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Arbetsrättsliga villkor i offentliga upphandlingar – en kartläggning samt analys av upphandlingsregelverkets praktiska tillämpningsproblem

Cuperus, Rick LU (2021) LAGF03 20211
Department of Law
Faculty of Law
Abstract (Swedish)
Genom Sveriges implementering av EU:s 2014 års upphandlingsdirektiv innehåller svensk rätt sedan år 2017 såväl fakultativa som obligatoriska bestämmelser om ställandet av arbetsrättsliga villkor i offentliga upphandlingar. Denna uppsats identifierar dock flera praktiska svårigheter gällande användandet av dessa bestämmelser på grund av den svenska arbetsmarknadsmodellens särdrag. I brist på en lagstadgad minimilön kan anbudsgivare uppfylla villkoren genom bundenhet av kollektivavtal: i praktiken innebärande att ställda krav kan uppfyllas genom olika arbetsvillkor beroende på kollektivavtal, men även, som systemet nu är utformat, en negativ särbehandling för leverantörer som erbjuder mer förmånliga arbetsvillkor. Dessutom är kollektivavtal... (More)
Genom Sveriges implementering av EU:s 2014 års upphandlingsdirektiv innehåller svensk rätt sedan år 2017 såväl fakultativa som obligatoriska bestämmelser om ställandet av arbetsrättsliga villkor i offentliga upphandlingar. Denna uppsats identifierar dock flera praktiska svårigheter gällande användandet av dessa bestämmelser på grund av den svenska arbetsmarknadsmodellens särdrag. I brist på en lagstadgad minimilön kan anbudsgivare uppfylla villkoren genom bundenhet av kollektivavtal: i praktiken innebärande att ställda krav kan uppfyllas genom olika arbetsvillkor beroende på kollektivavtal, men även, som systemet nu är utformat, en negativ särbehandling för leverantörer som erbjuder mer förmånliga arbetsvillkor. Dessutom är kollektivavtal som utgångspunkt inte offentliga. Dessa praktiska konsekvenser står i strid med de grundläggande upphandlingsprinciper såsom likabehandlingsprincipen och öppenhetsprincipen men är även kontraproduktiva i förhållande till bestämmelsernas bakomliggande syfte: social hållbarhet. Den grundläggande proportionalitetsbedömningen innebär, gällande uppföljning av ställda krav, att endast vissa aspekter får beaktas. Detta har visat sig vara otympligt i praktiken och har resulterat i omständliga bedömningar.

Ytterligare en grundläggande princip på upphandlingsområdet, skapad av EU-domstolen, är att endast krav som går att kontrollera i praktiken får ställas. Införandet av GDPR har medfört osäkerheter för upphandlande myndigheter hur arbetsrättsliga villkor kan följas upp, detta då känsliga personuppgifter såsom lön och sjukdomshistoria ofta behöver behandlas. Känsliga personuppgifter regleras särskilt i GDPR och kräver lagstöd för att behandling får ske. Sådant lagstöd finns i nuläge inte i svensk rätt. Med anledning av nu föreliggande osäkerheter har Upphandlingsmyndigheten flera gånger vädjat till regeringen för införandet av bestämmelser som möjliggör behandling av känsliga personuppgifter i uppföljningssyfte. Regeringen har hittills dock inte agerat.

Denna uppsats ifrågasätter dels regeringens ovillighet att agera, dels huruvida Sveriges implementering av EU-direktivets bestämmelser avseende arbetsrättsliga villkor egentligen är godtagbart. Är en implementering av ett EU-direktiv som är illa skräddarsydd till det inhemska rättssystemet och som ger upphov till omfattande praktiska svårigheter verkligen en godtagbar implementering? (Less)
Abstract
Through Sweden's implementation of EU’s 2014 public procurement directives the Swedish legal system contains since 2017 optional and mandatory statutes regarding specific labour law requirements in public procurement. This thesis however identifies several practical difficulties regarding the use of these statutes because of the characteristics typical for the Swedish labour market model. The absence of a statutory minimum wage shifts focus to collective agreements: a shift in practice entailing tenders can meet set labour law requirements with different labour conditions depending on which collective agreement they adopt. Additionally, the system’s current design treats tenders offering their employees better working conditions... (More)
Through Sweden's implementation of EU’s 2014 public procurement directives the Swedish legal system contains since 2017 optional and mandatory statutes regarding specific labour law requirements in public procurement. This thesis however identifies several practical difficulties regarding the use of these statutes because of the characteristics typical for the Swedish labour market model. The absence of a statutory minimum wage shifts focus to collective agreements: a shift in practice entailing tenders can meet set labour law requirements with different labour conditions depending on which collective agreement they adopt. Additionally, the system’s current design treats tenders offering their employees better working conditions negatively. Also, collective agreements normally are not publicly available. These practical consequences stand in variance with the public procurement principles such as the principle of equal treatment and the principle of transparency but are also counterproductive in regard to the statutes’ underlying purpose: social sustainability. Furthermore, the principle of proportionality connotes, regarding the following up on set labour law requirements, only certain aspects may be taken into account. This has proven itself to be unwieldy in practice with cumbersome assessments as a result.

