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Diskrimineringsskyddet för vårdpersonal i svensk rätt - Hur effektiv är den egentligen?

Mattsson, Axel LU (2022) LAGF03 20222
Department of Law
Faculty of Law
Abstract (Swedish)
För många arbetstagare i Sverige är risken för diskriminering en del av vardagen. Ett heltäckande och effektivt diskrimineringslagstiftning utgör därför ett avgörande instrument för att minska diskriminering i arbetslivet och öka arbetstagares trygghet.
Diskrimineringslagen (2008:567) förbjuder diskriminering inom olika samhällsområden i Sverige. Lagen är tillämplig för arbetslivet och reglerar i stor omfattning relationen mellan arbetstagare och arbetsgivare. Arbetsgivares diskrimineringsförbud stadgas i 2 kap. 1 § DL och förbjuder missgynnande handlingar som har koppling till minst en av lagens diskrimineringsgrunder. Detta innebär att särbehandling av personer med exempelvis visst kön, etnicitet eller funktionshinder är otillåten för... (More)
För många arbetstagare i Sverige är risken för diskriminering en del av vardagen. Ett heltäckande och effektivt diskrimineringslagstiftning utgör därför ett avgörande instrument för att minska diskriminering i arbetslivet och öka arbetstagares trygghet.
Diskrimineringslagen (2008:567) förbjuder diskriminering inom olika samhällsområden i Sverige. Lagen är tillämplig för arbetslivet och reglerar i stor omfattning relationen mellan arbetstagare och arbetsgivare. Arbetsgivares diskrimineringsförbud stadgas i 2 kap. 1 § DL och förbjuder missgynnande handlingar som har koppling till minst en av lagens diskrimineringsgrunder. Detta innebär att särbehandling av personer med exempelvis visst kön, etnicitet eller funktionshinder är otillåten för arbetsgivare. Förbudet gäller för såväl direkt som indirekt diskriminering.
I samhällsdebatten har på sistone uppmärksammats att personal inom hälso- och sjukvården utsatts för kränkande särbehandling från patienter. Medan diskrimineringslagen skyddar vårdpersonal mot diskriminerande arbetsgivare, finns det föga reglering som skyddar personal mot särbehandlande patienter. Det kan därför ifrågasättas om den svenska diskrimineringslagstiftningen är tillräckligt effektiv för att tillgodose skyddsvärda intressenter med ett effektivt diskrimineringsskydd. Samtidigt kan intressekonflikter uppstå som innebär svåra intresseavvägningar som måste beaktas. Patienters rättigheter till självbestämmanderätt och rätten till god vård är sådana intressen.
I uppsatsen utreds vårdpersonalens nationella diskrimineringsskydd gentemot såväl arbetsgivare som patienter. Vidare konkretiseras och analyseras gällande rätt med hjälp av konstruerade fall baserade på domar från Arbetsdomstolen, vilka även redogörs för. Slutligen presenteras ett antal slutsatser baserat på vad som presenterats under uppsatsens gång. (Less)
Abstract
For many workers in Sweden, the risk of discrimination is part of everyday life. Comprehensive and effective discrimination legislation is therefore a decisive instrument for reducing discrimination in working life and increasing employee security.
The Discrimination Act (2008:567) prohibits discrimination in various areas of society in Sweden. The law is applicable to working life and largely regulates the relationship between employee and employer. Employers' prohibition of discrimination is stipulated in Chapter 2, 1 § Discrimination Act and prohibits unfavourable actions that are connected to at least one of the law's grounds for discrimination. This means that discriminatory treatment of persons with, for example, a certain gender,... (More)
For many workers in Sweden, the risk of discrimination is part of everyday life. Comprehensive and effective discrimination legislation is therefore a decisive instrument for reducing discrimination in working life and increasing employee security.
The Discrimination Act (2008:567) prohibits discrimination in various areas of society in Sweden. The law is applicable to working life and largely regulates the relationship between employee and employer. Employers' prohibition of discrimination is stipulated in Chapter 2, 1 § Discrimination Act and prohibits unfavourable actions that are connected to at least one of the law's grounds for discrimination. This means that discriminatory treatment of persons with, for example, a certain gender, ethnicity or disability is not permitted for employers. The prohibition applies to both direct and indirect discrimination.
In the social debate, attention has recently been drawn to the fact that personnel in the health and medical care have been exposed to unfavourable treatment from patients. While the Discrimination Act protects healthcare staff against discriminatory employers, there is little regulation that protects staff against treating patients differently. It can therefore be questioned whether the Swedish discrimination legislation is effective enough to satisfy stakeholders worthy of protection with effective discrimination protection. At the same time, conflicts of interest can arise which involve difficult balancing of interests that must be considered. Patients' rights to self-determination and the right to good care are such interests.
In the essay, the healthcare staff's national discrimination protection against both employers and patients are investigated. Furthermore, applicable law is concretized and analysed using constructed cases based on judgments from the Labor Court, which are also reported on. Finally, several conclusions are presented based on what was presented in the essay. (Less)
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author
Mattsson, Axel LU
supervisor
organization
course
LAGF03 20222
year
type
M2 - Bachelor Degree
subject
keywords
Arbetsrätt (en. labour law)
language
Swedish
id
9104901
date added to LUP
2023-02-03 16:29:32
date last changed
2023-02-03 16:29:32
@misc{9104901,
  abstract     = {{For many workers in Sweden, the risk of discrimination is part of everyday life. Comprehensive and effective discrimination legislation is therefore a decisive instrument for reducing discrimination in working life and increasing employee security.
The Discrimination Act (2008:567) prohibits discrimination in various areas of society in Sweden. The law is applicable to working life and largely regulates the relationship between employee and employer. Employers' prohibition of discrimination is stipulated in Chapter 2, 1 § Discrimination Act and prohibits unfavourable actions that are connected to at least one of the law's grounds for discrimination. This means that discriminatory treatment of persons with, for example, a certain gender, ethnicity or disability is not permitted for employers. The prohibition applies to both direct and indirect discrimination.
In the social debate, attention has recently been drawn to the fact that personnel in the health and medical care have been exposed to unfavourable treatment from patients. While the Discrimination Act protects healthcare staff against discriminatory employers, there is little regulation that protects staff against treating patients differently. It can therefore be questioned whether the Swedish discrimination legislation is effective enough to satisfy stakeholders worthy of protection with effective discrimination protection. At the same time, conflicts of interest can arise which involve difficult balancing of interests that must be considered. Patients' rights to self-determination and the right to good care are such interests.
In the essay, the healthcare staff's national discrimination protection against both employers and patients are investigated. Furthermore, applicable law is concretized and analysed using constructed cases based on judgments from the Labor Court, which are also reported on. Finally, several conclusions are presented based on what was presented in the essay.}},
  author       = {{Mattsson, Axel}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Diskrimineringsskyddet för vårdpersonal i svensk rätt - Hur effektiv är den egentligen?}},
  year         = {{2022}},
}