When the employment is terminated
The centrally agreed treaty regulates what transpires when the employment of a person on a civil service contract is terminated owing to redundancy, or when a short-term employment is concluded.
The basic idea with the treaty is to encourage the individual to a quick re-entry into the labour market through prompt adjustment actions. The treaty should also support development and reconstruction of the civil services.
Who is included in the treaty of adjustments?
- An individual whose contract has been terminated owing to redundancy from January 1st, 2015 or later.
- An individual who has had at least 2 years of consecutive short-term employment at Uppsala University and whose contract has been terminated on January 1st, 2015 or later.
- An individual who had been employed on consecutive short-term contracts within the civil services for at least three years during the past four years and whose short-term contract is concluded on December 31st, 2016 at the latest.
The treaty may also be valid for attrition (voluntary resignation) and rearrangement with attrition.
Termination owing to redundancy
To be included by the treaty of adjustments, a consecutive employment of at least twelve months with the same employer is required. Shorter breaks in contracts of a maximum of 8 days are accepted.
Conclusion of a short-term contract
In order to be included in the treaty of adjustments, at least two years of consecutive short-term employment with the same employer is required. Shorter breaks in contracts of a maximum of 8 days are accepted.
Comment: Some exceptions from this are listed in Avtal om omställning 1 Chap 3§
Transition regulations
Short-term contract
An employee who on January 1st, 2015 has been employed on one or more civil service contracts for at least three years during the latest four years, and whose employment is terminated on December 31st, 2016 at the latest, is included by the adjustment benefits listed above for individuals who have been employed for at least six years.
Further transition regulations exist for retirement funding and for employees on special employment subsidy. Contact your Human Resources specialist for further information.