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Har gig-arbetare en plats i den svenska modellen? - En arbetsrättslig analys av hur plattformsarbetares arbetsvillkor regleras i den svenska kollektiva arbetsrätten

Westerlund, Cecilia LU (2021) HARP23 20211
Department of Business Law
Abstract (Swedish)
Den nya arbetsformen gig-arbete har tagit fart på den svenska arbetsmarknaden. Idag föreligger det en gråzon kring vilken kategorisering plattformsarbetare och plattformsföretag kan sägas ha. Problemet har sin grund i att gig-företagens affärstruktur bygger på en trepartsmodell där plattformen fungerar som en mellanhand som sammankopplar arbetsgivare och arbetstagare. Detta skiljer sig från det traditionella dualistiska anställningsförhållandet. Plattformsarbete hamnar därför i en gråzon där det är oklart vilka av de tre aktörerna; plattformsföretaget, arbetaren eller kunden, som utgör huvudparterna i avtalet.

I denna uppsats kommer olika plattformsföretags affärsmodeller pekas ut samt huruvida dessa uppfyller de arbetsgivarfunktioner... (More)
Den nya arbetsformen gig-arbete har tagit fart på den svenska arbetsmarknaden. Idag föreligger det en gråzon kring vilken kategorisering plattformsarbetare och plattformsföretag kan sägas ha. Problemet har sin grund i att gig-företagens affärstruktur bygger på en trepartsmodell där plattformen fungerar som en mellanhand som sammankopplar arbetsgivare och arbetstagare. Detta skiljer sig från det traditionella dualistiska anställningsförhållandet. Plattformsarbete hamnar därför i en gråzon där det är oklart vilka av de tre aktörerna; plattformsföretaget, arbetaren eller kunden, som utgör huvudparterna i avtalet.

I denna uppsats kommer olika plattformsföretags affärsmodeller pekas ut samt huruvida dessa uppfyller de arbetsgivarfunktioner som Prassel och Risak tagit fram i sin analysmodell. Uppsatsen visar att flera företag kan sägas uppfylla arbetsgivarfunktionen enligt modellen, vilket är relevant eftersom det inverkar på huruvida en arbetsutförare ska placeras in som arbetstagare enligt MBL. Vilken personkategori i MBL som ska användas är betydelsefull eftersom det avgör kollektivavtalets kompetensområde och i förlängningen plattformsarbetarens arbetsvillkor. Flera av företagen verkar uppfylla arbetsgivarfunktioner vid en första anblick, men eftersom företagen använder egenanställningsföretag som ”hyrs in” som arbetsgivare för de korta uppdragen kan de frånsäga sig arbetsgivaransvaret. Egenanställningsföretagens korta tillfälliga anställningar gör läget komplicerat eftersom fackförbunden generellt är emot denna osäkra anställningsform. Således är det svårt att nå överenskommelser genom kollektivavtal. Samtidigt saknas det incitament för arbetsgivare att teckna kollektivavtal eftersom självklassificeringen innebär en ekonomisk förlust.

