Swedish Policy and Regulation on Disability and Work
(2015) p.294-323- Abstract
- Even though the Swedish labour market has been more or less intact during the financial crisis in the past six years, persons with reduced working capacity due to disabilities are significantly less integrated in the labour market than other groups in society. Swedish legislation on disability and work provides for a number of different aspects of integrative measures, anti-discrimination and provisions for maintaining employment. Of most significant importance is the strong employment protection scheme, which only allows employers to dismiss sick or disabled permanent workers if they can no longer perform any duties of importance to the employers business. Sweden has ratified the CRPD and implemented the EU directive 2000/78/EC on... (More)
- Even though the Swedish labour market has been more or less intact during the financial crisis in the past six years, persons with reduced working capacity due to disabilities are significantly less integrated in the labour market than other groups in society. Swedish legislation on disability and work provides for a number of different aspects of integrative measures, anti-discrimination and provisions for maintaining employment. Of most significant importance is the strong employment protection scheme, which only allows employers to dismiss sick or disabled permanent workers if they can no longer perform any duties of importance to the employers business. Sweden has ratified the CRPD and implemented the EU directive 2000/78/EC on discrimination law, covering both equal treatment as well as the employer duty to undertake reasonable accommodation. There is, however, not yet an established case law on the reasonableness of adjusments. For persons with reduced working capacity, Swedish legislation offers a number of integrative positive measures, stretching from financing workplace adjustments to supported and even sheltered employments. There is not, and never has been, a disability quota scheme in Sweden. Job-placement activities are primarily effectuated through the Swedish Labour Agency, opening opportunities for unemployed persons with disabilities. Career centers at Swedish universities do not have special programs for disability integration and are, in relation to comparative countries, less developed. (Less)
- Abstract (Swedish)
- Abstract in Spanish
A pesar de que el mercado laboral sueco ha permanecido relativamente intacto durante la crisis económica en los últimos seis años, la integración de personas con capacidad laboral reducida a causa de discapacidades es significativamente menor que la de otros grupos sociales. La legislación sueca sobre discapacidad y trabajo cubre varios aspectos en medidas de integración, antidiscriminación y disposiciones para conservar el empleo. Lo más relevante es el sólido sistema de protección laboral, el cual sólo permite el despido de empleados enfermos o discapacitados si ya no pueden desempeñar ninguna tarea relevante para la actividad desarrollada por el empleador. Suecia ha ratificado la Convención sobre los... (More) - Abstract in Spanish
A pesar de que el mercado laboral sueco ha permanecido relativamente intacto durante la crisis económica en los últimos seis años, la integración de personas con capacidad laboral reducida a causa de discapacidades es significativamente menor que la de otros grupos sociales. La legislación sueca sobre discapacidad y trabajo cubre varios aspectos en medidas de integración, antidiscriminación y disposiciones para conservar el empleo. Lo más relevante es el sólido sistema de protección laboral, el cual sólo permite el despido de empleados enfermos o discapacitados si ya no pueden desempeñar ninguna tarea relevante para la actividad desarrollada por el empleador. Suecia ha ratificado la Convención sobre los Derechos de las Personas con Discapacidad, y ha implementado la Directiva 2000/78/CE sobre discriminación, que incluyen la igualdad de trato y el deber del empleador de acometer ajustes razonables. Sin embargo, todavía no existe una jurisprudencia establecida que defina qué se consideran ajustes razonables. Para las personas con capacidad laboral reducida, la legislación sueca ofrece una serie de medidas positivas para la integración, que van desde financiar los ajustes necesarios en el espacio de trabajo hasta empleos subvencionados e incluso protegidos. En Suecia no existe, y nunca ha existido, un sistema de cuotas para discapacitados. Las políticas para la obtención de empleo se canalizan principalmente a través de la Agencia Sueca de Empleo, que ofrece oportunidades para desempleados con discapacidad. Los centros de orientación profesional de las universidades suecas no disponen de programas especiales para la integración de discapacitados y están menos desarrollados que en países similares. (Less)
Please use this url to cite or link to this publication:
https://lup.lub.lu.se/record/5470622
- author
- Inghammar, Andreas LU
- organization
- publishing date
- 2015
- type
- Chapter in Book/Report/Conference proceeding
- publication status
- published
- subject
- keywords
- Disability law, discrimination, EU-law, labour law, labour market regulation, integration, comparative labour law
- host publication
- Revista Derecho Social y Empresa, "El derecho al trabajo de la personas con discapacidad"
- editor
- Spinelli, Carla
- pages
- 294 - 323
- publisher
- Dykinson
- ISSN
- 2341-135X
- language
- English
- LU publication?
- yes
- id
- a667e5e0-729c-4cce-a4d5-b5be32bbbe3b (old id 5470622)
- alternative location
- http://www.dykinson.com/revistas/revista-derecho-social-y-empresa/
- date added to LUP
- 2016-04-01 15:02:55
- date last changed
- 2022-09-19 17:06:15
@inbook{a667e5e0-729c-4cce-a4d5-b5be32bbbe3b,
abstract = {{Even though the Swedish labour market has been more or less intact during the financial crisis in the past six years, persons with reduced working capacity due to disabilities are significantly less integrated in the labour market than other groups in society. Swedish legislation on disability and work provides for a number of different aspects of integrative measures, anti-discrimination and provisions for maintaining employment. Of most significant importance is the strong employment protection scheme, which only allows employers to dismiss sick or disabled permanent workers if they can no longer perform any duties of importance to the employers business. Sweden has ratified the CRPD and implemented the EU directive 2000/78/EC on discrimination law, covering both equal treatment as well as the employer duty to undertake reasonable accommodation. There is, however, not yet an established case law on the reasonableness of adjusments. For persons with reduced working capacity, Swedish legislation offers a number of integrative positive measures, stretching from financing workplace adjustments to supported and even sheltered employments. There is not, and never has been, a disability quota scheme in Sweden. Job-placement activities are primarily effectuated through the Swedish Labour Agency, opening opportunities for unemployed persons with disabilities. Career centers at Swedish universities do not have special programs for disability integration and are, in relation to comparative countries, less developed.}},
author = {{Inghammar, Andreas}},
booktitle = {{Revista Derecho Social y Empresa, "El derecho al trabajo de la personas con discapacidad"}},
editor = {{Spinelli, Carla}},
issn = {{2341-135X}},
keywords = {{Disability law; discrimination; EU-law; labour law; labour market regulation; integration; comparative labour law}},
language = {{eng}},
pages = {{294--323}},
publisher = {{Dykinson}},
title = {{Swedish Policy and Regulation on Disability and Work}},
url = {{http://www.dykinson.com/revistas/revista-derecho-social-y-empresa/}},
year = {{2015}},
}