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Hellre trygg och uthyrd än otrygg och anställd?

Mcphee, Anna LU (2015) LAGM01 20151
Department of Law
Abstract
In Sweden the employer’s labour management rights include the right to take a decision of hiring agency workers. Employment Protection Legislation protects workers and thereby the rules can restrict the employer’s reserved right to manage the business. Agency work was legalized only in 1991 on the Swedish labour market. The discussion of employment agencies often arises from employment protection rules that prevent or restrict the decision to hire labour by the employer. At the same time the employees express that agency workers could be a threat towards their job security by circumvention of the provisions of employment law. In legalisation proposals, in practice and in legal discussions there is frequently a debate of balancing of... (More)
In Sweden the employer’s labour management rights include the right to take a decision of hiring agency workers. Employment Protection Legislation protects workers and thereby the rules can restrict the employer’s reserved right to manage the business. Agency work was legalized only in 1991 on the Swedish labour market. The discussion of employment agencies often arises from employment protection rules that prevent or restrict the decision to hire labour by the employer. At the same time the employees express that agency workers could be a threat towards their job security by circumvention of the provisions of employment law. In legalisation proposals, in practice and in legal discussions there is frequently a debate of balancing of interests between the employers’ need for flexibility and the employees' need of a secure employment.

Also within the EU, employment agencies have been a subject of discussion. In 2008, the European Parliament and the Council approved Directive 2008/104/EG on temporary agency work. The directive provides a principle of equal treatment for agency workers. It also contains a barrier trial principle that the member states should undertake a review of obstacles and restrictions in national laws and collective agreements concerning the question of hiring labour. The Directive was implemented into Swedish law in 2012 and in the preamble to this law such preventions and limitations of agency work were discussed.

I believe that employment agencies are an important part of the development of a flexible labour market. Swedish legislation promotes the employer's need for flexibility to a certain extent. However, there are certain provisions in Swedish labour law that should be discussed and possibly renewed concerning employment agencies. This work is mainly written from the employer's perspective and the aim is to highlight the importance of employment agencies for the employer's increased need for flexibility. (Less)
Abstract (Swedish)
Beslut att hyra in arbetskraft är en del av arbetsgivarens ensamma arbetsledningsrätt i Sverige. Anställningsskyddslagstiftningen i Sverige är till för att skydda arbetstagare och inskränker därmed arbetsgivarprerogativet. Bemanningsarbete har länge debatterats i Sverige och legaliserades först år 1991 på den svenska arbetsmarknaden. Diskussionen uppstår exempelvis gällande anställningsskyddsreglerna och om de hindrar eller begränsar beslut om inhyrning av arbetskraft för arbetsgivaren. Från arbetstagarsidan uttrycks samtidigt att bemanningsarbete kan vara ett hot mot anställningstryggheten om inhyrningen anses vara ett kringgående av anställningsskyddslagstiftningen. En intresseavvägning mellan arbetsgivarens behov av flexibilitet och... (More)
Beslut att hyra in arbetskraft är en del av arbetsgivarens ensamma arbetsledningsrätt i Sverige. Anställningsskyddslagstiftningen i Sverige är till för att skydda arbetstagare och inskränker därmed arbetsgivarprerogativet. Bemanningsarbete har länge debatterats i Sverige och legaliserades först år 1991 på den svenska arbetsmarknaden. Diskussionen uppstår exempelvis gällande anställningsskyddsreglerna och om de hindrar eller begränsar beslut om inhyrning av arbetskraft för arbetsgivaren. Från arbetstagarsidan uttrycks samtidigt att bemanningsarbete kan vara ett hot mot anställningstryggheten om inhyrningen anses vara ett kringgående av anställningsskyddslagstiftningen. En intresseavvägning mellan arbetsgivarens behov av flexibilitet och arbetstagares behov av en trygg anställning uppstår således ofta vid lagförslag, i praxis och i rättsliga diskussioner.

Även inom EU har bemanningsarbete varit föremål för diskussion. År 2008 antogs Europaparlamentet och rådets direktiv 2008/104/EG om arbetstagare som hyrs ut av bemanningsföretag. Direktivet stadgar en likabehandlingsprincip för bemanningsarbetare gällande arbets- och anställningsvillkor i förhållande till arbetstagare som är anställda direkt i verksamheten. Även en hinderprövningsprincip stadgas i direktivet om att en översyn av hinder och begränsningar mot inhyrning av arbetskraft i nationella lagar och kollektivavtal bör göras av medlemsländerna . Direktivet implementerades i svensk lagstiftning genom lagen (2012:854) om uthyrning av arbetstagare. I förarbetena till denna lag diskuterades även bestämmelser som kan tänkas hindra eller begränsa bemanningsarbete.

Jag anser att bemanningsarbete är en viktig del i utvecklingen av en flexibel arbetsmarknad. Till viss del främjar svensk lagstiftning arbetsgivarens behov av flexibilitet samt bemanningsverksamhet men det finns det finns vissa bestämmelser i svensk arbetsrätt som bör diskuteras och eventuellt förnyas rörande inhyrning av arbetskraft. Arbetet är främst skrivet ur arbetsgivarens perspektiv och syftet är att belysa bemanningsbranschens betydelse för arbetsgivares ökade behov av flexibilitet. (Less)
Please use this url to cite or link to this publication:
author
Mcphee, Anna LU
supervisor
organization
alternative title
Rather leased and protected than employed and unsafe?
course
LAGM01 20151
year
type
H3 - Professional qualifications (4 Years - )
subject
keywords
arbetsrätt, bemanningsarbete
language
Swedish
id
5433924
date added to LUP
2015-06-16 17:01:17
date last changed
2015-06-16 17:01:17
@misc{5433924,
  abstract     = {In Sweden the employer’s labour management rights include the right to take a decision of hiring agency workers. Employment Protection Legislation protects workers and thereby the rules can restrict the employer’s reserved right to manage the business. Agency work was legalized only in 1991 on the Swedish labour market. The discussion of employment agencies often arises from employment protection rules that prevent or restrict the decision to hire labour by the employer. At the same time the employees express that agency workers could be a threat towards their job security by circumvention of the provisions of employment law. In legalisation proposals, in practice and in legal discussions there is frequently a debate of balancing of interests between the employers’ need for flexibility and the employees' need of a secure employment.

Also within the EU, employment agencies have been a subject of discussion. In 2008, the European Parliament and the Council approved Directive 2008/104/EG on temporary agency work. The directive provides a principle of equal treatment for agency workers. It also contains a barrier trial principle that the member states should undertake a review of obstacles and restrictions in national laws and collective agreements concerning the question of hiring labour. The Directive was implemented into Swedish law in 2012 and in the preamble to this law such preventions and limitations of agency work were discussed. 

I believe that employment agencies are an important part of the development of a flexible labour market. Swedish legislation promotes the employer's need for flexibility to a certain extent. However, there are certain provisions in Swedish labour law that should be discussed and possibly renewed concerning employment agencies. This work is mainly written from the employer's perspective and the aim is to highlight the importance of employment agencies for the employer's increased need for flexibility.},
  author       = {Mcphee, Anna},
  keyword      = {arbetsrätt,bemanningsarbete},
  language     = {swe},
  note         = {Student Paper},
  title        = {Hellre trygg och uthyrd än otrygg och anställd?},
  year         = {2015},
}