Skiljeavtal i Arbetsrätten
(2022) JURM02 20211Department of Law
Faculty of Law
- Abstract (Swedish)
- Tvister i dispositiva tvistemål kan genom avtal mellan parterna avgöras i ett skiljeförfarande. På arbetsrättens område råder frihet för parterna att avtala om ett sådant men det kan anses oskäligt i vissa fall.
Det uppställs krav på synlighet när det kommer till klausulens placering i det aktuella avtalet. Detta krav uppställs i EU-direktivet 91/533/EEG, 1991.
Detta innefattar även så kallad transparens. Det vill säga att skiljeklausulens innebörd måste framgå för arbetstagaren. Själva ordalydelsen i avtalet är alltså avgörande, mot bakgrund av de bakomliggande omständigheter som föreligger på den aktuella arbetsmarknaden. Det föreligger även en informationsskyldighet för arbetsgivaren.
Arbetsdomstolen tar vidare hänsyn till... (More) - Tvister i dispositiva tvistemål kan genom avtal mellan parterna avgöras i ett skiljeförfarande. På arbetsrättens område råder frihet för parterna att avtala om ett sådant men det kan anses oskäligt i vissa fall.
Det uppställs krav på synlighet när det kommer till klausulens placering i det aktuella avtalet. Detta krav uppställs i EU-direktivet 91/533/EEG, 1991.
Detta innefattar även så kallad transparens. Det vill säga att skiljeklausulens innebörd måste framgå för arbetstagaren. Själva ordalydelsen i avtalet är alltså avgörande, mot bakgrund av de bakomliggande omständigheter som föreligger på den aktuella arbetsmarknaden. Det föreligger även en informationsskyldighet för arbetsgivaren.
Arbetsdomstolen tar vidare hänsyn till arbetstagarens ställning i förhållande till arbetsgivaren. En arbetstagare med företagsledande ställning anses kunna tillämpa en skiljeklausul i sitt anställningsavtal eftersom denne innehar en stark ställning gentemot arbetsgivaren.
Arbetare med relativt okvalificerade arbetsuppgifter omfattas dock i regel inte av detta och gränsdragningen uppstår i skiktet med tjänstemän som innehar anställningsförhållanden av mer individualiserad karaktär avseende relativt kvalificerade arbetsuppgifter och med inslag av förtroendeställning i förhållande till arbetsgivaren och vissa arbetare i branscher med ett särskilt behov av skiljeförfaranden. Dessa branschbehov och bakomliggande skäl spelar in i skälighetsbedömningen, både i förhållande till transparensen och tolkningen av en skiljeklausul och vid bedömningen gällande arbetstagarens ställning. Starka bakomliggande skäl såsom sekretess inom banksektorn eller mellan en vårdgivare och brukare kan utgöra ett sådant exempel.
Vidare tycks kostnadsfördelningen mellan parterna i skiljeförfarandet vara anpassad efter parternas styrkeförhållande. Arbetsmarknadens parter förhåller sig till de interna förhållandena på ett sådant sätt att en utomstående arbetstagare från kollektivavtalet ska kunna tillämpa skiljeklausulen utan för hög individuell belastning. Detta verkar i viss mån av vad som kan utläsas av de aktuella rättsfallen ske gradvis beroende på förhållandet mellan arbetsgivar- och arbetstagarorganisationer samt den enskilde arbetstagarens ställning.
Även bisysslor innefattas av reglerna om skiljeklausuler i anställningsavtal, ofta genom hänvisning till en ideell förenings stadga. I dessa fall gör Arbetsdomstolen en generös skälighetsbedömning vid tillämpningen mot en enskild arbetstagare. (Less) - Abstract
- Disputes in dispositive litigation can be settled by parties in an arbitration
procedure regulated by the parties' agreement. Within labour law, the parties
are free to agree on such a matter, but it can be considered unreasonable in
some cases.
There is also an obligation for the employer to inform the employee of the
presence of an arbitration clause or a reference to such a clause in a
collective agreement. Visibility is then required when it comes to the
placement of the clause in the agreement in question. This requirement is set
out in the EU-directive 91/533/EEG, 1991. This also includes so-called
transparency, which statutes that the meaning of the arbitration clause must
be clear to the employee. The actual wording of... (More) - Disputes in dispositive litigation can be settled by parties in an arbitration
procedure regulated by the parties' agreement. Within labour law, the parties
are free to agree on such a matter, but it can be considered unreasonable in
some cases.
