Anställningen vid offentlig upphandling
(2010) JURM01 20092Department of Law
- Abstract (Swedish)
- En i praktiken vanligt förekommande situation är att driften av en offentlig verksamhet överlåts genom ett offentligt upphandlingsförfarande. Det kan då tänkas att den upphandlande myndigheten önskar säkerställa att de anställda erbjuds fortsatt sysselsättning hos den nya verksamhetsutövaren. Ett skäl till detta kan vara att den upphandlande myndigheten annars riskerar att få bära kostnader för icke övertagen personal, om myndigheten vid tiden för upphandlingen själv bedriver verksamhet.
Förutsatt att verksamhetsövergången omfattas av reglerna i 6 b § LAS har arbetstagarna rätt att på oförändrade villkor fortsätta sin anställning hos den nya verksamhetsutövaren. Avgörande härför är om det som överlåtits utgör en bestående ekonomisk... (More) - En i praktiken vanligt förekommande situation är att driften av en offentlig verksamhet överlåts genom ett offentligt upphandlingsförfarande. Det kan då tänkas att den upphandlande myndigheten önskar säkerställa att de anställda erbjuds fortsatt sysselsättning hos den nya verksamhetsutövaren. Ett skäl till detta kan vara att den upphandlande myndigheten annars riskerar att få bära kostnader för icke övertagen personal, om myndigheten vid tiden för upphandlingen själv bedriver verksamhet.
Förutsatt att verksamhetsövergången omfattas av reglerna i 6 b § LAS har arbetstagarna rätt att på oförändrade villkor fortsätta sin anställning hos den nya verksamhetsutövaren. Avgörande härför är om det som överlåtits utgör en bestående ekonomisk enhet, vilket brukar beskrivas som att verksamheten ska ha bevarat sin identitet. Reglerna i 6 b § LAS, som grundas på direktiv 2001/23/EG, det s.k. överlåtelsedirektivet, är tvingande till arbetstagarnas fördel. Detta betyder bland annat att parterna i överlåtelseavtalet inte med bindande verkan kan träffa avtala om att personalen inte ska övergå till förvärvaren i strid med 6 b § LAS.
Tillämpningen av 6 b § LAS kan emellertid vara mycket svårförutsägbar i vissa situationer. Det kan givetvis också tänkas att det står klart att verksamhetsövergången ifråga inte är att anse som en verksamhetsövergång i lagens mening, och att de anställda därmed inte har rätt att fortsätta sin anställning hos den nya verksamhetsutövaren. Frågan som ställs i förevarande uppsats är därför om den upphandlande myndigheten kan ställa som krav vid en offentlig upphandling att den leverantör som tilldelas kontraktet också ska överta verksamhetens personal.
Ett krav på övertagande av personal är tillåtet ur såväl ett strikt arbetsrättsligt perspektiv som ur ett strikt upphandlingsrättsligt perspektiv. Ett sådant krav kan dock tänkas hämma den fria rörligheten och därmed strida mot EUF-fördragets regler i detta avseende. Den slutsats som dras i uppsatsen i detta hänseende är att EUF-fördraget och kravet på proportionalitet sannolikt begränsar upphandlande myndigheters utrymme att ställa krav på övertagande av personal till att enbart omfatta sådana krav som inte sträcker sig längre än vad som följer vid en tillämpning av 6 b § LAS och överlåtelsedirektivet. (Less) - Abstract
- A common contemporary phenomenon is the transfer of the operation of public business through a public tendering process. In a public tender, the contracting authority may wish to ensure that its employees are offered continued employment with the new operator. The contracting authority may wish to do this because it might otherwise have to bear the costs of personnel not assumed by the new operator, if the contracting authority at the time of the contract operates business itself.
Provided that the employment activities are covered by the transition rules in § 6 b of the Swedish Law on Employment (LAS), the employees have the right to be employed by the new operator under the same conditions as under the contracting authority. The... (More) - A common contemporary phenomenon is the transfer of the operation of public business through a public tendering process. In a public tender, the contracting authority may wish to ensure that its employees are offered continued employment with the new operator. The contracting authority may wish to do this because it might otherwise have to bear the costs of personnel not assumed by the new operator, if the contracting authority at the time of the contract operates business itself.
