{"id":85419,"date":"2026-02-10T07:00:00","date_gmt":"2026-02-10T06:00:00","guid":{"rendered":"https:\/\/www.almega.se\/?p=85419"},"modified":"2026-02-10T09:10:03","modified_gmt":"2026-02-10T08:10:03","slug":"personliga-skal-vid-uppsagning-en-vagledning-for-arbetsgivare","status":"publish","type":"post","link":"https:\/\/www.almega.se\/2026\/02\/personliga-skal-vid-uppsagning-en-vagledning-for-arbetsgivare\/","title":{"rendered":"Personliga sk\u00e4l vid upps\u00e4gning \u2013 en v\u00e4gledning f\u00f6r arbetsgivare"},"content":{"rendered":"

N\u00e4r en anst\u00e4llning riskerar att avslutas p\u00e5 grund av omst\u00e4ndigheter som r\u00f6r den enskilda medarbetaren uppst\u00e5r ofta sv\u00e5ra bed\u00f6mningar. Personliga sk\u00e4l \u00e4r ett brett begrepp som kan omfatta allt fr\u00e5n missk\u00f6tsamhet och regelbrott till bristande kompetens eller nedsatt arbetsf\u00f6rm\u00e5ga. Just bredden g\u00f6r omr\u00e5det komplext och kr\u00e4ver att varje situation hanteras utifr\u00e5n sina specifika f\u00f6ruts\u00e4ttningar.<\/p>\n\n \n \n \n <\/svg> <\/a>\n

N\u00e4r beteende eller f\u00f6rm\u00e5ga inte fungerar<\/h2>\n\n\n\n

Samtalet som grund f\u00f6r all hantering<\/h2>\n\n\n\n

Den viktigaste utg\u00e5ngspunkten \u00e4r att f\u00f6rst\u00e5 situationen. F\u00f6r att f\u00f6rst\u00e5 situationen beh\u00f6ver arbetsgivaren utreda omst\u00e4ndigheterna. Det inneb\u00e4r att ha samtal med den eller de som ber\u00f6rs. Allt som framkommer ska dokumenteras, och man beh\u00f6ver ocks\u00e5 samla in s\u00e5dant som eventuellt kan fungera som bevis.<\/p>\n\n\n\n

\n

\n \"Gabriella\n <\/figure>\n <\/a>\n \n

Gabriella Nordgren<\/h2>\n

Arbetsr\u00e4ttsexpert<\/p>\n \n \n \n

L\u00e4s mer<\/p>\n \n \n\n<\/svg>\n\n \n <\/a>\n\n \n \n \n <\/blockquote>\n \n\n\n\n

N\u00e4r det handlar om en medarbetare som till exempel missk\u00f6ter sig eller har brister i prestationen \u00e4r det enskilda samtalet v\u00e4ldigt viktigt.<\/p>\n\n\n\n

\u2013 Mitt vanligaste r\u00e5d \u00e4r att ta ett tydligt samtal med medarbetaren. Det kan framst\u00e5 som enkelt, men i praktiken upplever m\u00e5nga chefer en os\u00e4kerhet kring b\u00e5de vad som kan s\u00e4gas och hur det b\u00f6r uttryckas. R\u00e5det \u00e4r d\u00e4rf\u00f6r att vara rak, tydlig och st\u00e4lla \u00f6ppna fr\u00e5gor. Ofta handlar det om att inte tala f\u00f6r mycket sj\u00e4lv, utan att v\u00e5ga ge utrymme f\u00f6r svar, \u00e4ven om tystnaden blir l\u00e5ng. S\u00e4tt dig p\u00e5 h\u00e4nderna och var tyst, brukar jag s\u00e4ga ibland till chefer. I vissa fall kan fr\u00e5gan beh\u00f6va upprepas. Syftet \u00e4r att skapa delaktighet och ge medarbetaren m\u00f6jlighet att ta ansvar och bidra till en l\u00f6sning av situationen, s\u00e4ger Gabriella Nordgren<\/strong>, arbetsr\u00e4ttsexpert p\u00e5 Almega.<\/p>\n\n\n

\n

\n \"Christine\n <\/figure>\n <\/a>\n \n

Christine Sorselius<\/h2>\n

Arbetsr\u00e4ttsexpert<\/p>\n \n \n \n

L\u00e4s mer<\/p>\n \n \n\n<\/svg>\n\n \n <\/a>\n\n \n \n \n <\/blockquote>\n \n\n\n\n

Vid upprepade problem \u00e4r en skriftlig erinran ofta ett viktigt steg. Den ska vara konkret och tydlig med vad som inte fungerar, vad som f\u00f6rv\u00e4ntas fram\u00e5t och vilka konsekvenser som kan f\u00f6lja om beteendet inte f\u00f6r\u00e4ndras.<\/p>\n\n\n\n

\u2013 Syftet med den skriftliga erinran \u00e4r att en anst\u00e4lld ska b\u00e4ttra sitt beteende, och d\u00e4rf\u00f6r \u00e4r det viktigt att det \u00e4r v\u00e4ldigt tydligt och konkret vad det \u00e4r man beh\u00f6ver g\u00f6ra annorlunda och vad man g\u00f6r fel helt enkelt, s\u00e4ger Christine Sorselius<\/strong>, arbetsr\u00e4ttsexpert p\u00e5 Almega.<\/p>\n\n\n

\n \n Lyssna p\u00e5 Almegapoddens avsnitt om hantering vid personliga sk\u00e4l\n \n \n \n \n\n<\/svg>\n\n \n <\/a>\n \n\n\n\n \n \n Medlem? L\u00e4s mer om upps\u00e4gning personliga f\u00f6rh\u00e5llanden (personliga sk\u00e4l) i Arbetsgivarguiden\n \n \n \n\n\n\n<\/svg>\n\n \n <\/a>\n \n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

N\u00e4r en anst\u00e4llning riskerar att avslutas p\u00e5 grund av omst\u00e4ndigheter som r\u00f6r den enskilda medarbetaren uppst\u00e5r ofta sv\u00e5ra bed\u00f6mningar.<\/p>\n","protected":false},"author":21574,"featured_media":85420,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[451],"tags":[],"article_type":[55],"agreement":[],"class_list":["post-85419","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbetsgivarfragor","type-artiklar"],"acf":[],"yoast_head":"\nPersonliga sk\u00e4l vid upps\u00e4gning \u2013 en v\u00e4gledning f\u00f6r arbetsgivare | Almega<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.almega.se\/2026\/02\/personliga-skal-vid-uppsagning-en-vagledning-for-arbetsgivare\/\" \/>\n<meta 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