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Bemanningsanställdas möjlighet att få a-kassa

Berleen Danå, Theodor LU (2012) JURM02 20112
Department of Law
Abstract (Swedish)
Personer anställda för uthyrning har sedan bemanningsföretag legaliserades behandlats annorlunda jämfört med andra anställda när de sökt arbetslöshetsersättning. Först i och med RÅ 2007 ref 20 klargjordes att uthyrningsanställda som avslutat flera på varandra följande visstidsanställningar hade rätt till arbetslöshetsersättning så länge anställningarna avslutades i enlighet med LAS och gällande kollektivavtal. Tidigare ansågs den anställde vara tillsvidareanställd och inte arbetslös, oavsett vad anställningsavtalet sade så länge visstidsanställningarna var återkommande.

Bemanningsutredningen, SOU 2011:5, har bl.a. behandlat frågan om det finns begränsningar eller förbud i Sverige mot anlitande av arbetskraft som hyrs ut av... (More)
Personer anställda för uthyrning har sedan bemanningsföretag legaliserades behandlats annorlunda jämfört med andra anställda när de sökt arbetslöshetsersättning. Först i och med RÅ 2007 ref 20 klargjordes att uthyrningsanställda som avslutat flera på varandra följande visstidsanställningar hade rätt till arbetslöshetsersättning så länge anställningarna avslutades i enlighet med LAS och gällande kollektivavtal. Tidigare ansågs den anställde vara tillsvidareanställd och inte arbetslös, oavsett vad anställningsavtalet sade så länge visstidsanställningarna var återkommande.

Bemanningsutredningen, SOU 2011:5, har bl.a. behandlat frågan om det finns begränsningar eller förbud i Sverige mot anlitande av arbetskraft som hyrs ut av bemanningsföretag. Regleringen rörande uthyrda som avslutat en visstidsanställning ansågs tillfredställande i och med praxisen som framkom i RÅ 2007 ref 20. Däremot ansåg utredaren att deltidsanställda hos bemanningsföretag bör ha rätt till fyllnadsersättning om de står till arbetsmarknadens förfogande när de inte arbetar deltid. För att stå till arbetsmarknadens förfogande och anses vara oförhindrad att ta annat arbete menar utredaren att den deltidsanställda måste ha tillräckligt reglerad arbetstid. Utredaren menar vidare att förslaget bör genomföras genom en föreskrift från Inspektionen för arbetslöshetsförsäkringen och inte genom ändring i författning.

Vad som ska anses vara tillräckligt reglerad arbetstid är oklart. Den praxis som finns på området visar att domstolarna har lagt vikt vid omfattningen av den flytande tiden, möjligheterna att påverka förläggningen av tiden samt rätten att säga nej till arbete vid ett visst tillfälle. Bedömningen har varit restriktiv. Därför tror jag att det kommer bli svårt för bemanningsföretag att deltidsanställa så att arbetstiden är tillräckligt reglerad och samtidigt vidhålla en flexibilitet som gör företaget attraktivt för kundföretag. Oavsett om förändringen kommer innebära någon praktiskt skillnad är det likväl symboliskt viktigt att påpeka att bemanningsföretag ska bedömas utifrån samma regler som andra företag.

De flesta Bemanningsföretag är idag bundna av kollektivavtal som frångår de relativt stora möjligheterna till visstidsanställningar både på hel- och deltid i LAS. Jag tror att fackföreningarna även i fortsättningen kommer motsätta sig flexibla anställningar, oavsett om möjligheten till fyllnadsstämpling tillkommer. Då finns möjligheten för företag utan kollektivavtal att bli mer attraktiva. Däremot tror jag att de etablerade bemanningsföretagen har många andra fördelar som kommer göra dem konkurrenskraftiga även i framtiden. (Less)
Abstract
Temporary agency workers has been treated differently from other employees when they applied for unemployment benefits in Sweden ever since temporary-work-agencies where legalized. Only with RÅ 2007 ref 20 it was clarified that employees for hire who have completed a number of successive fixed-term contracts where entitled to unemployment benefits as long as the jobs were completed in accordance with the Employment Protection Act and applicable collective bargaining agreements. Previously the employee where considered to be permanently employed and not unemployed, regardless of what the contract said as long as the fixed-term contract was repeated.

SOU 2011:5 have among other things considered whether there are restrictions or bans in... (More)
Temporary agency workers has been treated differently from other employees when they applied for unemployment benefits in Sweden ever since temporary-work-agencies where legalized. Only with RÅ 2007 ref 20 it was clarified that employees for hire who have completed a number of successive fixed-term contracts where entitled to unemployment benefits as long as the jobs were completed in accordance with the Employment Protection Act and applicable collective bargaining agreements. Previously the employee where considered to be permanently employed and not unemployed, regardless of what the contract said as long as the fixed-term contract was repeated.

