Advanced

Konkurrensklausulers skälighet på arbetsmarknaden

Pedersen, Viktor LU (2017) HARH16 20162
Department of Business Law
Abstract (Swedish)
Konkurrensen är hård på dagens arbetsmarknad och då vill företagen skydda sig mot att kompetensen i deras företag kommer till användning i konkurrerande verksamhet. Samtidigt vill arbetstagare kunna utnyttja sin kunskap till fullo samt fortsätta utvecklas inom sin profession vid avslutad anställning. Det medför en skillnad mellan parternas intresse vilken ofta regleras i konkurrensklausul och så länge dessa avtalats korrekt bör båda parter vara nöjda. Detta eftersom konkurrensklausuler ska vara skäliga för att de ska vara giltiga och avtalats fram ömsesidigt mellan parterna.
Konkurrensklausuler är idag vitt spridda på arbetsmarknaden, dock uppkommer fler mål om året där klausuler ofta döms som ogiltiga. Detta har även tagits upp i media... (More)
Konkurrensen är hård på dagens arbetsmarknad och då vill företagen skydda sig mot att kompetensen i deras företag kommer till användning i konkurrerande verksamhet. Samtidigt vill arbetstagare kunna utnyttja sin kunskap till fullo samt fortsätta utvecklas inom sin profession vid avslutad anställning. Det medför en skillnad mellan parternas intresse vilken ofta regleras i konkurrensklausul och så länge dessa avtalats korrekt bör båda parter vara nöjda. Detta eftersom konkurrensklausuler ska vara skäliga för att de ska vara giltiga och avtalats fram ömsesidigt mellan parterna.
Konkurrensklausuler är idag vitt spridda på arbetsmarknaden, dock uppkommer fler mål om året där klausuler ofta döms som ogiltiga. Detta har även tagits upp i media de senare åren gällande arbetstagare som står under oskäliga konkurrensklausuler.
Syftet med uppsatsen är att undersöka vad som krävs för att en konkurrensklausul ska vara giltig och då vad som oftast förbises när konkurrensklausuler avtalas med arbetstagare. Detta eftersom konkurrensklausuler som är ogiltiga medför en falsk säkerhet för företaget och kan ge bakslag den dagen då de börjar gälla.
Slutsatsen i uppsatsen är att de delar av konkurrensklausulen som måste uppfyllas inte särskilt komplicerade. De används dock ofta på felaktiga sätt enligt vad som anses skäligt. Det beror på okunskap om konsekvenserna att de anses ogiltiga eller att de utställs på ett felaktigt sätt i förhållande till vad de vill skydda. Många gånger är problemet att de är för långtgående eller att istället för ett konkurrensförbud skulle företaget använt sig utav en annan klausul. Att ersättning ska utgå från företagets sida är den grundpelaren som ofta saknas och som stjälper konkurrensklausuler, då arbetsgivarna bara vill gardera sig utan motprestation. Detta fungerar antagligen många gånger då de konkurrensklausuler som utställs inte ifrågasätts av arbetstagarna. (Less)
Abstract
The competition is fierce in today’s labour market, which results in that company’s competence is even more valuable than ever before. Which in turn means that the use of non-compete clauses is widespread on the labour market. This is to make sure the knowledge is not used by a competing business. On the other hand employees want to use and continue to develop their knowledge in their area of expertise after their employment is over. This causes a discrepancy between the employer and employee, which are often governed by a non-compete clause. If it’s correctly agreed upon both parts should be satisfied with it. In order to be valid the clause must be reasonable as well as agreed upon mutually between the parties.
In the aftermath of the... (More)
The competition is fierce in today’s labour market, which results in that company’s competence is even more valuable than ever before. Which in turn means that the use of non-compete clauses is widespread on the labour market. This is to make sure the knowledge is not used by a competing business. On the other hand employees want to use and continue to develop their knowledge in their area of expertise after their employment is over. This causes a discrepancy between the employer and employee, which are often governed by a non-compete clause. If it’s correctly agreed upon both parts should be satisfied with it. In order to be valid the clause must be reasonable as well as agreed upon mutually between the parties.
In the aftermath of the widespread non-compete clauses in the labour market many cases arise every year that are judge invalid. Media has also in the recent years reported that in their investigations they have found that a lot of employees under unfair non-compete clauses.
The purpose of this paper is to examine what is required for a non-compete clause to be valid, and what is usually overlooked when employers exhibits them on employees. This because invalid clauses can post a false sense of security for the employer which can be a major setback the day it will take effect.
The conclusion of the paper is that the portions of the non-compete clause that should be met is not that complicated but they are used incorrectly according to what is considered reasonable. Multiple times the problem is that the clause is too far-reaching or not the correct clause for the purpose. An oversight often made by the employer is that compensation should be paid to the employee during the time the employee is prohibited from working because of the clause. In many cases the invalid non-compete clauses do what they are intended to do because the employees don’t question them. (Less)
Please use this url to cite or link to this publication:
author
Pedersen, Viktor LU
supervisor
organization
course
HARH16 20162
year
type
M2 - Bachelor Degree
subject
keywords
Företagshemligheter, Skälig, Konkurrensklausul
language
Swedish
id
8900119
date added to LUP
2017-01-19 13:51:45
date last changed
2017-01-19 13:51:45
@misc{8900119,
  abstract     = {The competition is fierce in today’s labour market, which results in that company’s competence is even more valuable than ever before. Which in turn means that the use of non-compete clauses is widespread on the labour market. This is to make sure the knowledge is not used by a competing business. On the other hand employees want to use and continue to develop their knowledge in their area of expertise after their employment is over. This causes a discrepancy between the employer and employee, which are often governed by a non-compete clause. If it’s correctly agreed upon both parts should be satisfied with it. In order to be valid the clause must be reasonable as well as agreed upon mutually between the parties. 
In the aftermath of the widespread non-compete clauses in the labour market many cases arise every year that are judge invalid. Media has also in the recent years reported that in their investigations they have found that a lot of employees under unfair non-compete clauses. 
The purpose of this paper is to examine what is required for a non-compete clause to be valid, and what is usually overlooked when employers exhibits them on employees. This because invalid clauses can post a false sense of security for the employer which can be a major setback the day it will take effect. 
The conclusion of the paper is that the portions of the non-compete clause that should be met is not that complicated but they are used incorrectly according to what is considered reasonable. Multiple times the problem is that the clause is too far-reaching or not the correct clause for the purpose. An oversight often made by the employer is that compensation should be paid to the employee during the time the employee is prohibited from working because of the clause. In many cases the invalid non-compete clauses do what they are intended to do because the employees don’t question them.},
  author       = {Pedersen, Viktor},
  keyword      = {Företagshemligheter,Skälig,Konkurrensklausul},
  language     = {swe},
  note         = {Student Paper},
  title        = {Konkurrensklausulers skälighet på arbetsmarknaden},
  year         = {2017},
}