Behovsanställning - en rättsvetenskaplig studie
(2007)Department of Business Law
- Abstract
- According to the Employment Protection Act, the permanent employment is the main condition of employment in Sweden. Nevertheless, nowadays a large number of employers choose to apply other conditions of employment than the permanent employment in their businesses. The rapid technical development and the demands for shorter perspective investment in companies on the Swedish labour market have started the requirement for a more flexible workforce. On-call employment is one of the conditions of employment that is increasing the most. This condition of employment is adjusted by the parties on the labour market. When using an on-call employment, the employers themselves can choose when to provide work for the employee. If there is no need for... (More)
- According to the Employment Protection Act, the permanent employment is the main condition of employment in Sweden. Nevertheless, nowadays a large number of employers choose to apply other conditions of employment than the permanent employment in their businesses. The rapid technical development and the demands for shorter perspective investment in companies on the Swedish labour market have started the requirement for a more flexible workforce. On-call employment is one of the conditions of employment that is increasing the most. This condition of employment is adjusted by the parties on the labour market. When using an on-call employment, the employers themselves can choose when to provide work for the employee. If there is no need for occupy, the employee is not provided any job. The use of on-call employment facilitates for the employers to adjust labour in accordance with the need of getting a job done. The purpose of this report is to investigate how each individual employee is affected by having an on-call employment. Different areas such as employment safety, sickness- and rehabilitation benefits and the right to re-employment will be discussed. The information which has been used is mostly studies of doctrine, the Swedish law and through personal interviews in relation with an empirical investigation based on one big company and five trade unions within The Swedish Trade Union Confederation. The employee has interpreted this condition of employment as insecure and misses a regular income. The fact that there is no regulation for on-call employment in the Employment Protection Act results in divided employment security for the employees. The empirical investigation also shows that the statutory right to safety- and rehabilitate benefits differs compared to employees with other kind of employments. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/1337035
- author
- Holtz, Hanna
- supervisor
- organization
- year
- 2007
- type
- M2 - Bachelor Degree
- subject
- keywords
- lagen om anställningsskydd, behovsanställning, anställningsvillkor, sjuklön, arbetsgivares rehabiliteringsansvar, Juridical science, Rättsvetenskap, juridik
- language
- Swedish
- id
- 1337035
- date added to LUP
- 2007-06-07 00:00:00
- date last changed
- 2010-08-03 10:50:24
@misc{1337035,
abstract = {{According to the Employment Protection Act, the permanent employment is the main condition of employment in Sweden. Nevertheless, nowadays a large number of employers choose to apply other conditions of employment than the permanent employment in their businesses. The rapid technical development and the demands for shorter perspective investment in companies on the Swedish labour market have started the requirement for a more flexible workforce. On-call employment is one of the conditions of employment that is increasing the most. This condition of employment is adjusted by the parties on the labour market. When using an on-call employment, the employers themselves can choose when to provide work for the employee. If there is no need for occupy, the employee is not provided any job. The use of on-call employment facilitates for the employers to adjust labour in accordance with the need of getting a job done. The purpose of this report is to investigate how each individual employee is affected by having an on-call employment. Different areas such as employment safety, sickness- and rehabilitation benefits and the right to re-employment will be discussed. The information which has been used is mostly studies of doctrine, the Swedish law and through personal interviews in relation with an empirical investigation based on one big company and five trade unions within The Swedish Trade Union Confederation. The employee has interpreted this condition of employment as insecure and misses a regular income. The fact that there is no regulation for on-call employment in the Employment Protection Act results in divided employment security for the employees. The empirical investigation also shows that the statutory right to safety- and rehabilitate benefits differs compared to employees with other kind of employments.}},
author = {{Holtz, Hanna}},
language = {{swe}},
note = {{Student Paper}},
title = {{Behovsanställning - en rättsvetenskaplig studie}},
year = {{2007}},
}