receipt)Rekommenderat brev (registered mail). 2.2. Last working day: Last working day. Notice period (uppsägningstid): Notice period (uppsägningstid)1 månad2 månader3 månader4 månader5 månader6 månader (10+ års anställning)Enligt kollektivavtal (per collective agreement).

3. ⚠️ BESVÄRSHÄNVISNING (MANDATORY APPEAL INSTRUCTIONS) 3.1. Appeal instructions (besvärshänvisning)​ 3.2. A notice without besvärshänvisning does not, by itself, invalidate the termination, but it suspends the time limits for the employee to challenge it — always include this section in full.

4. FÖRETRÄDESRÄTT (PRIORITY RIGHT TO RE-EMPLOYMENT) 4.1. Företrädesrätt (priority re-employment) statusFöreträdesrätt gäller (priority re-employment applies)Ingen företrädesrätt (kortare anställningstid än 12 månader under de senaste 3 åren) 4.2. An employee with more than 12 months of employment in the last 3 years has företrädesrätt to re-employment for up to 9 months after the last working day, provided they notify the Employer in writing that they wish to exercise it.

SIGNATURES Employer ______________ / on behalf of Employer name​ / Received by Employee ______________ / Employee name​ / Date: ______________