68-årsregeln i LAS - En utredning om regleringen innebär åldersdiskriminering samt om den möjliggör för ett längre arbetsliv
(2020) HARP23 20201Department of Business Law
- Abstract (Swedish)
- Den demografiska utvecklingen i världen innebär en stor ekonomisk press på välfärdsstaterna. Andelen äldre i befolkningen har ökat vilket leder till att försörjningsbördan på de arbetstagare som är i arbetsför ålder också ökar. För att kunna lösa problemen med en åldrande befolkning behöver pensionsåldern höjas. I januari 2020 infördes därför 68-årsregeln i LAS i syfte att höja pensionsåldern i Sverige. Syftet med denna uppsats var att analysera om införandet av 68-årsregeln innebär bättre möjligheter för äldre arbetstagare att arbeta högre upp i åldrarna. De rättsliga problemen med den tidigare 67-årsregeln har därför analyserats samt att 68-årsregeln har analyserat utifrån om denna reglering undanröjer problemen som 67-årsregeln innebar.... (More)
- Den demografiska utvecklingen i världen innebär en stor ekonomisk press på välfärdsstaterna. Andelen äldre i befolkningen har ökat vilket leder till att försörjningsbördan på de arbetstagare som är i arbetsför ålder också ökar. För att kunna lösa problemen med en åldrande befolkning behöver pensionsåldern höjas. I januari 2020 infördes därför 68-årsregeln i LAS i syfte att höja pensionsåldern i Sverige. Syftet med denna uppsats var att analysera om införandet av 68-årsregeln innebär bättre möjligheter för äldre arbetstagare att arbeta högre upp i åldrarna. De rättsliga problemen med den tidigare 67-årsregeln har därför analyserats samt att 68-årsregeln har analyserat utifrån om denna reglering undanröjer problemen som 67-årsregeln innebar. En analys har även gjorts om huruvida 68-årsregeln innebär nya rättsliga problem för arbetstagares möjligheter till ett längre arbetsliv. Dessutom har 68-årsregeln diskuterats utifrån om den innebär åldersdiskriminering enligt Likabehandlingsdirektivet och Diskrimineringslagen. 68-årsregeln innebar bland att åldersgränsen för rätten att kvarstå i anställning höjdes med 1 år samt att kravet på saklig grund för uppsägning togs bort för arbetstagare över 68 år. Den tidigare 67-årsregeln innebar hinder för äldre arbetstagares möjligheter att arbeta högre upp i åldrarna eftersom denna regel ofta sågs som en regel om avgångsskyldighet. I och med att det inte längre krävs saklig grund för uppsägningar av arbetstagare över 68 år har incitamenten för att säga upp arbetstagare i samband med att de uppnår LAS-åldern reducerats. 68-årsregeln kan dock innebära andra rättsliga problem för arbetstagares möjligheter att arbeta högre upp i åldrarna då anställningar med arbetstagare över 68 år inte är så flexibla som de verkar. Det är oklart om 68-årsregeln står i strid med diskrimineringsförbudet i Likabehandlingsdirektivet och Diskrimineringslagen då EU-domstolen aldrig tidigare har prövat en likadan reglering som 68-årsregeln. (Less)
- Abstract
- Demographic developments are putting a great deal of economic pressure on welfare states. The proportion of older people in the population increases which leads to an increase in the dependency ratio. In order to solve the problems of an aging population, the retirement age needs to be raised. In January 2020, the “68-year rule” was introduced in the Swedish Employment Protection Act. The aim of the rule was to raise the retirement age in Sweden. The purpose of this paper is to analyse whether the introduction of the “68-year rule” means better opportunities for older workers to work longer. In order to be able to analyse this, the legal problems with the previous “67-year rule” was first analyzed. Then the “68-year rule” was analysed... (More)
- Demographic developments are putting a great deal of economic pressure on welfare states. The proportion of older people in the population increases which leads to an increase in the dependency ratio. In order to solve the problems of an aging population, the retirement age needs to be raised. In January 2020, the “68-year rule” was introduced in the Swedish Employment Protection Act. The aim of the rule was to raise the retirement age in Sweden. The purpose of this paper is to analyse whether the introduction of the “68-year rule” means better opportunities for older workers to work longer. In order to be able to analyse this, the legal problems