SOU 2011:5 have among other things considered whether there are restrictions or bans in Sweden on the use of labour from temporary-work agencies. The regulation regarding workers for hire who had finished a fixed-term contract were considered satisfactory after the precedent that emerged in RÅ 2007 ref 20. However it was suggested that part-time workers in a temporary-work-agency should have the right to unemployment benefits for the time they do not work if they are willing and able to take work. To be able to do that the part-time work must have sufficiently regulated working hours. It was suggested that the proposal should be implemented by an instruction from the Inspektion för arbetslöshetsförsäkringen and not by changing a law of a higher hierarchy.

What should be considered to be sufficiently regulated working hours is unclear. The precedent in this area shows that the courts have placed emphasis in the extent of the floating time, opportunities to influence when the work should take place and the right to refuse work at certain times. The assessment has been restrictive. I think it will be difficult for temporary-work agencies to hire part-time workers with sufficiently regulated working time while maintaining a flexibility that makes the company attractive to companies looking for workers. Whether the change will impose any practical difference, it is nevertheless symbolically important to note that temporary-work-agency should be assessed by the same rules as other companies.

Most temporary-work-agencies currently bound by collective bargaining agreements that depart from the relatively large possibilities for temporary work both full and part time in the Employment Protection Act. I think the unions will continue to oppose flexible employment even if it will be possible for part-time workers to get unemployment benefits in this case. Then there is the possibility for companies without a collective agreement to become more attractive. However, I believe that, temporary-work-agencies have many other advantages that will make them competitive in the future. (Less)
Please use this url to cite or link to this publication:
author
Berleen Danå, Theodor LU
supervisor
organization
alternative title
Temporary agency workers possibilities to receive unemployment benefits
course
JURM02 20112
year
type
H3 - Professional qualifications (4 Years - )
subject
keywords
arbetsrätt, arbetslöshetsförsäkring
language
Swedish
id
2296108
date added to LUP
2012-02-17 09:44:21
date last changed
2012-02-17 09:44:21
@misc{2296108,
  abstract     = {Temporary agency workers has been treated differently from other employees when they applied for unemployment benefits in Sweden ever since temporary-work-agencies where legalized. Only with RÅ 2007 ref 20 it was clarified that employees for hire who have completed a number of successive fixed-term contracts where entitled to unemployment benefits as long as the jobs were completed in accordance with the Employment Protection Act and applicable collective bargaining agreements. Previously the employee where considered to be permanently employed and not unemployed, regardless of what the contract said as long as the fixed-term contract was repeated.

SOU 2011:5 have among other things considered whether there are restrictions or bans in Sweden on the use of labour from temporary-work agencies. The regulation regarding workers for hire who had finished a fixed-term contract were considered satisfactory after the precedent that emerged in RÅ 2007 ref 20. However it was suggested that part-time workers in a temporary-work-agency should have the right to unemployment benefits for the time they do not work if they are willing and able to take work. To be able to do that the part-time work must have sufficiently regulated working hours. It was suggested that the proposal should be implemented by an instruction from the Inspektion för arbetslöshetsförsäkringen and not by changing a law of a higher hierarchy.

What should be considered to be sufficiently regulated working hours is unclear. The precedent in this area shows that the courts have placed emphasis in the extent of the floating time, opportunities to influence when the work should take place and the right to refuse work at certain times. The assessment has been restrictive. I think it will be difficult for temporary-work agencies to hire part-time workers with sufficiently regulated working time while maintaining a flexibility that makes the company attractive to companies looking for workers. Whether the change will impose any practical difference, it is nevertheless symbolically important to note that temporary-work-agency should be assessed by the same rules as other companies.

Most temporary-work-agencies currently bound by collective bargaining agreements that depart from the relatively large possibilities for temporary work both full and part time in the Employment Protection Act. I think the unions will continue to oppose flexible employment even if it will be possible for part-time workers to get unemployment benefits in this case. Then there is the possibility for companies without a collective agreement to become more attractive. However, I believe that, temporary-work-agencies have many other advantages that will make them competitive in the future.},
  author       = {Berleen Danå, Theodor},
  keyword      = {arbetsrätt,arbetslöshetsförsäkring},
  language     = {swe},
  note         = {Student Paper},
  title        = {Bemanningsanställdas möjlighet att få a-kassa},
  year         = {2012},
}