Uppsägningsprocessen - En analys av 7 och 22 §§ LAS
(2020) HARH16 20192Department of Business Law
- Abstract (Swedish)
- När arbetsbrist har uppstått har även frågan kring hur reglerna ska tolkas även uppstått. Detta har inte alltid varit tydligt i lagtext utan mycket av detta har Arbetsdomstolen fått tolka och det har gett prejudikat att följa. Där har reglerna kring 7 §och 22 § LAS utretts i domstolen och kring det har frågeställningar samt kritik uppkommit. Domstolen har fastslagit att 7 § LAS alltid ska utredas innan 22 § LAS ska tillämpas vilket fått frågeställningar kring om arbetsgivare har möjlighet att kringgå turordningsreglerna genom att omplacera personal innan en turordningslista skapats. På så sätt ”räddas” personal från att sättas upp på turordningslistan och de som blir uppsatta sägs senare upp. Detta har kritiserats från arbetstagarsidan men... (More)
- När arbetsbrist har uppstått har även frågan kring hur reglerna ska tolkas även uppstått. Detta har inte alltid varit tydligt i lagtext utan mycket av detta har Arbetsdomstolen fått tolka och det har gett prejudikat att följa. Där har reglerna kring 7 §och 22 § LAS utretts i domstolen och kring det har frågeställningar samt kritik uppkommit. Domstolen har fastslagit att 7 § LAS alltid ska utredas innan 22 § LAS ska tillämpas vilket fått frågeställningar kring om arbetsgivare har möjlighet att kringgå turordningsreglerna genom att omplacera personal innan en turordningslista skapats. På så sätt ”räddas” personal från att sättas upp på turordningslistan och de som blir uppsatta sägs senare upp. Detta har kritiserats från arbetstagarsidan men även domstolen har varit oeniga i frågan.
Frågan om erbjudanden ska ges i turordning har tagits upp där även domstolen tolkat lagtexten och kommit fram till att erbjudanden inte behöver ges enligt turordning. Däremot måste erbjudanden som ges vara skäliga för arbetsgivaren ska anses uppfylla sin omplaceringsskyldighet. Domstolen har fastslagit att LAS syfte är att skydda arbetstagare mot uppsägningar. Däremot skyddar inte LAS rätten att kvarstå i exakt likvärdig tjänst när arbetsbrist uppstår.
Det har varit utredningar kring ändra LAS där både frågan kring om omplaceringserbjudanden ska ges i turordning och ifall reglerna i 22 § LAS där en turordningslista ska upprättas innan arbetsgivare har rätt att omplaceras enligt 7 § LAS. Detta har dock aldrig gett något utslag då det motiverats med att det skulle ändra rådande rättsläge för mycket och ändringarna skulle kunna ge för stora konsekvenser på arbetsmarknaden. (Less) - Abstract
- When a labor shortage occurs, the question of how the rules about labor should be interpreted has also arisen. The rules have not always been clear in the Swedish law but much of this has been interpreted by the Labor Court and it has given precedent to follow. There, the rules regarding 7 § and 22 § LAS have been investigated in the Labor Court and around it both questions and criticism have come up. The Court has ruled that 7 § LAS must always be investigated before 22 § LAS is applied, which has raised questions about whether employers have the opportunity to circumvent the turnaround rules by repositioning staff before creating a turnaround list. In this way, the staff are "rescued" from being placed on the turnaround list and those... (More)
- When a labor shortage occurs, the question of how the rules about labor should be interpreted has also arisen. The rules have not always been clear in the Swedish law but much of this has been interpreted by the Labor Court and it has given precedent to follow. There, the rules regarding 7 § and 22 § LAS have been investigated in the Labor Court and around it both questions and criticism have come up. The Court has ruled that 7 § LAS must always be investigated before 22 § LAS is applied, which has raised questions about whether employers have the opportunity to circumvent the turnaround rules by repositioning staff before creating a turnaround list. In this way, the staff are "rescued" from being placed on the turnaround list and those who are appointed on the list are later dismissed. This has been criticized from the workers' side, but the Court has also disagreed with the issue.
The issue of offers must be given in turn, where the Court has also interpreted the legislation and concluded that offers do not need to be given in turn. However, offers that are given must be reasonably to the employees so the employer have fulfilled their relocation obligation. The Court has declared that the purpose of LAS is to protect workers against redundancies. However, LAS does not protect the right to remain in exactly same work position when a labor shortage occurs.
There have been investigations into changing LAS where both the question of whether relocation offers should be given in turn and if the rules in 22 § LAS where a turnaround list must be drawn up before employers have the right to be relocated in accordance with 7 § LAS. However, this discussion has never reached to any conclusions since it was justified that it would change the prevailing legal situation too much and the consequences of the changes may be too severe in the labor market. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9008319
- author
- Petersson, Felicia LU
- supervisor
- organization
- course
- HARH16 20192
- year
- 2020
- type
- M2 - Bachelor Degree
- subject
- language
- Swedish
- id
- 9008319
- date added to LUP
- 2020-04-28 14:05:08
- date last changed
- 2020-04-28 14:05:08
@misc{9008319,
abstract = {{When a labor shortage occurs, the question of how the rules about labor should be interpreted has also arisen. The rules have not always been clear in the Swedish law but much of this has been interpreted by the Labor Court and it has given precedent to follow. There, the rules regarding 7 § and 22 § LAS have been investigated in the Labor Court and around it both questions and criticism have come up. The Court has ruled that 7 § LAS must always be investigated before 22 § LAS is applied, which has raised questions about whether employers have the opportunity to circumvent the turnaround rules by repositioning staff before creating a turnaround list. In this way, the staff are "rescued" from being placed on the turnaround list and those who are appointed on the list are later dismissed. This has been criticized from the workers' side, but the Court has also disagreed with the issue.
The issue of offers must be given in turn, where the Court has also interpreted the legislation and concluded that offers do not need to be given in turn. However, offers that are given must be reasonably to the employees so the employer have fulfilled their relocation obligation. The Court has declared that the purpose of LAS is to protect workers against redundancies. However, LAS does not protect the right to remain in exactly same work position when a labor shortage occurs.
There have been investigations into changing LAS where both the question of whether relocation offers should be given in turn and if the rules in 22 § LAS where a turnaround list must be drawn up before employers have the right to be relocated in accordance with 7 § LAS. However, this discussion has never reached to any conclusions since it was justified that it would change the prevailing legal situation too much and the consequences of the changes may be too severe in the labor market.}},
author = {{Petersson, Felicia}},
language = {{swe}},
note = {{Student Paper}},
title = {{Uppsägningsprocessen - En analys av 7 och 22 §§ LAS}},
year = {{2020}},
}