Reflections from Anneli Lönnborg, Employment Law Specialist at Advokatfirman Fylgia

A global pandemic, an evolving gig economy, and upcoming reforms to the Swedish Employment Protection Act (LAS) – Swedish labour law is facing unprecedented transformation. These changes demand new approaches to ensure alignment with a rapidly shifting labour market. Anneli Lönnborg, lawyer and employment law specialist at Advokatfirman Fylgia, shares insights from her work during one of the most challenging periods in modern history.

“The crisis brought on by COVID-19 was unlike anything we’ve experienced in modern times. In 2020, employment lawyers had to collaborate across law firms, unions, and employer organisations in entirely new ways. That level of cooperation laid a strong foundation, and it feels like – from a legal perspective – we’ve never been better prepared to handle a crisis, regardless of its cause,” says Anneli.

Labour law has never been more relevant. Emergency measures were rapidly implemented to save a struggling labour market, yet lawyers often had very limited legal precedent to rely on when advising clients. The pandemic introduced new practices and perspectives on redundancies, furloughs, and voluntary agreements on reduced working hours. But the pandemic isn’t the only force reshaping labour law.

Reforms to Employment Protection – What Do They Mean?

Proposed amendments to LAS, rooted in the political January Agreement, have sparked debate—particularly around changes to redundancy rules.

“The proposal suggests allowing employers to exempt five employees from the ‘last in, first out’ principle, regardless of company size. This contrasts with today’s rule, which permits only two exemptions for businesses with 10 or fewer employees. This change could significantly help small businesses retain key talent—but it also risks creating imbalance, as length of service may no longer be a primary factor,” Anneli explains.

The Rise of the Modern Worker – and the Gig Economy

The modern workforce is no longer driven by traditional long-term employment. Gig workers are reshaping what it means to be an “employee,” and their growing presence raises complex legal questions.

“Gig workers aren’t employed in the traditional sense, and the gig economy doesn’t treat them as such. Many gig workers choose this model because it suits their current lifestyle. They do excellent work, but it may not be a career path they plan to pursue forever. We need to re-examine employer obligations and consider whether a new form of employment contract should be introduced within labour law,” says Anneli.

Entrepreneurial Insight and Client-Centric Advice

Anneli's work is grounded in a deep understanding of her clients’ businesses.

“You can’t give meaningful legal advice without first understanding the client’s operations. It’s essential to quickly shift perspectives between different industries and stay attentive,” she notes.

Fylgia’s entrepreneurial mindset underpins their approach:

“Fylgia means ‘to follow’ – and that’s exactly what we do. We are companions to our clients, in both prosperous and challenging times,” says Anneli.