Joint KOM-KR commentary details municipal transition support rules

Municipal employers — kommuner, regioner and Sobona members — apply one transition frameworkSobona that also covers BEA and PAN staffSobona, although some post-employment benefits require HÖK/AB or BÖK/BB employment. Employees apply to Omställningsfonden for every benefitSobona; employers inform all staff regardless of contract formSobona, report permanent employees dismissed for redundancy and agreed exits on redundancy or illness grounds unless the employee objectsSobona, and promptly supply data the fund requests. Overpaid benefits are repayable.

During employment, individual basic support — mapping, guidance and validation — is discretionary even when conditions are met and lasts at most one year from the grant, after which requalification is needed. Complementary study support tops up public omställningsstudiestöd for the same study periodSobona at 80 per cent of salary loss on parts between 4.5 and 5.5 inkomstbasbelopp per year and 65 per cent between 5.5 and 12, requires study leave and runs at most 30 consecutive months part-time unless otherwise agreed. Extended study support follows exhausted complementary and public support for programmes of one to four terms, paying with ordinary studiemedel 70 per cent of salary in the first two extended terms and 50 per cent thereafter, capped at 1.4 inkomstbasbelopp per month, granted for at most 24 months at a time and ending the month before age 65. Short study support for training of at most one week full-time — five study days over five weeks at minimum 20 per cent pace — pays 70 per cent of salary up to 12 inkomstbasbelopp per year, also ending the month before 65.

Preventive funding goes to training, validation, coaching and coordination, but not to the trainee's salary or a substitute's. No redundancy risk need exist, but the measure must exceed ordinary skills development and serve both the employer's competence supply and the employee's job security. Funding requires minuted union consultation or MBL negotiation beforehand and annual follow-up reported to local unions. Fixed-term employees who request a competence talk receive one, documented.

After employment, active transition support — basic, enhanced and extended measures under an individual planSobona — covers jobs ended through redundancy or illnessSobona, but not personal misconduct. It is offered during notice where operations allow, generally unpaid except for the qualified §16 group, and runs at most one year after exit or two years on special sickness grounds, never past LAS retention age. Post-employment complementary study support requires permanent HÖK/AB or BÖK/BB employment of at least 40 per cent for one year and a redundancy or qualifying illness exit. A special transition payment covers up to 60 calendar days where active participation blocks income-related unemployment benefit, and a supplementary payment for at least five years' continuous service with the same employer tops unemployment benefit up to the study-support level; both cap calculation at 1.4 inkomstbasbelopp per month.

Study leave is available for granted support including validation or certification without training; employees notify the employer as early as possible and confer promptly on scheduling. Departing from studieledighetslagen, an employer facing serious disruption — unworkable operations, considerable backlogs or irreplaceable absence — may defer leave beyond six months, or two weeks for training of at most one week, without union consent.

Legal basis is KOM-KR i lydelse 2022-10-01 with the joint commentarySobona, lagen om grundläggande omställnings- och kompetensstöd, lagen om omställningsstudiestöd, studieledighetslagen (1974:981) and medbestämmandelagen, financed by a 0.25 per cent payroll premium to Omställningsfonden with disputes under KHA or Sobona procedures via the advisory board and arbitration.