Repeated mistakes within the same company is a frequent occurrence in theconstruction business. The cost for repeated mistakes within construction projectsis stated to be 10-30 percent of the project’s total revenue. Constructioncompanies usually divide their work into several projects where the employeeswork in parallel project groups. This leads to lack of knowledge and return ofexperience. Due to the lack of time often experienced in the construction business,the termination of projects is not handled properly. Conclusion meetings are not apart of the routine which in turn leaves knowledge and return of experienceunheeded.In this report, a study of Åhlin & Ekeroth Byggnads AB has been performed. Thegoal was to create an understanding of how the company handles the processregarding termination of projects, knowledge and return of experience. Theunderstanding was created through interviews which together with theoreticalbackground lead to an assessment and a discussion of recommendations for Åhlin& Ekeeroth Byggnads AB. Since Åhlin & Ekeroth Byggnads AB is a medium-sizedcompany in Sweden, our studies’ recommendations can be practiced also by othercompanies.In this study we reached the conclusion that there are elaborate documents forhow the termination of projects should be handled and performed within Åhlin &Ekeroth Byggnads AB. These documents also contain usage of knowledge andreturn of experience as well as when and how this should happen. The complex ofproblem within the construction company is that one does not follow thedocumented plan when terminating a project which leads to a suffering return ofknowledge and experience. The recommendations given in this study explain howto create a common structure for handling termination of projects. This in order tocreate participation among the employees which in turn contributes to increasedengagement and routine based terminations of projects. Further, the companyshould create a searchable database containing simple and systematic documents.It is also important to set aside time for knowledge and return of experience. Inconclusion, it is important to keep the employees motivated to prioritize knowledgeand return of experience – something that is created by participation and simple,systematic documents.