Arbetsbrist i bemanningsföretag - En arbetsrättslig analys av begreppet arbetsbrist och dess medföljande skyldigheter i förhållande till bemanningsbranschen i Sverige
(2020) HARH16 20192Department of Business Law
- Abstract (Swedish)
- Uppsatsen behandlar begreppet arbetsbrist i bemanningsföretag. För att en arbetsgivare ska kunna säga upp en arbetstagare krävs det saklig grund i form av antingen arbetsbrist eller personliga skäl. Vinstdrivande uthyrningsverksamhet legaliserades i Sverige år 1993, och bemanningsbranschen har sedan dess kommit att bli en naturlig del av den svenska arbetsmarknaden. Branschen bygger på ett trepartsförhållande där bemanningsföretagen anställer arbetstagare som hyrs ut till kundföretag för att tillgodose deras arbetskraftsbehov.
Syftet med uppsatsen är att, med hjälp av en rättsdogmatisk juridisk metod, undersöka under vilka omständigheter ett bemanningsföretag kan hävda att det föreligger arbetsbrist i sin verksamhet. I uppsatsen... (More) - Uppsatsen behandlar begreppet arbetsbrist i bemanningsföretag. För att en arbetsgivare ska kunna säga upp en arbetstagare krävs det saklig grund i form av antingen arbetsbrist eller personliga skäl. Vinstdrivande uthyrningsverksamhet legaliserades i Sverige år 1993, och bemanningsbranschen har sedan dess kommit att bli en naturlig del av den svenska arbetsmarknaden. Branschen bygger på ett trepartsförhållande där bemanningsföretagen anställer arbetstagare som hyrs ut till kundföretag för att tillgodose deras arbetskraftsbehov.
Syftet med uppsatsen är att, med hjälp av en rättsdogmatisk juridisk metod, undersöka under vilka omständigheter ett bemanningsföretag kan hävda att det föreligger arbetsbrist i sin verksamhet. I uppsatsen analyseras även de utmaningar en arbetsbristuppsägning leder till för företaget med hänsyn till omplaceringsskyldigheten, turordningsreglerna och företrädesrätten till återanställning.
Då det är arbetsgivaren som bestämmer över behovet av arbetskraft och hur verksamheten ska bedrivas är uppsatsens slutsats att det kan föreligga arbetsbrist hos ett bemanningsföretag. Branschens affärsidé, i kombination med arbetsgivarens omplaceringsskyldighet, gör det dock svårare för bemanningsföretag att hävda än vid traditionella anställningsförhållanden. Ifall bemanningsföretaget trots allt säger upp en arbetstagare på grund av arbetsbrist leder trepartsförhållandet till ytterligare utmaningar med turordningsregler och företrädesrätt till återanställning, eftersom de anställda inom samma turordningskrets hyrs ut till olika kundföretag som i sin tur blir drabbade av de skyldigheter som följer av arbetsbristuppsägningen. (Less) - Abstract
- The essay addresses the subject termination of an employment contract with notice due to redundancy. Termination with notice by the employer must be based on objective grounds, which could be either due to redundancy or circumstances related to the employee personally. Profit-making temporary work agencies were legalised in Sweden in 1993 and have since become a natural part of the Swedish labour market. The industry is built upon a tri-party relationship where the temporary work agency employs workers who are then assigned to other companies to provide labour.
The purpose of the essay is to, with a legal dogmatic method, examine under which circumstances a temporary work agency can terminate an employment due to redundancy, as well as... (More) - The essay addresses the subject termination of an employment contract with notice due to redundancy. Termination with notice by the employer must be based on objective grounds, which could be either due to redundancy or circumstances related to the employee personally. Profit-making temporary work agencies were legalised in Sweden in 1993 and have since become a natural part of the Swedish labour market. The industry is built upon a tri-party relationship where the temporary work agency employs workers who are then assigned to other companies to provide labour.
The purpose of the essay is to, with a legal dogmatic method, examine under which circumstances a temporary work agency can terminate an employment due to redundancy, as well as the challenges that follow terminations due to redundancy considering the employer’s obligation to redeploy, the order of termination and the priority for re-employment.
Since it is up to the employer to decide the need for labour and how the business should be run, the conclusion of the essay is that a temporary work agency can terminate an employment due to redundancy. Their business idea, in combination with the employer’s obligation to redeploy, makes it more difficult for them than for traditional companies though. If the employer terminates an employee’s contract due to redundancy, the tri-party relationship poses another challenge regarding the order of termination and the priority for re-employment, since employees within the same order of termination can be assigned to different companies who will then, in turn, be affected by the termination as well. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9002241
- author
- Naesh, Frida LU
- supervisor
- organization
- course
- HARH16 20192
- year
- 2020
- type
- M2 - Bachelor Degree
- subject
- keywords
- arbetsrätt, arbetsbrist, bemanningsföretag, bemanningsbranschen, uthyrning av arbetskraft, omplaceringsskyldighet, turordning, företrädesrätt till återanställning, labour law, redundancy, temporary work agency staffing agency, staffing industry, obligation to redeploy, order of termination, priority for re-employment
- language
- Swedish
- id
- 9002241
- date added to LUP
- 2020-01-22 08:44:00
- date last changed
- 2020-01-22 08:44:00
@misc{9002241,
abstract = {{The essay addresses the subject termination of an employment contract with notice due to redundancy. Termination with notice by the employer must be based on objective grounds, which could be either due to redundancy or circumstances related to the employee personally. Profit-making temporary work agencies were legalised in Sweden in 1993 and have since become a natural part of the Swedish labour market. The industry is built upon a tri-party relationship where the temporary work agency employs workers who are then assigned to other companies to provide labour.
The purpose of the essay is to, with a legal dogmatic method, examine under which circumstances a temporary work agency can terminate an employment due to redundancy, as well as the challenges that follow terminations due to redundancy considering the employer’s obligation to redeploy, the order of termination and the priority for re-employment.
Since it is up to the employer to decide the need for labour and how the business should be run, the conclusion of the essay is that a temporary work agency can terminate an employment due to redundancy. Their business idea, in combination with the employer’s obligation to redeploy, makes it more difficult for them than for traditional companies though. If the employer terminates an employee’s contract due to redundancy, the tri-party relationship poses another challenge regarding the order of termination and the priority for re-employment, since employees within the same order of termination can be assigned to different companies who will then, in turn, be affected by the termination as well.}},
author = {{Naesh, Frida}},
language = {{swe}},
note = {{Student Paper}},
title = {{Arbetsbrist i bemanningsföretag - En arbetsrättslig analys av begreppet arbetsbrist och dess medföljande skyldigheter i förhållande till bemanningsbranschen i Sverige}},
year = {{2020}},
}