I den nordiska modellen kan det sägas vara nödvändigt att kollektivavtalets kompetensområde utökas till att omfatta även plattformsarbetare för att bättre deras arbetsvillkor. Frågan huruvida kollektivavtal är möjliga att teckna för en plattformsarbetares räkning är därför högst relevant. Finns det i nuläget någon plats för gig-arbete i den svenska modellen? (Less)
Abstract
The new gig-economy has established on the Swedish labour market. The labour law on the area is limited and the development has led the platform's workers to a position where it is unclear whether they belong to the category of employees or self-employed. The problem is that the business idea of a connecting platform between self-employed contractors and customers through an app is based on a three parts model in a dual system. Thus, Platform work ends up in a grey zone where it is unclear who’s the main parties in the agreement, the company, the worker or the customer.
In this thesis, the business models of some different platform companies will be pointed out followed by an analysis concerning whether they fulfill the employer... (More)
The new gig-economy has established on the Swedish labour market. The labour law on the area is limited and the development has led the platform's workers to a position where it is unclear whether they belong to the category of employees or self-employed. The problem is that the business idea of a connecting platform between self-employed contractors and customers through an app is based on a three parts model in a dual system. Thus, Platform work ends up in a grey zone where it is unclear who’s the main parties in the agreement, the company, the worker or the customer.
In this thesis, the business models of some different platform companies will be pointed out followed by an analysis concerning whether they fulfill the employer functions that Prassel and Risak have developed in their analysis model. The thesis shows that several companies can be said to match the employer function according to the model. This is relevant as it affects whether a platform worker should be considered an employee or self-employed in the co-determination law’s sense. The category of person in MBL is important because it determines the area of competence of the collective agreement. Several of the companies seem to fulfill employer functions at a first glance, but since the companies use umbrella companies that are "hired" as employers for short-term assignments, they can waive the employer's responsibility. The short-term temporary employment of umbrella companies makes the situation complicated since the unions are generally opposed to this precarious form of employment. Thus, collective agreements are challenging to accomplish. At the same time, there is no incentive for employers to sign collective agreements since the self-classification entails a financial loss.
In the Nordic model, problems in the labor market should primarily be solved between employee organizations and employers' organizations, without interference from the state. In the Nordic model, it can therefore be said to be a necessary precondition that the collective agreement's area of competence is expanded to include platform workers in order to improve their working conditions. The question of whether collective agreements are possible achieve for the working group is therefore highly relevant. Is there currently any place for platform’s workers in the Swedish model? (Less)
Please use this url to cite or link to this publication:
author
Westerlund, Cecilia LU
supervisor
organization
course
HARP23 20211
year
type
H2 - Master's Degree (Two Years)
subject
keywords
Plattformsarbete, gig-arbete, delningsekonomin, arbetsvillkor
language
Swedish
id
9051561
date added to LUP
2021-06-11 09:24:24
date last changed
2021-06-30 03:40:05
@misc{9051561,
  abstract     = {{The new gig-economy has established on the Swedish labour market. The labour law on the area is limited and the development has led the platform's workers to a position where it is unclear whether they belong to the category of employees or self-employed. The problem is that the business idea of a connecting platform between self-employed contractors and customers through an app is based on a three parts model in a dual system. Thus, Platform work ends up in a grey zone where it is unclear who’s the main parties in the agreement, the company, the worker or the customer. 
In this thesis, the business models of some different platform companies will be pointed out followed by an analysis concerning whether they fulfill the employer functions that Prassel and Risak have developed in their analysis model. The thesis shows that several companies can be said to match the employer function according to the model. This is relevant as it affects whether a platform worker should be considered an employee or self-employed in the co-determination law’s sense. The category of person in MBL is important because it determines the area of competence of the collective agreement. Several of the companies seem to fulfill employer functions at a first glance, but since the companies use umbrella companies that are "hired" as employers for short-term assignments, they can waive the employer's responsibility. The short-term temporary employment of umbrella companies makes the situation complicated since the unions are generally opposed to this precarious form of employment. Thus, collective agreements are challenging to accomplish. At the same time, there is no incentive for employers to sign collective agreements since the self-classification entails a financial loss.
In the Nordic model, problems in the labor market should primarily be solved between employee organizations and employers' organizations, without interference from the state. In the Nordic model, it can therefore be said to be a necessary precondition that the collective agreement's area of competence is expanded to include platform workers in order to improve their working conditions. The question of whether collective agreements are possible achieve for the working group is therefore highly relevant. Is there currently any place for platform’s workers in the Swedish model?}},
  author       = {{Westerlund, Cecilia}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Har gig-arbetare en plats i den svenska modellen? - En arbetsrättslig analys av hur plattformsarbetares arbetsvillkor regleras i den svenska kollektiva arbetsrätten}},
  year         = {{2021}},
}