with the previous “67-year rule” was first analyzed. Then the “68-year rule” was analysed based on whether this regulation eliminates the problems that the “67-year rule” entailed. An analysis has also been made as to whether the “68-year rule” poses new legal problems for employees' opportunities for a longer working life. In addition, the 68-year rule has been analysed on the basis of whether the rule means age discrimination according to Directive 2000/78/EC establishing a general framework for equal treatment in employment andoccupationa ndtheSwedishDiscriminationAct.The“68-yearrule”means,amongother things, that the age limit for the right to remain in employment has been increased by 1 year and that the requirement for just cause for dismissal was removed for employees who had reached 68 years. The earlier “67-year rule” was a barrier for older workers' opportunities to work after they had reached 67 years, as this rule was often seen as a rule on compulsory retirement. The “68-year rule” has reduced the incentives to terminate workers when they reach 67 years. However, the “68-year rule” can pose other legal problems for workers' opportunities to a longer working life, as employment with employees over 68 years old is not as flexible as they seem. It is unclear whether the 68-year rule contravenes the discrimination ban in the Equal Treatment Directive and the Discrimination Act, as the
European Court of Justice has never before tried a similar regulation as the “68-year rule”. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9014289
- author
- Åkerman, Sofia LU
- supervisor
- organization
- course
- HARP23 20201
- year
- 2020
- type
- H2 - Master's Degree (Two Years)
- subject
- keywords
- arbetsrätt, 68-årsregeln, pension, åldersdiskriminering, 67-årsregeln, demografisk utveckling
- language
- Swedish
- id
- 9014289
- date added to LUP
- 2020-06-09 08:45:10
- date last changed
- 2020-06-09 08:45:10
@misc{9014289,
abstract = {{Demographic developments are putting a great deal of economic pressure on welfare states. The proportion of older people in the population increases which leads to an increase in the dependency ratio. In order to solve the problems of an aging population, the retirement age needs to be raised. In January 2020, the “68-year rule” was introduced in the Swedish Employment Protection Act. The aim of the rule was to raise the retirement age in Sweden. The purpose of this paper is to analyse whether the introduction of the “68-year rule” means better opportunities for older workers to work longer. In order to be able to analyse this, the legal problems with the previous “67-year rule” was first analyzed. Then the “68-year rule” was analysed based on whether this regulation eliminates the problems that the “67-year rule” entailed. An analysis has also been made as to whether the “68-year rule” poses new legal problems for employees' opportunities for a longer working life. In addition, the 68-year rule has been analysed on the basis of whether the rule means age discrimination according to Directive 2000/78/EC establishing a general framework for equal treatment in employment andoccupationa ndtheSwedishDiscriminationAct.The“68-yearrule”means,amongother things, that the age limit for the right to remain in employment has been increased by 1 year and that the requirement for just cause for dismissal was removed for employees who had reached 68 years. The earlier “67-year rule” was a barrier for older workers' opportunities to work after they had reached 67 years, as this rule was often seen as a rule on compulsory retirement. The “68-year rule” has reduced the incentives to terminate workers when they reach 67 years. However, the “68-year rule” can pose other legal problems for workers' opportunities to a longer working life, as employment with employees over 68 years old is not as flexible as they seem. It is unclear whether the 68-year rule contravenes the discrimination ban in the Equal Treatment Directive and the Discrimination Act, as the
European Court of Justice has never before tried a similar regulation as the “68-year rule”.}},
author = {{Åkerman, Sofia}},
language = {{swe}},
note = {{Student Paper}},
title = {{68-årsregeln i LAS - En utredning om regleringen innebär åldersdiskriminering samt om den möjliggör för ett längre arbetsliv}},
year = {{2020}},
}