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Reformeringen av LAS – En analys av problematiken med reglerna om uppsägning och avsked och förslag på lösningar

Bäckström, Emelie LU (2021) HARH16 20202
Department of Business Law
Abstract (Swedish)
Sedan instiftandet av 1974 års lag om anställningsskydd har regleringen av anställningsskyddet varit mycket omdebatterat, inte minst i dagens debatt. LAS upprättades efter en arbetsmarknad för närmare 50 år sedan, vilket under lång tid har skapat problem på dagens arbetsmarknad. Parterna och politikerna är eniga om att förändringar måste ske, men skiljaktigheter råder kring hur. Högaktuella frågor som diskuteras berör uppsägningsreglerna. Vilka problem som anses råda beror på vilken sida av anställningsförhållandet man frågar. Frågan om uppsägningsreglerna har varit föremål för tre statliga utredningar som tillsatts för att utreda hur reglerna bör ändras för att lösa de identifierade problemen. Ingen av utredningarnas förslag har... (More)
Sedan instiftandet av 1974 års lag om anställningsskydd har regleringen av anställningsskyddet varit mycket omdebatterat, inte minst i dagens debatt. LAS upprättades efter en arbetsmarknad för närmare 50 år sedan, vilket under lång tid har skapat problem på dagens arbetsmarknad. Parterna och politikerna är eniga om att förändringar måste ske, men skiljaktigheter råder kring hur. Högaktuella frågor som diskuteras berör uppsägningsreglerna. Vilka problem som anses råda beror på vilken sida av anställningsförhållandet man frågar. Frågan om uppsägningsreglerna har varit föremål för tre statliga utredningar som tillsatts för att utreda hur reglerna bör ändras för att lösa de identifierade problemen. Ingen av utredningarnas förslag har emellertid utgjort grund för lagförslag. Den senaste utredningen har fått utstå mycket kritik, bland annat beträffande en avsaknad av fokus på reglerna om uppsägningar av personliga skäl.

Uppsatsens syfte är att utreda, analysera och diskutera problematiken med gällande uppsägningsregler utifrån vad som har identifierats i de tre statliga utredningarna och vilka lagändringsförslag som hade kunnat lösa denna problematik. Det sistnämnda kommer diskuteras och analyseras med utgångspunkt i utredningarnas egna förslag. Målet är att detta ska belysa en del av problematiken som dagens uppsägningsregler utgör med särskild hänsyn till grundregeln om saklig grund samt vilka ändringar som hade kunnat utgöra lösningar på problemen.

Den problematik som utredningarna har identifierat med dagens uppsägningsregler är: höga och oförutsägbara kostnader för arbetsgivare i samband med uppsägningstvister, ett oöverskådligt och oförutsägbart saklig grund-begrepp och behov av flexibilitet. Förslagen som presenterades i ett försök att tillhandahålla lösningar av dessa problem berörde: ändringar i rätten att stå kvar i anställning under tvist (34 och 35 §§), förändra skadeståndsnivåerna i 39 §, en ny lagregel om skarpare gräns för saklig grund och utökade undantag vid turordning. Flera av förslagen hade kunnat uppnå möjliga lösningar på de problemen som de var satta att lösa, medan andra förslag blev föremål för diskussion. Detta gäller framför allt förslag om ändrade turordningsregler. Framförda problem visar genomgående att lösningarna bör ha ett fokus på förslag som ändrar reglerna om uppsägningar av personliga skäl. (Less)
Abstract
Since the enactment of the 1974 Employment Protection Law (LAS), its regulations have been much debated, not least in today's debate. LAS was designed for a labour market just over 40 years ago, which for a long time has created problems in today's labour market. The labour market parties and politicians agree that changes must take place, albeit with differences about what they need to be. Current issues that are discussed pertain to rules of dismissal. The problems that are deemed to exist depend on which side of the employment relationship is asked. The issues of the dismissal rules have been the subject of three government investigations that have been appointed to investigate how they should be changed in order to solve identified... (More)
Since the enactment of the 1974 Employment Protection Law (LAS), its regulations have been much debated, not least in today's debate. LAS was designed for a labour market just over 40 years ago, which for a long time has created problems in today's labour market. The labour market parties and politicians agree that changes must take place, albeit with differences about what they need to be. Current issues that are discussed pertain to rules of dismissal. The problems that are deemed to exist depend on which side of the employment relationship is asked. The issues of the dismissal rules have been the subject of three government investigations that have been appointed to investigate how they should be changed in order to solve identified problems in the labour market. However, none of the inquiries' proposals have formed the basis for legislative proposals. The latest investigation has been the subject of much criticism, including a lack of focus on the rules of dismissals for personal reasons.

