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Arbetsgivarens möjlighet att avsluta en anställning vid arbetsvägran

Jonasson, Julia LU and Lindström, Elin LU (2020) HARH16 20192
Department of Business Law
Abstract
The purpose of this essay is to analyse the Swedish legal situation regarding refusal to work and when employers can terminate an employment through notice of termination or dismissal based on analysed reasons. In both doctrine and case law a distinction is made between specific and general refusal. Specific refusal can lead to termination of notice, while general refusal can lead to dismissal.

The Labor Court have in their assessment, if refusal to work has provided grounds for termination of notice or dismissal, considered whether there were extenuating circumstances and whether the employee has previously misbehaved. Furthermore, they have also considered the employee’s continued suitability based on what happened and how the... (More)
The purpose of this essay is to analyse the Swedish legal situation regarding refusal to work and when employers can terminate an employment through notice of termination or dismissal based on analysed reasons. In both doctrine and case law a distinction is made between specific and general refusal. Specific refusal can lead to termination of notice, while general refusal can lead to dismissal.

The Labor Court have in their assessment, if refusal to work has provided grounds for termination of notice or dismissal, considered whether there were extenuating circumstances and whether the employee has previously misbehaved. Furthermore, they have also considered the employee’s continued suitability based on what happened and how the employee has acted after a warning was received. Case law also indicates that religious freedom weighs heavily, and that the employer needs reasonable reasons to restrict it. Regarding distance work the Labour Court has expressed that the employee has received a special degree of trust which requires clear communication on the part of the employee. In case of absence without leave, the court has deemed that a longer absence usually should result in dismissal while a shorter absence usually should result in termination of notice. Refusal to work has been considered justified in cases where there was a danger to life and health or if an order was contrary to law or good practice. In these cases, it is required that the employee's subjective judgment have been based on reasonable grounds. (Less)
Abstract (Swedish)
Den här uppsatsen syftar till att analysera det svenska rättsläget avseende arbetsvägran och när arbetsgivare, utifrån de analyserade grunderna, kan avsluta en anställning genom uppsägning eller avsked. I såväl doktrin som praxis görs en uppdelning mellan specifik och allmän arbetsvägran. Specifik arbetsvägran kan leda till uppsägning medan allmän arbetsvägran kan leda till avsked.

Arbetsdomstolen har i sin bedömning, huruvida arbetsvägran utgjort grund för uppsägning eller avsked, tagit hänsyn till om det funnits förmildrande omständigheter samt om arbetstagaren tidigare misskött sig. Vidare har den i sin bedömning vägt in arbetstagarens fortsatta lämplighet utifrån det inträffade och hur arbetstagaren har agerat efter att varning... (More)
Den här uppsatsen syftar till att analysera det svenska rättsläget avseende arbetsvägran och när arbetsgivare, utifrån de analyserade grunderna, kan avsluta en anställning genom uppsägning eller avsked. I såväl doktrin som praxis görs en uppdelning mellan specifik och allmän arbetsvägran. Specifik arbetsvägran kan leda till uppsägning medan allmän arbetsvägran kan leda till avsked.

Arbetsdomstolen har i sin bedömning, huruvida arbetsvägran utgjort grund för uppsägning eller avsked, tagit hänsyn till om det funnits förmildrande omständigheter samt om arbetstagaren tidigare misskött sig. Vidare har den i sin bedömning vägt in arbetstagarens fortsatta lämplighet utifrån det inträffade och hur arbetstagaren har agerat efter att varning erhållits. Enligt praxis väger religionsfriheten tungt och det krävs att arbetsgivaren ha rimliga skäl för att kunna inskränka den. Vid distansarbete har Arbetsdomstolen uttryckt att arbetstagaren ålagts ett särskilt förtroende vilket ställer krav på tydlig kommunikation från arbetstagarens sida. Avseende olovlig frånvaro har domstolen ansett att en längre tids frånvaro utgjort allmän arbetsvägran, vilket i regel har lett till avsked, medan en kortare tids frånvaro lett till uppsägning. Arbetsvägran har ansetts rättfärdigad i de fall där det funnits fara för liv och hälsa eller om order stridit mot lag eller god sed. I dessa fall krävs det att arbetstagarens subjektiva bedömning är grundad på rimliga skäl. (Less)
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author
Jonasson, Julia LU and Lindström, Elin LU
supervisor
organization
course
HARH16 20192
year
type
M2 - Bachelor Degree
subject
keywords
arbetsvägran, ordervägran, uppsägning, avsked, arbetsskyldighet, arbetsledningsrätt
language
Swedish
id
9002446
date added to LUP
2020-01-24 08:18:49
date last changed
2020-01-24 08:18:49
@misc{9002446,
  abstract     = {The purpose of this essay is to analyse the Swedish legal situation regarding refusal to work and when employers can terminate an employment through notice of termination or dismissal based on analysed reasons. In both doctrine and case law a distinction is made between specific and general refusal. Specific refusal can lead to termination of notice, while general refusal can lead to dismissal.

The Labor Court have in their assessment, if refusal to work has provided grounds for termination of notice or dismissal, considered whether there were extenuating circumstances and whether the employee has previously misbehaved. Furthermore, they have also considered the employee’s continued suitability based on what happened and how the employee has acted after a warning was received. Case law also indicates that religious freedom weighs heavily, and that the employer needs reasonable reasons to restrict it. Regarding distance work the Labour Court has expressed that the employee has received a special degree of trust which requires clear communication on the part of the employee. In case of absence without leave, the court has deemed that a longer absence usually should result in dismissal while a shorter absence usually should result in termination of notice. Refusal to work has been considered justified in cases where there was a danger to life and health or if an order was contrary to law or good practice. In these cases, it is required that the employee's subjective judgment have been based on reasonable grounds.},
  author       = {Jonasson, Julia and Lindström, Elin},
  keyword      = {arbetsvägran,ordervägran,uppsägning,avsked,arbetsskyldighet,arbetsledningsrätt},
  language     = {swe},
  note         = {Student Paper},
  title        = {Arbetsgivarens möjlighet att avsluta en anställning vid arbetsvägran},
  year         = {2020},
}