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Fritid under ansvar? - Lojalitetspliktens inverkan på arbetstagarens livsföring utanför arbetstid

Arvidsson, Max LU (2021) LAGF03 20211
Faculty of Law
Department of Law
Abstract (Swedish)
Uppsatsen syftar till att undersöka i vilken utsträckning en privat arbetsgivare kan anses ha sakliga grunder för att säga upp en tillsvidareanställd arbetsta- gare till följd av dess nyttjande av en mänsklig rättighet på sin fritid.
Utgångsläget är att en tillsvidareanställd arbetstagare endast kan bli upp- sagd om arbetsgivaren har sakliga grunder för detta enligt 7 § LAS. För att sakliga grunder ska anses föreligga krävs i regel att arbetstagaren har brutit mot en central förpliktelse i anställningsavtalet, men en helhetsbedömning ska alltid göras utifrån samtliga omständigheter i det enskilda fallet.
Vad som utgör avtalsinnehåll i ett anställningsavtal styrs dels av vad par- terna avtalat om, dels av tvingande arbetsrättsliga lagar... (More)
Uppsatsen syftar till att undersöka i vilken utsträckning en privat arbetsgivare kan anses ha sakliga grunder för att säga upp en tillsvidareanställd arbetsta- gare till följd av dess nyttjande av en mänsklig rättighet på sin fritid.
Utgångsläget är att en tillsvidareanställd arbetstagare endast kan bli upp- sagd om arbetsgivaren har sakliga grunder för detta enligt 7 § LAS. För att sakliga grunder ska anses föreligga krävs i regel att arbetstagaren har brutit mot en central förpliktelse i anställningsavtalet, men en helhetsbedömning ska alltid göras utifrån samtliga omständigheter i det enskilda fallet.
Vad som utgör avtalsinnehåll i ett anställningsavtal styrs dels av vad par- terna avtalat om, dels av tvingande arbetsrättsliga lagar och dels av lojalitets- plikten. För arbetstagarens del medför lojalitetsplikten att anställningsavtalet fylls ut med biförpliktelser som tvingar arbetstagaren att beakta arbetsgiva- rens intressen, där ett handlande i strid med dessa kan medföra en sakligt grundad uppsägning. Lojalitetsplikten kan därmed i vissa fall komma att in- skränka arbetstagarens fritid och de rättigheter arbetstagaren har enligt Euro- pakonventionen. För att inte bryta mot konventionens bestämmelser har Ar- betsdomstolen i dessa fall höjt kravet på vad som utgör sakliga grunder.
Framställningens slutsats är att en arbetsgivare kan ha sakliga grunder när den säger upp en arbetstagare på grund av att den har nyttjat en rättighet på sin fritid, särskilt om arbetstagarens agerande har skett i strid med en av- talsreglering mellan parterna. Det går dock inte att föreskriva en mer precis allmängiltig definition än att arbetsgivaren har denna möjlighet när detta framstår som skäligt efter en helhetsbedömning av samtliga omständigheter i det enskilda fallet. (Less)
Abstract
This study aims to investigate to what extent a private employer can be con- sidered to have objective grounds to dismiss a permanent employee due to the fact that the worker has used one of its rights on its leisure time in contrary to the employer’s interests.
A dismissal of a permanent employee needs to be based on objective grounds according to 7 § LAS. This requirement is generally met if the worker has breached a substantial obligation in its employment contract, however in every trail the Swedish Labour Court needs to do an overall assessment.
The content of an employment contract is determined by the parties’ agreements, the duty of loyalty and peremptory law. For the employee the duty of loyalty demands that the worker shows... (More)
This study aims to investigate to what extent a private employer can be con- sidered to have objective grounds to dismiss a permanent employee due to the fact that the worker has used one of its rights on its leisure time in contrary to the employer’s interests.
A dismissal of a permanent employee needs to be based on objective grounds according to 7 § LAS. This requirement is generally met if the worker has breached a substantial obligation in its employment contract, however in every trail the Swedish Labour Court needs to do an overall assessment.
The content of an employment contract is determined by the parties’ agreements, the duty of loyalty and peremptory law. For the employee the duty of loyalty demands that the worker shows consideration to the em- ployer’s interest. In practice, the principle fills out the employment contract with certain obligations which the employee must obey or the worker will risk being lawfully terminated. This means that the duty of loyalty sometimes re- stricts the employee’s freedom and rights on its leisure time. In order to secure that the workers’ rights are not infringed in those situations the Swedish Labour Court has raised the criterion of what constitutes objective grounds.
The conclusion of the study is that an employer sometimes has a legal ground to dismiss a permanent employee due to an action on its leisure time, even though the deed was protected by the Convention. This is especially the case if the action was contrary to the parties’ agreement. However, it is not possible to give a more precise universal definition than that the employer has this possibility when it is considered to be reasonable after an evaluation of all the circumstances in the individual case. (Less)
Please use this url to cite or link to this publication:
author
Arvidsson, Max LU
supervisor
organization
course
LAGF03 20211
year
type
M2 - Bachelor Degree
subject
keywords
Arbetsrätt, lojalitetsplikt, EKMR
language
Swedish
id
9045993
date added to LUP
2021-06-29 16:50:45
date last changed
2021-06-29 16:50:45
@misc{9045993,
  abstract     = {{This study aims to investigate to what extent a private employer can be con- sidered to have objective grounds to dismiss a permanent employee due to the fact that the worker has used one of its rights on its leisure time in contrary to the employer’s interests.
A dismissal of a permanent employee needs to be based on objective grounds according to 7 § LAS. This requirement is generally met if the worker has breached a substantial obligation in its employment contract, however in every trail the Swedish Labour Court needs to do an overall assessment.
The content of an employment contract is determined by the parties’ agreements, the duty of loyalty and peremptory law. For the employee the duty of loyalty demands that the worker shows consideration to the em- ployer’s interest. In practice, the principle fills out the employment contract with certain obligations which the employee must obey or the worker will risk being lawfully terminated. This means that the duty of loyalty sometimes re- stricts the employee’s freedom and rights on its leisure time. In order to secure that the workers’ rights are not infringed in those situations the Swedish Labour Court has raised the criterion of what constitutes objective grounds.
The conclusion of the study is that an employer sometimes has a legal ground to dismiss a permanent employee due to an action on its leisure time, even though the deed was protected by the Convention. This is especially the case if the action was contrary to the parties’ agreement. However, it is not possible to give a more precise universal definition than that the employer has this possibility when it is considered to be reasonable after an evaluation of all the circumstances in the individual case.}},
  author       = {{Arvidsson, Max}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Fritid under ansvar? - Lojalitetspliktens inverkan på arbetstagarens livsföring utanför arbetstid}},
  year         = {{2021}},
}