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Personliga skäl som uppsägningsgrund i dansk och svensk rätt

Standal, Daniel LU (2017) LAGF03 20171
Department of Law
Faculty of Law
Abstract (Swedish)
Uppsatsen är en rättsdogmatisk och komparativ undersökning av regleringen kring personliga skäl som uppsägningsgrund i dansk och svensk rätt. I Sverige finns kravet på saklig grund vid uppsägningar i 7 § LAS, i Danmark finns det såväl i speciallagar för olika arbetstagargrupper som i kollektivavtal. Skillnader finns i tolkningen av personliga skäl i förhållande till saklighetskravet samt vilken processordning bestämmelserna stadgar och vilka rättsverkningar en osaklig uppsägning aktualiserar. Det svenska saklighetskravet har en större räckvidd och ger ett något starkare anställningsskydd än det danska som i sin tur är mer flexibelt för arbetsgivaren.
Abstract
The purpose of the essay is examining personal circumstances as grounds for the termination of employment in the Swedish and Danish systems of labor law, using legal dogmatic and comparative legal methods. While Swedish law contains a general rule requiring an objective basis for termination in 7 § LAS (Law of Employment Protection), the respective rules in Danish law are found in collective agreements or laws applicable only to certain groups of workers. There are differences in how the rules are interpreted, the procedural aspects of the rules as well as the legal consequences of noncompliance. The conclusion from comparing the systems is that Sweden has a more comprehensive and slightly stronger protection against non-objective use of... (More)
The purpose of the essay is examining personal circumstances as grounds for the termination of employment in the Swedish and Danish systems of labor law, using legal dogmatic and comparative legal methods. While Swedish law contains a general rule requiring an objective basis for termination in 7 § LAS (Law of Employment Protection), the respective rules in Danish law are found in collective agreements or laws applicable only to certain groups of workers. There are differences in how the rules are interpreted, the procedural aspects of the rules as well as the legal consequences of noncompliance. The conclusion from comparing the systems is that Sweden has a more comprehensive and slightly stronger protection against non-objective use of personal circumstances as a ground for termination, while the Danish system tends to offer more flexibility for the employer. (Less)
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author
Standal, Daniel LU
supervisor
organization
course
LAGF03 20171
year
type
M2 - Bachelor Degree
subject
keywords
Personliga skäl, Personliga förhållanden, Anställningsskydd, Arbetsrätt, Komparativ rätt, Kollektivavtal, Dansk Rätt
language
Swedish
id
8908510
date added to LUP
2017-07-01 18:03:18
date last changed
2017-07-01 18:03:18
@misc{8908510,
  abstract     = {The purpose of the essay is examining personal circumstances as grounds for the termination of employment in the Swedish and Danish systems of labor law, using legal dogmatic and comparative legal methods. While Swedish law contains a general rule requiring an objective basis for termination in 7 § LAS (Law of Employment Protection), the respective rules in Danish law are found in collective agreements or laws applicable only to certain groups of workers. There are differences in how the rules are interpreted, the procedural aspects of the rules as well as the legal consequences of noncompliance. The conclusion from comparing the systems is that Sweden has a more comprehensive and slightly stronger protection against non-objective use of personal circumstances as a ground for termination, while the Danish system tends to offer more flexibility for the employer.},
  author       = {Standal, Daniel},
  keyword      = {Personliga skäl,Personliga förhållanden,Anställningsskydd,Arbetsrätt,Komparativ rätt,Kollektivavtal,Dansk Rätt},
  language     = {swe},
  note         = {Student Paper},
  title        = {Personliga skäl som uppsägningsgrund i dansk och svensk rätt},
  year         = {2017},
}