Ogiltiga arbetsbristsuppsägningar
(2018) JURM02 20172Department of Law
Faculty of Law
- Abstract (Swedish)
- För att en uppsägning av en arbetstagare ska vara giltig krävs enligt 7 § LAS att den är sakligt grundad. En uppsägning kan grunda sig antingen på personliga skäl eller arbetsbrist. Arbetsbrist utgör i sig självt saklig grund för uppsägning medan det vid personliga skäl krävs objektiv fakta stöd som bevisar arbetstagarens olämplighet för att uppsägningen ska anses vara sakligt grundad. Ur en arbetsgivarsynpunkt är det därför mer fördelaktigt att säga upp någon på grund av arbetsbrist och detta har lett till att arbetsgivaren i en del fall sagt upp arbetstagare med arbetsbrist som grund samtidigt som den verkliga orsaken har grundat sig i personliga skäl som inte uppfyller kravet på saklig grund. Detta är fingerad arbetsbrist.
... (More) - För att en uppsägning av en arbetstagare ska vara giltig krävs enligt 7 § LAS att den är sakligt grundad. En uppsägning kan grunda sig antingen på personliga skäl eller arbetsbrist. Arbetsbrist utgör i sig självt saklig grund för uppsägning medan det vid personliga skäl krävs objektiv fakta stöd som bevisar arbetstagarens olämplighet för att uppsägningen ska anses vara sakligt grundad. Ur en arbetsgivarsynpunkt är det därför mer fördelaktigt att säga upp någon på grund av arbetsbrist och detta har lett till att arbetsgivaren i en del fall sagt upp arbetstagare med arbetsbrist som grund samtidigt som den verkliga orsaken har grundat sig i personliga skäl som inte uppfyller kravet på saklig grund. Detta är fingerad arbetsbrist.
Arbetsgivarens företagsledningsrätt innebär att han eller hon kan göra omorganisationer av företaget vilket leder till att oönskade arbetstagare kan bli uppsagda med arbetsbrist som grund. Arbetsdomstolen prövar generellt sett inte arbetsgivarens arbetsledningsbeslut men om den uppsagde arbetstagaren gör det sannolikt att han eller hon blivit uppsagd på grund av personliga skäl granskar Arbetsdomstolen arbetsgivarens påståenden om arbetsbrist. I de absolut flesta fallen vinner arbetsgivarsidan som lyckas visa att uppsägningen grundat sig i arbetsbrist. Att arbetsgivaren även ansett att uppsägningen kunnat grunda sig i personliga skäl påverkar inte bedömningen.
I de fall där arbetstagarsidan däremot har vunnit har det antingen varit fråga om oklara rättslägen eller okunskap hos arbetsgivaren. Även diskriminering kan ogiltigförklara en arbetsbristuppsägning. En arbetsgivare bör inte ha några större problem att bli av med oönskade arbetstagare genom arbetsbristuppsägningar, under förutsättning att arbetstagaren inte står högt upp i turordningslistan och har en av flera likadana tjänster i företaget eller kan omplaceras till andra tjänster. (Less) - Abstract
- According to 7 § LAS a termination of employment need to be objectively founded to be considered to be valid. A termination of employment can either be based on the employees personal reasons or redundancy (lack of work). Redundancy is in itself an objective reason for termination of employment while if the termination is based on personal reasons it requires objective facts that support the worker's unsuitability for the work to be considered objectively founded. Out of an employer's viewpoint it's therefore more advantageous to terminate someone because of redundancy and this has led to a number of cases where the employer has terminated the employment relationship because of redundancy while the real reason has been personal reasons... (More)
- According to 7 § LAS a termination of employment need to be objectively founded to be considered to be valid. A termination of employment can either be based on the employees personal reasons or redundancy (lack of work). Redundancy is in itself an objective reason for termination of employment while if the termination is based on personal reasons it requires objective facts that support the worker's unsuitability for the work to be considered objectively founded. Out of an employer's viewpoint it's therefore more advantageous to terminate someone because of redundancy and this has led to a number of cases where the employer has terminated the employment relationship because of redundancy while the real reason has been personal reasons that don't fulfill the requirement of being objectively founded. This is called fictitious redundancy.
The employer's management right means that he or she is able to reorganize the working which may lead to unwanted employees being terminated from their employment with redundancy as the reason. The Swedish Labour Court generally doesn't try an employer's work management decisions but if the employee makes it likely that he or she was terminated because of personal reasons the Swedish Labour Court review the employer's claim of redundancy. In absolutely most cases the employer's side wins and succeeds to show that the termination was based on redundancy. The fact that the employer may think that the termination of employment also could be based on personal reasons doesn't affect the judgement.
In those cases that the employee's side have won it's either been a matter of unclear legislation or ignorance with the employer. Discrimination could also annull a termination of employment based on redundancy. An employer may however not have any major problems getting rid of unwanted employees through terminations based on redundancy, under the condition that the company hasn't hired lots of people with the same employment as the employee after he or she was employed. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/8941788
- author
- Norin, Felix LU
- supervisor
-
- Per Norberg LU
- organization
- alternative title
- Illegal terminations of employment based on redundancy
- course
- JURM02 20172
- year
- 2018
- type
- H3 - Professional qualifications (4 Years - )
- subject
- keywords
- arbetsrätt, arbetsbrist
- language
- Swedish
- id
- 8941788
- date added to LUP
- 2018-06-13 10:38:25
- date last changed
- 2018-06-13 10:38:25
@misc{8941788,
abstract = {{According to 7 § LAS a termination of employment need to be objectively founded to be considered to be valid. A termination of employment can either be based on the employees personal reasons or redundancy (lack of work). Redundancy is in itself an objective reason for termination of employment while if the termination is based on personal reasons it requires objective facts that support the worker's unsuitability for the work to be considered objectively founded. Out of an employer's viewpoint it's therefore more advantageous to terminate someone because of redundancy and this has led to a number of cases where the employer has terminated the employment relationship because of redundancy while the real reason has been personal reasons that don't fulfill the requirement of being objectively founded. This is called fictitious redundancy.
The employer's management right means that he or she is able to reorganize the working which may lead to unwanted employees being terminated from their employment with redundancy as the reason. The Swedish Labour Court generally doesn't try an employer's work management decisions but if the employee makes it likely that he or she was terminated because of personal reasons the Swedish Labour Court review the employer's claim of redundancy. In absolutely most cases the employer's side wins and succeeds to show that the termination was based on redundancy. The fact that the employer may think that the termination of employment also could be based on personal reasons doesn't affect the judgement.
In those cases that the employee's side have won it's either been a matter of unclear legislation or ignorance with the employer. Discrimination could also annull a termination of employment based on redundancy. An employer may however not have any major problems getting rid of unwanted employees through terminations based on redundancy, under the condition that the company hasn't hired lots of people with the same employment as the employee after he or she was employed.}},
author = {{Norin, Felix}},
language = {{swe}},
note = {{Student Paper}},
title = {{Ogiltiga arbetsbristsuppsägningar}},
year = {{2018}},
}