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Den ovaccinerade arbetstagarens rätt

Bylund, Axel LU (2021) LAGF03 20211
Department of Law
Faculty of Law
Abstract (Swedish)
Diskussionen om vaccinering och kroppslig integritet är ett högst aktuellt ämne i ett samhälle som befinner sig mitt i en pandemi. Med utgångspunkt i denna diskussion avser denna uppsats undersöka det rättsliga läget kring konflikter som kan uppstå i arbetslivet när arbetstagare vägrar att vaccinera sig.

Uppsatsen ämnar dels besvara om en arbetsgivare kan kräva att en arbetstagare vaccinerar sig, dels vilka rättigheter arbetstagaren har i konflikter som kan uppstå till följd av att denne vägrat vaccinering. Med utgångspunkt i detta granskas i huvudsak de arbetsrättsliga och arbetsmiljörättsliga områdena, regelverket kring skyddet för personlig integritet samt skyddet för personuppgifter.

Som svar på huruvida en arbetsgivare kan... (More)
Diskussionen om vaccinering och kroppslig integritet är ett högst aktuellt ämne i ett samhälle som befinner sig mitt i en pandemi. Med utgångspunkt i denna diskussion avser denna uppsats undersöka det rättsliga läget kring konflikter som kan uppstå i arbetslivet när arbetstagare vägrar att vaccinera sig.

Uppsatsen ämnar dels besvara om en arbetsgivare kan kräva att en arbetstagare vaccinerar sig, dels vilka rättigheter arbetstagaren har i konflikter som kan uppstå till följd av att denne vägrat vaccinering. Med utgångspunkt i detta granskas i huvudsak de arbetsrättsliga och arbetsmiljörättsliga områdena, regelverket kring skyddet för personlig integritet samt skyddet för personuppgifter.

Som svar på huruvida en arbetsgivare kan kräva att en arbetstagare vaccinerar sig konstaterades först och främst att det saknas specifik lagstiftning i frågan. Oavsett om ny lag stiftas på området eller inte så ligger fokus enligt praxis på hur tvingande kravet från arbetsgivaren anses vara samt vilket intresse arbetsgivaren har för att arbetstagarna är vaccinerade. Alltför tvingande åtgärder, såsom avskiljning från tjänsten, bör inom de allra flesta arbeten vara en otillåten åtgärd att vidta i fall då en arbetstagare vägrar vaccinering.

Som svar på vilka rättigheter en arbetstagare har efter vägrad vaccinering konstaterades att arbetstagaren både kan bli omplacerad och i vissa fall har en rätt att bli omplacerad så länge det inte handlar om disciplinära omplaceringar. Det konstaterades dessutom att arbetstagaren kan ha rätt till en anpassad arbetsmiljö samt att arbetsgivaren endast i undantagsfall kan ha rätt att lagra uppgifter, utan samtycke, om vilka i personalen som är vaccinerade. (Less)
Abstract
The debate regarding vaccination and bodily integrity is a hot topic in society in the middle of the Covid-19 pandemic. With this debate in mind, this paper examines the legal recourses in Swedish law when conflicts arise in the working life regarding an employee who refuses vaccination.

Firstly, this paper answers whether an employer can demand of an employee to get vaccinated, and secondly which rights an unvaccinated employee has in other conflicts that can arise in working life. The data that was examined to answer these questions was drawn mainly from labor law, work environment law, the protection for bodily integrity, and the protection for personal data.

This paper finds that Swedish law lacks specific legislation on what... (More)
The debate regarding vaccination and bodily integrity is a hot topic in society in the middle of the Covid-19 pandemic. With this debate in mind, this paper examines the legal recourses in Swedish law when conflicts arise in the working life regarding an employee who refuses vaccination.

Firstly, this paper answers whether an employer can demand of an employee to get vaccinated, and secondly which rights an unvaccinated employee has in other conflicts that can arise in working life. The data that was examined to answer these questions was drawn mainly from labor law, work environment law, the protection for bodily integrity, and the protection for personal data.

This paper finds that Swedish law lacks specific legislation on what demands an employer can place on employees in these questions. Regardless of whether new laws are legislated or not, the judicial focus will concentrate on how mandatory the demands towards the employee can be as well as the employer’s interest in having vaccinated employees. Oppressing sanctions in the case of employee refusal of vaccination, such as termination, should in most occupations be seen as an unlawful act.

Regarding the unvaccinated employees’ rights this paper finds that the employee may be relocated and in some cases demand to be relocated if the relocation is not solely a sanction from the employer. The paper also finds that the employee, in certain situations, has a right to an adapted working environment. Furthermore, the employer may only in exception save personal data regarding whom of the employees are vaccinated, without having approval from the employees. (Less)
Please use this url to cite or link to this publication:
author
Bylund, Axel LU
supervisor
organization
course
LAGF03 20211
year
type
M2 - Bachelor Degree
subject
keywords
arbetsrätt, vaccinering, vaccinvägran, labour law, vaccination, vaccin, arbete, arbetstagare, employee, rights, rättigheter
language
Swedish
id
9045839
date added to LUP
2021-06-29 16:49:06
date last changed
2021-06-29 16:49:06
@misc{9045839,
  abstract     = {{The debate regarding vaccination and bodily integrity is a hot topic in society in the middle of the Covid-19 pandemic. With this debate in mind, this paper examines the legal recourses in Swedish law when conflicts arise in the working life regarding an employee who refuses vaccination. 

Firstly, this paper answers whether an employer can demand of an employee to get vaccinated, and secondly which rights an unvaccinated employee has in other conflicts that can arise in working life. The data that was examined to answer these questions was drawn mainly from labor law, work environment law, the protection for bodily integrity, and the protection for personal data. 

This paper finds that Swedish law lacks specific legislation on what demands an employer can place on employees in these questions. Regardless of whether new laws are legislated or not, the judicial focus will concentrate on how mandatory the demands towards the employee can be as well as the employer’s interest in having vaccinated employees. Oppressing sanctions in the case of employee refusal of vaccination, such as termination, should in most occupations be seen as an unlawful act. 

Regarding the unvaccinated employees’ rights this paper finds that the employee may be relocated and in some cases demand to be relocated if the relocation is not solely a sanction from the employer. The paper also finds that the employee, in certain situations, has a right to an adapted working environment. Furthermore, the employer may only in exception save personal data regarding whom of the employees are vaccinated, without having approval from the employees.}},
  author       = {{Bylund, Axel}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Den ovaccinerade arbetstagarens rätt}},
  year         = {{2021}},
}