The purpose of this thesis is to investigate, analyse and discuss the problems with the current rules of dismissal based on what has been identified in the three government investigations and which legislative amendments could solve them. The latter will be discussed and analysed on the basis of the inquiries' own proposals. The aim is to shed light on some of the problems that the current rules of dismissal create, with special regard to the principal rule of factual grounds, and to what changes could have constituted solutions to the problems.

The problems that the investigations identified with the current dismissal rules were problems linked to: high and unpredictable costs for employers in association with dismissal disputes, an unmanageable and unpredictable factual grounds definition and the need for flexibility. The proposals that were presented in an attempt to provide solutions include: changes to the right to remain in employment during disputes (Sections 34 and 35), changes in the levels of damages in Section 39, a new legal rule for a clearer definition for factual grounds, and extended exemptions in dismissal order. Several of the proposals had the potential to be solutions to the problems they were set to solve, while other proposals were subject to discussion. This is especially true of proposals for changes in exemptions in dismissal order. The problems presented consistently demonstrate that the solutions ought to focus on proposals that change the rules of dismissals for personal reasons. (Less)
Please use this url to cite or link to this publication:
author
Bäckström, Emelie LU
supervisor
organization
course
HARH16 20202
year
type
M2 - Bachelor Degree
subject
keywords
LAS, Anställningsskydd, Uppsägning, Avsked, Förändringar i LAS
language
Swedish
id
9037442
date added to LUP
2021-01-25 08:07:24
date last changed
2021-01-25 08:07:24
@misc{9037442,
  abstract     = {{Since the enactment of the 1974 Employment Protection Law (LAS), its regulations have been much debated, not least in today's debate. LAS was designed for a labour market just over 40 years ago, which for a long time has created problems in today's labour market. The labour market parties and politicians agree that changes must take place, albeit with differences about what they need to be. Current issues that are discussed pertain to rules of dismissal. The problems that are deemed to exist depend on which side of the employment relationship is asked. The issues of the dismissal rules have been the subject of three government investigations that have been appointed to investigate how they should be changed in order to solve identified problems in the labour market. However, none of the inquiries' proposals have formed the basis for legislative proposals. The latest investigation has been the subject of much criticism, including a lack of focus on the rules of dismissals for personal reasons.

The purpose of this thesis is to investigate, analyse and discuss the problems with the current rules of dismissal based on what has been identified in the three government investigations and which legislative amendments could solve them. The latter will be discussed and analysed on the basis of the inquiries' own proposals. The aim is to shed light on some of the problems that the current rules of dismissal create, with special regard to the principal rule of factual grounds, and to what changes could have constituted solutions to the problems.

The problems that the investigations identified with the current dismissal rules were problems linked to: high and unpredictable costs for employers in association with dismissal disputes, an unmanageable and unpredictable factual grounds definition and the need for flexibility. The proposals that were presented in an attempt to provide solutions include: changes to the right to remain in employment during disputes (Sections 34 and 35), changes in the levels of damages in Section 39, a new legal rule for a clearer definition for factual grounds, and extended exemptions in dismissal order. Several of the proposals had the potential to be solutions to the problems they were set to solve, while other proposals were subject to discussion. This is especially true of proposals for changes in exemptions in dismissal order. The problems presented consistently demonstrate that the solutions ought to focus on proposals that change the rules of dismissals for personal reasons.}},
  author       = {{Bäckström, Emelie}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Reformeringen av LAS – En analys av problematiken med reglerna om uppsägning och avsked och förslag på lösningar}},
  year         = {{2021}},
}