Provided that the employment activities are covered by the transition rules in § 6 b of the Swedish Law on Employment (LAS), the employees have the right to be employed by the new operator under the same conditions as under the contracting authority. The transition activities will fall under this provision if the transferred object constitutes a lasting economic entity, which generally means that the business identity is preserved through the transfer. The rules in § 6 b of the LAS, which is based on the so-called transfer directive, Directive 2001/23/EC, are mandatory and set out for the benefit of workers. Pursuant to the transfer directive, the parties to the transfer agreement cannot agree that staff should not be transferred to the new operator in violation of § 6 b of the LAS.
However, the application of § 6 b of the LAS is very difficult to predict in certain situations. In addition, it is possible that a particular transition activity cannot be viewed as a transitional activity covered by § 6 b of the LAS, and that the employees responsible for this activity are therefore not entitled to continue their employment with the new operator. The question posed in this essay is whether the contracting authority can include as a requirement in a public contract a provision that the new operator must take over its employees.
Requiring the transfer of personnel is permitted both from a strictly labour law perspective as well as from a strictly contract law perspective, however, various statutory provisions may constrain or prevent the use of such provisions. This paper analyzes whether a transfer of personnel requirement impedes the free movement and may thus be considered contrary to EDF Treaty rules on freedom of movement. This paper argues that the EDF Treaty and the requirement of proportionality likely limit contracting authorities to institute only those transfer of personnel provisions which do not go beyond what follows from the application of § 6 b of the LAS and the transfer directive. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/1599909
- author
- Stridh, Christopher
- supervisor
- organization
- course
- JURM01 20092
- year
- 2010
- type
- H3 - Professional qualifications (4 Years - )
- subject
- keywords
- EG-rätt, oklassificerad, Civilrätt, Arbetsrätt
- language
- Swedish
- id
- 1599909
- date added to LUP
- 2010-05-06 09:52:37
- date last changed
- 2010-05-06 09:52:37
@misc{1599909,
abstract = {{A common contemporary phenomenon is the transfer of the operation of public business through a public tendering process. In a public tender, the contracting authority may wish to ensure that its employees are offered continued employment with the new operator. The contracting authority may wish to do this because it might otherwise have to bear the costs of personnel not assumed by the new operator, if the contracting authority at the time of the contract operates business itself.
Provided that the employment activities are covered by the transition rules in § 6 b of the Swedish Law on Employment (LAS), the employees have the right to be employed by the new operator under the same conditions as under the contracting authority. The transition activities will fall under this provision if the transferred object constitutes a lasting economic entity, which generally means that the business identity is preserved through the transfer. The rules in § 6 b of the LAS, which is based on the so-called transfer directive, Directive 2001/23/EC, are mandatory and set out for the benefit of workers. Pursuant to the transfer directive, the parties to the transfer agreement cannot agree that staff should not be transferred to the new operator in violation of § 6 b of the LAS.
However, the application of § 6 b of the LAS is very difficult to predict in certain situations. In addition, it is possible that a particular transition activity cannot be viewed as a transitional activity covered by § 6 b of the LAS, and that the employees responsible for this activity are therefore not entitled to continue their employment with the new operator. The question posed in this essay is whether the contracting authority can include as a requirement in a public contract a provision that the new operator must take over its employees.
Requiring the transfer of personnel is permitted both from a strictly labour law perspective as well as from a strictly contract law perspective, however, various statutory provisions may constrain or prevent the use of such provisions. This paper analyzes whether a transfer of personnel requirement impedes the free movement and may thus be considered contrary to EDF Treaty rules on freedom of movement. This paper argues that the EDF Treaty and the requirement of proportionality likely limit contracting authorities to institute only those transfer of personnel provisions which do not go beyond what follows from the application of § 6 b of the LAS and the transfer directive.}},
author = {{Stridh, Christopher}},
language = {{swe}},
note = {{Student Paper}},
title = {{Anställningen vid offentlig upphandling}},
year = {{2010}},
}