これがスウェーデンの解雇規制法です

純然たる事実問題について、その主張の誤りを指摘されても、事実問題には一切口をつぐんだまま、誹謗と中傷を投げ散らかして唯我独尊に酔いしれるという御仁に何を言っても詮無いことですが、事実問題に何らかの関心をお持ちであろう読者の皆様のために、スウェーデンの解雇規制法のスウェーデン政府による英訳を引用しておきます。

http://www.regeringen.se/content/1/c6/07/65/36/9b9ee182.pdf（Employment Protection Act (1982:80)）

重要なのは第３４条と第３５条です。第３４条は解雇予告による解雇、第３５条は即時解雇ですが、いずれも客観的な根拠がなければ無効となります。

Section 34 Where notice of termination is given without objective grounds, the notice shall be declared invalid upon the application of the employee. However, the above-mentioned provision shall not apply where the notice of termination is challenged solely on the grounds that it is in breach of the rules regarding priority.
If a dispute arises concerning the validity of a notice of termination, the employment shall not terminate as a consequence of the notice prior to the final adjudication of the dispute. Nor may the employee be suspended from work as a consequence of the circumstances that caused the notice to be given, in the absence of special reasons for such. The employee shall be entitled to pay and other benefits under Sections 12 - 14 for the duration of the employment.
Pending final adjudication of the dispute, a court may rule that employment will terminate at the expiration of the period of notice, or at a later time determined by the court, or that a current suspension shall be discontinued.

Section 35 Where an employee has been summarily dismissed under circumstances that would not constitute grounds for a valid notice of termination, the summary dismissal shall be declared invalid upon the application of the employee.
Where such an application is brought, a court may order that the employment shall continue, notwithstanding the summary dismissal, pending final adjudication of the dispute.
Where a court has issued an order under the second paragraph the employee may not be suspended from work by the employer as a consequence of the circumstances that caused the summary dismissal. The employee shall be entitled to pay and other benefits under Sections 12 - 14 for the duration of the employment.

そうすると、雇用契約は終了せずに継続しますから、使用者はその間の賃金を支払わねばなりません。

Section 37 Where a court has issued a final order that a notice of termination or a summary dismissal is invalid, the employer may not suspend the employee from work as a consequence of the circumstances that caused the notice of termination or summary dismissal.

ただ、日本と違うのは破綻主義による雇用終了とそれに対する損害賠償を法律上明記していることです。

Section 39 Where an employer refuses to comply with a court order that notice of termination or a summary dismissal is invalid, or that a fixed-term employment shall be valid for an indefinite term, the employment relationship shall be deemed to have been dissolved. As a consequence of the employer's refusal to comply with the court order, the employer shall pay damages to the employee under the following provisions.
Damages are to be determined according to the employee's total period of employment with the employer at the time of dissolution of the employment relationship, and shall correspond to the following amounts:
16 months' pay for less than five years of employment;
24 months' pay for at least five years but less than ten years of employment;
32 months' pay for ten or more years of employment;

解雇無効だといわれたって、こんな奴雇い続けるのはいやだ、と使用者が言えば、雇用契約は切れます。ただし、手切れ金はそう安くはありません。勤続５年未満は１６ヶ月分、勤続５年から１０年で２４ヶ月分、金属１０年以降で３２ヶ月分です。いうまでもなくこれは解雇予告手当とは別です。

私はこっちの方が合理的だと思います。