Får jag ha ett jobb till? - En studie rörande arbetsgivarens möjlighet att hindra inkomstbringande bisysslor inom den privata sektorn
(2017) HARH16 20162Department of Business Law
- Abstract (Swedish)
- Att vid sidan av sin ordinarie anställning utöva en bisyssla för att utöka sin inkomst är ett mycket vanligt förekommande fenomen i Sverige. Dock ser ofta inte den primära arbetsgivaren särskilt positivt på bisysslor då dessa kan avleda fokus och sätta ner produktiviteten från arbetstagarens ordinarie yrkesutövning. På grund av detta finns det ett intresse hos arbetsgivaren att hindra arbetstagare från att inneha bisysslor. För arbetstagare verksamma inom den offentliga sektorn finns det lagstiftning som reglerar vilka bisysslor arbetstagare får inneha i form av Lagen om offentlig anställning (1994:260). Dock saknas motsvarande lagstiftning inom den privata sektorn vilket gör att andra faktorer reglerar vilka bisysslor en arbetstagare kan... (More)
- Att vid sidan av sin ordinarie anställning utöva en bisyssla för att utöka sin inkomst är ett mycket vanligt förekommande fenomen i Sverige. Dock ser ofta inte den primära arbetsgivaren särskilt positivt på bisysslor då dessa kan avleda fokus och sätta ner produktiviteten från arbetstagarens ordinarie yrkesutövning. På grund av detta finns det ett intresse hos arbetsgivaren att hindra arbetstagare från att inneha bisysslor. För arbetstagare verksamma inom den offentliga sektorn finns det lagstiftning som reglerar vilka bisysslor arbetstagare får inneha i form av Lagen om offentlig anställning (1994:260). Dock saknas motsvarande lagstiftning inom den privata sektorn vilket gör att andra faktorer reglerar vilka bisysslor en arbetstagare kan ha och arbetsgivarens möjlighet att reglera detta.
Syftet med denna uppsats är därför att utreda, beskriva och analysera de möjligheter en arbetsgivare inom den privata sektorn har att hindra sina arbetstagare att inneha bisysslor. Dessa skall därefter presenteras i uppsatsen. Som redans nämnts ovan så saknar ämnet bisysslor inom den privata sektorn reglering i lagtext, därför kommer uppsatsen i huvudsak använda rättspraxis för att visa på rådande förhållande.
Uppsatsens utredning har visat att med hjälp av arbetstagarens lojalitetsplikt gentemot arbetsgivaren, kollektivavtal, anställningsavtal, samt interna regler på arbetsplatsen så kan arbetsgivare i hög grad reglera sina arbetstagares chanser till att utöva bisysslor. Ifall arbetstagaren inte själv har rapporterat att denne utövar en bisyssla kan arbetsgivaren vidta olika åtgärder gentemot arbetstagaren. I vissa fall kan det röra sig om avsked eller uppsägning och i vissa fall får arbetstagaren helt enkelt upphöra med sin bisyssla. Tydligt är i alla fall att ifall arbetsgivaren önskar hindra arbetstagaren från att utöva sin bisyssla finns det få chanser för arbetstagaren att bestrida beslutet. (Less) - Abstract
- To have a secondary employment in addition to your full time job is quite a common occurrence in Sweden. However the main employer often doesn’t appreciate that their employees have additional obligations to their main employment. Secondary employment can risk reducing the productivity of employees. Because of this, the primary employer has an interest to prevent their employee from holding secondary employment. For the employees in the Swedish public sector there are regulations that prevent them from holding certain secondary employments. This regulation is found in the law regarding employment in the public sector (Lagen om offentlig anställning (1994:260)). However in the private sector no equivalent regulation exists. This means that... (More)
- To have a secondary employment in addition to your full time job is quite a common occurrence in Sweden. However the main employer often doesn’t appreciate that their employees have additional obligations to their main employment. Secondary employment can risk reducing the productivity of employees. Because of this, the primary employer has an interest to prevent their employee from holding secondary employment. For the employees in the Swedish public sector there are regulations that prevent them from holding certain secondary employments. This regulation is found in the law regarding employment in the public sector (Lagen om offentlig anställning (1994:260)). However in the private sector no equivalent regulation exists. This means that there are other factors that regulate which secondary jobs an employee can hold and which possibilities an employer has to regulate such secondary jobs.
The purpose of this essay is therefore to investigate, describe and analyse the possibilities an employer within the private sector has to prevent their employees from having secondary employment. As already stated the subject of secondary employment in the private sector has no regulations within the Swedish law, therefore this essay will mainly study case law regarding the topic to present the current situation.
The research has showed that with the help of the employee's duty of loyalty towards the employer, collective agreement, employment contracts, and internal regulations, the employer can significantly lessen the chances for its employees from taking on secondary employment. Furthermore if the employee has not voluntarily reported that they are holding a secondary employment the employer can take action towards the employee. The degrees of actions the employer can take differ and range from firing the employee to simply demanding they cease with their secondary employment. It is however clear that if the employer wishes to stop the secondary employment there are few chances for the worker to contest the decision. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/8900105
- author
- Malmström, Anton LU
- supervisor
- organization
- course
- HARH16 20162
- year
- 2017
- type
- M2 - Bachelor Degree
- subject
- keywords
- Bisyssla, Otillåtna bisysslor, Privata sektorn, Lojalitetsplikt, Arbetsgivarens tillstånd
- language
- Swedish
- id
- 8900105
- date added to LUP
- 2017-01-19 11:37:04
- date last changed
- 2017-01-19 11:37:04
@misc{8900105,
abstract = {{To have a secondary employment in addition to your full time job is quite a common occurrence in Sweden. However the main employer often doesn’t appreciate that their employees have additional obligations to their main employment. Secondary employment can risk reducing the productivity of employees. Because of this, the primary employer has an interest to prevent their employee from holding secondary employment. For the employees in the Swedish public sector there are regulations that prevent them from holding certain secondary employments. This regulation is found in the law regarding employment in the public sector (Lagen om offentlig anställning (1994:260)). However in the private sector no equivalent regulation exists. This means that there are other factors that regulate which secondary jobs an employee can hold and which possibilities an employer has to regulate such secondary jobs.
The purpose of this essay is therefore to investigate, describe and analyse the possibilities an employer within the private sector has to prevent their employees from having secondary employment. As already stated the subject of secondary employment in the private sector has no regulations within the Swedish law, therefore this essay will mainly study case law regarding the topic to present the current situation.
The research has showed that with the help of the employee's duty of loyalty towards the employer, collective agreement, employment contracts, and internal regulations, the employer can significantly lessen the chances for its employees from taking on secondary employment. Furthermore if the employee has not voluntarily reported that they are holding a secondary employment the employer can take action towards the employee. The degrees of actions the employer can take differ and range from firing the employee to simply demanding they cease with their secondary employment. It is however clear that if the employer wishes to stop the secondary employment there are few chances for the worker to contest the decision.}},
author = {{Malmström, Anton}},
language = {{swe}},
note = {{Student Paper}},
title = {{Får jag ha ett jobb till? - En studie rörande arbetsgivarens möjlighet att hindra inkomstbringande bisysslor inom den privata sektorn}},
year = {{2017}},
}