Omplacering i en gränsöverskridande situation – exemplet Sverige/Danmark
(2017) JURM02 20172Department of Law
Faculty of Law
- Abstract (Swedish)
- Detta examensarbete utreder frågan om huruvida det är möjligt att omplacera en arbetstagare till en annan jurisdiktion inom dagpendlingsavstånd. Enligt 7 § 2 st. i lagen (1982:80) om anställningsskydd har arbetsgivaren vanligtvis en skyldighet att bereda arbetstagaren annat arbete hos sig i samband med arbetsbrist som annars skulle leda till uppsägning. Omplaceringsåtgärden kan betraktas som ett sätt att skydda anställningen och därmed undvika uppsägning av arbetstagaren.
Jag har ämnat att belysa frågan om huruvida omplacering till en annan jurisdiktion skulle betraktas som en möjlighet utifrån såväl ett arbetsgivarperspektiv som ur arbetstagarens synvinkel.
I uppsatsen beskrivs bland annat den fria rörligheten för arbetstagare som... (More) - Detta examensarbete utreder frågan om huruvida det är möjligt att omplacera en arbetstagare till en annan jurisdiktion inom dagpendlingsavstånd. Enligt 7 § 2 st. i lagen (1982:80) om anställningsskydd har arbetsgivaren vanligtvis en skyldighet att bereda arbetstagaren annat arbete hos sig i samband med arbetsbrist som annars skulle leda till uppsägning. Omplaceringsåtgärden kan betraktas som ett sätt att skydda anställningen och därmed undvika uppsägning av arbetstagaren.
Jag har ämnat att belysa frågan om huruvida omplacering till en annan jurisdiktion skulle betraktas som en möjlighet utifrån såväl ett arbetsgivarperspektiv som ur arbetstagarens synvinkel.
I uppsatsen beskrivs bland annat den fria rörligheten för arbetstagare som följer av EU-rätten och hur detta samspelar med tanken om en omplacering till utlandet. Vidare görs en närmare redogörelse av arbetsgivarens skyldighet att vidta en omplaceringsutredning och arbetsgivarens arbetsledningsrätt. Det redogörs även för aspekter såsom arbetstagarens situation i samband med en omplacering och vad som är att betrakta som ett skäligt omplaceringserbjudande.
Genom en fallstudie undersöks därefter förutsättningarna för en omplacering av en arbetstagare från Malmö till Köpenhamn. Öresundsregionen är delvis vald som exempel eftersom det i detta område finns goda möjligheter till dagpendling mellan Sverige och Danmark. I fallstudien utreds frågor såsom om ett omplaceringserbjudande till ett annat land skulle kunna betraktas som skäligt och om arbetsgivaren skulle kunna uppfylla sin omplaceringsskyldighet genom att omplacera en arbetstagare till ett annat land. Detta undersöks med beaktande av exempelvis hur syftet och tillämpningsområdet för lagen om anställningsskydd skulle förhålla sig till en omplacering till utlandet. Vidare berörs aspekter såsom om svensk eller dansk arbetsrätt skulle vara tillämplig efter en sådan omplacering och vilket lands socialförsäkringssystem som arbetstagaren skulle tillhöra i samband med detta. (Less) - Abstract
- This graduate thesis examines the question of whether it is possible to redeploy an employee to another jurisdiction within a distance that allows a daily commute. According to Section 7.2 in the Swedish Employment Protection Act (1982:80), the employer usually has an obligation to provide other work in its service for the employee due business-related reasons that otherwise would result in dismissal. The redeployment measure could be considered a way to protect the employment and avoid dismissal of the employee. I have intended to shed light on the question of whether redeployment to another jurisdiction would be considered an opportunity from an employer perspective, as well as from an employee standpoint.
In this thesis, the free... (More) - This graduate thesis examines the question of whether it is possible to redeploy an employee to another jurisdiction within a distance that allows a daily commute. According to Section 7.2 in the Swedish Employment Protection Act (1982:80), the employer usually has an obligation to provide other work in its service for the employee due business-related reasons that otherwise would result in dismissal. The redeployment measure could be considered a way to protect the employment and avoid dismissal of the employee. I have intended to shed light on the question of whether redeployment to another jurisdiction would be considered an opportunity from an employer perspective, as well as from an employee standpoint.
In this thesis, the free movement of workers established by EU law is being explained and how this coexists with the idea of redeployment to another country, among other things. Further, a closer exposition is being made on the employer’s obligation to conduct a redeployment investigation and the employer’s work management rights. The situation of the employee in a redeployment and what constitutes a reasonable redeployment offer are such as aspects which also are being considered.
Through a case study, the prerequisites of redeployment of an employee between Malmö and Copenhagen are then being investigated. The Öresund Region is partly chosen as an example because of the good conditions for a daily commute between Sweden and Denmark in this area. I the case study, questions such as if a redeployment offer to another country could be considered reasonable and if the employer could fulfill its obligation to redeploy by redeploying an employee to another country are being examined. This investigation is being made under consideration of, for example, how the propose and applicability of the Employment Protection Act would go along with a redeployment to another country. Further, aspects such as whether Swedish or Danish employment law would be applicable after a redeployment of such kind and whether the employee would belong to the Swedish or Danish social security system in this situation are being considered. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/8930874
- author
- Zetterdahl, Matilda LU
- supervisor
- organization
- alternative title
- Redeployment in a cross-border situation – the example Sweden/Denmark
- course
- JURM02 20172
- year
- 2017
- type
- H3 - Professional qualifications (4 Years - )
- subject
- keywords
- Arbetsrätt, Labour Law
- language
- Swedish
- id
- 8930874
- date added to LUP
- 2018-01-25 14:19:32
- date last changed
- 2018-01-25 14:19:32
@misc{8930874,
abstract = {{This graduate thesis examines the question of whether it is possible to redeploy an employee to another jurisdiction within a distance that allows a daily commute. According to Section 7.2 in the Swedish Employment Protection Act (1982:80), the employer usually has an obligation to provide other work in its service for the employee due business-related reasons that otherwise would result in dismissal. The redeployment measure could be considered a way to protect the employment and avoid dismissal of the employee. I have intended to shed light on the question of whether redeployment to another jurisdiction would be considered an opportunity from an employer perspective, as well as from an employee standpoint.
In this thesis, the free movement of workers established by EU law is being explained and how this coexists with the idea of redeployment to another country, among other things. Further, a closer exposition is being made on the employer’s obligation to conduct a redeployment investigation and the employer’s work management rights. The situation of the employee in a redeployment and what constitutes a reasonable redeployment offer are such as aspects which also are being considered.
Through a case study, the prerequisites of redeployment of an employee between Malmö and Copenhagen are then being investigated. The Öresund Region is partly chosen as an example because of the good conditions for a daily commute between Sweden and Denmark in this area. I the case study, questions such as if a redeployment offer to another country could be considered reasonable and if the employer could fulfill its obligation to redeploy by redeploying an employee to another country are being examined. This investigation is being made under consideration of, for example, how the propose and applicability of the Employment Protection Act would go along with a redeployment to another country. Further, aspects such as whether Swedish or Danish employment law would be applicable after a redeployment of such kind and whether the employee would belong to the Swedish or Danish social security system in this situation are being considered.}},
author = {{Zetterdahl, Matilda}},
language = {{swe}},
note = {{Student Paper}},
title = {{Omplacering i en gränsöverskridande situation – exemplet Sverige/Danmark}},
year = {{2017}},
}