Another fundamental principle in public procurement law coined by the Court of Justice of the European Union is that only verifiable requirements may be set. The introduction of GDPR has caused uncertainty for contracting authorities how set labour law requirements can be verified, this because such verifications often demand the processing of sensitive personal data. GDPR demands legal basis in either domestic or EU-law to process sensitive personal data – Swedish law currently lacks such statutes. Because of this present uncertainty the National Agency for Public Procurement has on multiple occasions signified the Swedish government to institute statutes that grant the processing of sensitive personal data for verification purposes. The Swedish government has though not yet acted on these requests.

This thesis partly questions the Swedish government’s unwillingness to act on the multiple requests to adopt relevant statutes, but also whether Sweden’s way of implementing the EU-directives’ statutes regarding labour law requirements is acceptable. Is an implementation rather poorly tailored to the domestic legal system and that gives rise to such practical difficulties and unwieldiness an acceptable implementation? (Less)
Please use this url to cite or link to this publication:
author
Cuperus, Rick LU
supervisor
organization
course
LAGF03 20211
year
type
M2 - Bachelor Degree
subject
keywords
Offentlig upphandling, arbetsrätt, EU-rätt, sociala hänsyn, arbetsrättsliga villkor
language
Swedish
id
9044382
date added to LUP
2021-06-29 16:48:36
date last changed
2021-06-29 16:48:36
@misc{9044382,
  abstract     = {{Through Sweden's implementation of EU’s 2014 public procurement directives the Swedish legal system contains since 2017 optional and mandatory statutes regarding specific labour law requirements in public procurement. This thesis however identifies several practical difficulties regarding the use of these statutes because of the characteristics typical for the Swedish labour market model. The absence of a statutory minimum wage shifts focus to collective agreements: a shift in practice entailing tenders can meet set labour law requirements with different labour conditions depending on which collective agreement they adopt. Additionally, the system’s current design treats tenders offering their employees better working conditions negatively. Also, collective agreements normally are not publicly available. These practical consequences stand in variance with the public procurement principles such as the principle of equal treatment and the principle of transparency but are also counterproductive in regard to the statutes’ underlying purpose: social sustainability. Furthermore, the principle of proportionality connotes, regarding the following up on set labour law requirements, only certain aspects may be taken into account. This has proven itself to be unwieldy in practice with cumbersome assessments as a result.

Another fundamental principle in public procurement law coined by the Court of Justice of the European Union is that only verifiable requirements may be set. The introduction of GDPR has caused uncertainty for contracting authorities how set labour law requirements can be verified, this because such verifications often demand the processing of sensitive personal data. GDPR demands legal basis in either domestic or EU-law to process sensitive personal data – Swedish law currently lacks such statutes. Because of this present uncertainty the National Agency for Public Procurement has on multiple occasions signified the Swedish government to institute statutes that grant the processing of sensitive personal data for verification purposes. The Swedish government has though not yet acted on these requests.

This thesis partly questions the Swedish government’s unwillingness to act on the multiple requests to adopt relevant statutes, but also whether Sweden’s way of implementing the EU-directives’ statutes regarding labour law requirements is acceptable. Is an implementation rather poorly tailored to the domestic legal system and that gives rise to such practical difficulties and unwieldiness an acceptable implementation?}},
  author       = {{Cuperus, Rick}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Arbetsrättsliga villkor i offentliga upphandlingar – en kartläggning samt analys av upphandlingsregelverkets praktiska tillämpningsproblem}},
  year         = {{2021}},
}