The Promotion of Employment Act

The Act on Certain Employment Promoting Measures was primarily created to give older and disabled people the possibility of getting and keeping a job. In addition, the Act gives the trade union certain opportunities to influence companies’ personnel policy.

Notice of cutbacks in operations
The employer is obliged to notify the Swedish Public Employment Service of cutbacks in operations that will affect at least five employees. The Swedish Public Employment Service shall be notified:

· at least two months before a cutback in operations that affects at least 25 employees,

· at least four months before a cutback in operations that affects more than 25 but no more than 100 employees,

· at least six months before a cutback in operations that affects more than 100 employees.

If it is a matter of lay-offs, the Swedish Public Employment Service is to be notified at least one month in advance. An alternative to notifying the Swedish Public Employment Service as above is that the employer informs the Swedish Public Employment Service that he has required negotiations with the trade union in accordance with the Act on Co-determination at Work. Certain formalities are required.

Older and disabled employees
The Swedish Public Employment Service has the right to require information concerning the size and composition of the labour force (including as regards older and disa-bled people) – and to require that the employer sets up consultations with the Swedish Publilc Employment Service and the trade union if the Swedish Public Employment Service so requires.

This may apply to consultations on measures to improve working conditions, secure continued employment or promote new recruitment of older and disabled people.