There is also an obligation for the employer to inform the employee of the
presence of an arbitration clause or a reference to such a clause in a
collective agreement. Visibility is then required when it comes to the
placement of the clause in the agreement in question. This requirement is set
out in the EU-directive 91/533/EEG, 1991. This also includes so-called
transparency, which statutes that the meaning of the arbitration clause must
be clear to the employee. The actual wording of the agreement is thus
decisive, in light of the underlying circumstances that exist in the relevant
labour market.
Arbetsdomstolen also takes into account, the employee's position in relation
to their employer. An employee with a managing position is considered to
be able to apply an arbitration clause in his employment contract because
they holds a strong position in relation to the employer.
Workers with relatively unqualified tasks, however, are generally not
covered by this, and the demarcation therefore, arises in the layer with civil
servants who have employment relationships of a more individualized
nature regarding relatively qualified tasks and with elements of a trusted
position in relation to the employer. In addition, certain workers in
industries with a special need for arbitration proceedings can also be
included here. These underlying reasons play a role in the fairness
assessment, both in relation to the transparency and interpretation of an
arbitration clause and in the assessment regarding the employee's position.
Strong underlying reasons such as confidentiality within the banking sector
or between a healthcare provider and client can constitute such examples.
Furthermore, the distribution of costs between the parties in the arbitrationprocedure appears to be adapted to the parties' relative standings. The parties relate to the internal conditions in such a way that an external
employee from the collective agreement are able to apply the arbitration
clause without considerable individual burden for the employee. To a
certain extent, from what can be deduced from the cases in question, this
seems to happen gradually depending on the relationship between employer
and employee organizations and the position of the individual employee.
Finally, secondary occupations are also covered by the rules on arbitration
clauses in employment contracts, often by reference to a non-profit
association's charter. In these cases, the Arbetsdomstolen makes a generous
fairness assessment when applying it to an individual employee, despite
their relatively low standing. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9096678
- author
- Lundström, Gösta LU
- supervisor
-
- Per Norberg LU
- organization
- alternative title
- Arbitrationclauses in labour law
- course
- JURM02 20211
- year
- 2022
- type
- H3 - Professional qualifications (4 Years - )
- subject
- keywords
- Arbetsrätt, Avtalsrätt
- language
- Swedish
- id
- 9096678
- date added to LUP
- 2023-03-20 15:45:32
- date last changed
- 2023-03-20 15:45:32
@misc{9096678, abstract = {{Disputes in dispositive litigation can be settled by parties in an arbitration procedure regulated by the parties' agreement. Within labour law, the parties are free to agree on such a matter, but it can be considered unreasonable in some cases. There is also an obligation for the employer to inform the employee of the presence of an arbitration clause or a reference to such a clause in a collective agreement. Visibility is then required when it comes to the placement of the clause in the agreement in question. This requirement is set out in the EU-directive 91/533/EEG, 1991. This also includes so-called transparency, which statutes that the meaning of the arbitration clause must be clear to the employee. The actual wording of the agreement is thus decisive, in light of the underlying circumstances that exist in the relevant labour market. Arbetsdomstolen also takes into account, the employee's position in relation to their employer. An employee with a managing position is considered to be able to apply an arbitration clause in his employment contract because they holds a strong position in relation to the employer. Workers with relatively unqualified tasks, however, are generally not covered by this, and the demarcation therefore, arises in the layer with civil servants who have employment relationships of a more individualized nature regarding relatively qualified tasks and with elements of a trusted position in relation to the employer. In addition, certain workers in industries with a special need for arbitration proceedings can also be included here. These underlying reasons play a role in the fairness assessment, both in relation to the transparency and interpretation of an arbitration clause and in the assessment regarding the employee's position. Strong underlying reasons such as confidentiality within the banking sector or between a healthcare provider and client can constitute such examples. Furthermore, the distribution of costs between the parties in the arbitrationprocedure appears to be adapted to the parties' relative standings. The parties relate to the internal conditions in such a way that an external employee from the collective agreement are able to apply the arbitration clause without considerable individual burden for the employee. To a certain extent, from what can be deduced from the cases in question, this seems to happen gradually depending on the relationship between employer and employee organizations and the position of the individual employee. Finally, secondary occupations are also covered by the rules on arbitration clauses in employment contracts, often by reference to a non-profit association's charter. In these cases, the Arbetsdomstolen makes a generous fairness assessment when applying it to an individual employee, despite their relatively low standing.}}, author = {{Lundström, Gösta}}, language = {{swe}}, note = {{Student Paper}}, title = {{Skiljeavtal i Arbetsrätten}}, year = {{2022}}, }