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LAS, ett undantag från Diskrimineringslagen- Förbudet mot åldersdiskriminering i förhållande till Lagen om anställningsskydd

Bergman, Hanna LU (2022) HARH16 20212
Department of Business Law
Abstract (Swedish)
Med en ökad medellivslängd ökar även antalet äldre arbetstagare på arbetsmarknaden. Frågan om äldre arbetstagares rättigheter och skyldigheter på arbetsplatsen blir därmed mer och mer aktuell. I Sverige men först och främst inom EU har det införts diskrimineringsförbud som innebär att äldre såväl som yngre arbetstagare skyddas från att missgynnas på grund av sin ålder på arbetsplatsen. Både svensk och EUs diskrimineringslagstiftning innehåller dock ett undantag från förbudet som ger rätt att särbehandla arbetstagare på grund av ålder så länge syftet med särbehandlingen går i linje med EUs sysselsättningspolitik eller på annat sätt anses vara berättigat, samt att medlet för att uppnå syftet är både nödvändigt och lämpligt. Detta arbete har... (More)
Med en ökad medellivslängd ökar även antalet äldre arbetstagare på arbetsmarknaden. Frågan om äldre arbetstagares rättigheter och skyldigheter på arbetsplatsen blir därmed mer och mer aktuell. I Sverige men först och främst inom EU har det införts diskrimineringsförbud som innebär att äldre såväl som yngre arbetstagare skyddas från att missgynnas på grund av sin ålder på arbetsplatsen. Både svensk och EUs diskrimineringslagstiftning innehåller dock ett undantag från förbudet som ger rätt att särbehandla arbetstagare på grund av ålder så länge syftet med särbehandlingen går i linje med EUs sysselsättningspolitik eller på annat sätt anses vara berättigat, samt att medlet för att uppnå syftet är både nödvändigt och lämpligt. Detta arbete har undersökt denna undantagsregel och specifikt hur den ställer sig till de svenska reglerna om turordning vid arbetsbrist och avgångsskyldighet vid 68 år.

Rent allmänt har EU-domstolen dömt flera länders liknande lagstiftning med den som i Sverige som berättigad och i linje med undantagets syfte. Den svenska regeringen har gjort en granskning av reglerna i förhållande till Diskrimineringslagen och anser även den stå i linje med sysselsättningspolitiken. Turordningsreglerna missgynnar yngre arbetstagare som sägs upp först om de har samma anställningstid som en äldre kollega, men syftet med bestämmelsen är att äldre arbetstagare ska skyddas på grund av att de har större svårigheter att hitta ny anställning. 68-årsregeln missgynnar äldre arbetstagare som fråntas anställningsskydd efter uppnådd ålder men syftet med denna regel är att ge plats åt yngre arbetstagare på arbetsmarknaden när en annan äldre arbetstagare har rätt till pension.

Dessa syften har dock fått kritik och anses vara för generaliserande utan att ta hänsyn till varje individuell situation, vilket gör förhållandet mellan diskrimineringsförbudet och anställningsskyddet mer komplext än vad som godkänts av lagstiftaren. (Less)
Abstract
A continuously aging population leads to an increase in senior employees in the labor market. A question about the rights and duties for these employees is thereby raised more frequently than ever. Within the EU and in Sweden a prohibition against discrimination has been introduced to protect both younger and older employees. Both legislations, however, have an exception from this prohibition which allows certain actions that seems to disfavor employees because of their age, if the action has a purpose that is in line with the labor politics within the EU, or has another justified purpose, and the action itself is considered necessary and suitable to obtain its purpose. This paper underlines this exception from discrimination and studies... (More)
A continuously aging population leads to an increase in senior employees in the labor market. A question about the rights and duties for these employees is thereby raised more frequently than ever. Within the EU and in Sweden a prohibition against discrimination has been introduced to protect both younger and older employees. Both legislations, however, have an exception from this prohibition which allows certain actions that seems to disfavor employees because of their age, if the action has a purpose that is in line with the labor politics within the EU, or has another justified purpose, and the action itself is considered necessary and suitable to obtain its purpose. This paper underlines this exception from discrimination and studies specifically the exception’s relation to the Swedish regulation concering order of redundancies and the regulation concerning the obligation to resign at age 68.

The court of the EU has judged similar regulations as to the ones in Sweden, as being justified and in line with the politics of employment. The Swedish government has likewise judged their own legislation as one not in conflict. The regulation about order of redundancy disfavor younger workers since they are the first to leave their work because of their age in the case where their employment time equals another’s that is of older age. However, the purpose of the rule is to secure longer employment for senior employees since they have it harder finding a new employment. In contrast, the rule of 68, where older employees are being stripped of their employment protection at the age of 68 is unfavorable towards them, however the purpose of this regulation is to favor younger workers in entering the labor market by letting senior workers of age retire. These purposes have been criticized to be generalising without taking into consideration each individual’s condition This makes the relationship between the prohibition of discrimination and the Swedish Employment Protection Act more complexed than its legislator deems it to be. (Less)
Please use this url to cite or link to this publication:
author
Bergman, Hanna LU
supervisor
organization
course
HARH16 20212
year
type
M2 - Bachelor Degree
subject
keywords
arbetsrätt, diskriminering, anställningsskydd, ålder
language
Swedish
id
9071448
date added to LUP
2022-01-24 08:57:15
date last changed
2022-01-24 08:57:15
@misc{9071448,
  abstract     = {{A continuously aging population leads to an increase in senior employees in the labor market. A question about the rights and duties for these employees is thereby raised more frequently than ever. Within the EU and in Sweden a prohibition against discrimination has been introduced to protect both younger and older employees. Both legislations, however, have an exception from this prohibition which allows certain actions that seems to disfavor employees because of their age, if the action has a purpose that is in line with the labor politics within the EU, or has another justified purpose, and the action itself is considered necessary and suitable to obtain its purpose. This paper underlines this exception from discrimination and studies specifically the exception’s relation to the Swedish regulation concering order of redundancies and the regulation concerning the obligation to resign at age 68. 

The court of the EU has judged similar regulations as to the ones in Sweden, as being justified and in line with the politics of employment. The Swedish government has likewise judged their own legislation as one not in conflict. The regulation about order of redundancy disfavor younger workers since they are the first to leave their work because of their age in the case where their employment time equals another’s that is of older age. However, the purpose of the rule is to secure longer employment for senior employees since they have it harder finding a new employment. In contrast, the rule of 68, where older employees are being stripped of their employment protection at the age of 68 is unfavorable towards them, however the purpose of this regulation is to favor younger workers in entering the labor market by letting senior workers of age retire. These purposes have been criticized to be generalising without taking into consideration each individual’s condition This makes the relationship between the prohibition of discrimination and the Swedish Employment Protection Act more complexed than its legislator deems it to be.}},
  author       = {{Bergman, Hanna}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{LAS, ett undantag från Diskrimineringslagen- Förbudet mot åldersdiskriminering i förhållande till Lagen om anställningsskydd}},
  year         = {{2022}},
}