Begå brott på fritiden - behåll din anställning? Arbetstagares brottslighet utom tjänst som grund för avslutande av tjänst
(2023) LAGF03 20231Department of Law
Faculty of Law
- Abstract (Swedish)
- Uppsatsen behandlar det juridiska läget avseende uppsägningar och avsked baserat på arbetstagarens brottslighet som grund. Enligt bestämmelserna i lagen om anställningsskydd (LAS) krävs det att arbetstagaren grovt försummar sina skyldigheter gentemot arbetsgivaren för att ett avsked ska vara rättfärdigat, 18 § LAS. När det gäller uppsägningar krävs, sedan 2022, att det föreligger sakliga skäl, 7 § LAS, men själva definitionen av vad som utgör sakliga skäl framgår inte i lagtexten utan har utvecklats ge-nom Arbetsdomstolens praxis.
Som utgångspunkt anses brottslighet som begås utanför arbetstid inte vara tillräcklig grund för att motivera avsked eller uppsägning. Det har emellertid tydligt påpekats i förarbetena till lagstiftningen att... (More) - Uppsatsen behandlar det juridiska läget avseende uppsägningar och avsked baserat på arbetstagarens brottslighet som grund. Enligt bestämmelserna i lagen om anställningsskydd (LAS) krävs det att arbetstagaren grovt försummar sina skyldigheter gentemot arbetsgivaren för att ett avsked ska vara rättfärdigat, 18 § LAS. När det gäller uppsägningar krävs, sedan 2022, att det föreligger sakliga skäl, 7 § LAS, men själva definitionen av vad som utgör sakliga skäl framgår inte i lagtexten utan har utvecklats ge-nom Arbetsdomstolens praxis.
Som utgångspunkt anses brottslighet som begås utanför arbetstid inte vara tillräcklig grund för att motivera avsked eller uppsägning. Det har emellertid tydligt påpekats i förarbetena till lagstiftningen att brottslighet inte hör samman med anställningen. Brott som begås utanför arbetstid, har enligt AD, i många fall ansetts utgöra laglig grund för avsked eller sakliga skäl för uppsägning.
Bedömningen av om det föreligger en laglig grund påverkas av olika faktorer. Dessa faktorer inkluderar bland annat brottets karaktär, den lojalitetsplikt som följer av arbetstagarens befattning på företaget och vilken yrkeskategori an-ställningen tillhör. Arbetstagare som har en särskild lojalitetsplikt på grund av sin anställning intar en unik position, och toleransnivån för deras brottslighet är betydligt lägre än för andra arbetstagare. Detta gäller särskilt yrkesgrupper som innehar allmänhetens förtroende, exempelvis präster och statligt anställda. Arbetsdomstolen tar även hänsyn till arbetsgivarens agerande i samband med brottet vid sin bedömning.
Lagändringen som trädde i kraft 2022 (SFS 2022:836) har medfört en förändring i bedömningen av om det föreligger en laglig grund för att avsluta an-ställningen. Tidigare gjordes en avvägning mellan arbetstagarens intresse av att behålla och arbetsgivarens intresse av att avsluta anställningen. Med den nya lagändringen ska ingen sådan avvägning göras längre, något som kan väntas leda till strängare bedömningar framöver. (Less) - Abstract
- The essay discusses the legal framework regarding terminations and dismissals based on the employee's criminal conduct as a ground for dismissal. According to the provisions of the Employment Protection Act (LAS), dismissal requires the employee to grossly neglect their obligations towards the employer, 18 § LAS. As for terminations, since 2022, there is a requirement for valid reasons (sakliga skäl), 7 § LAS. However, the exact definition of what constitutes valid reasons is not outlined in the legislation but has been developed through the case law of The Swedish Labour Court.
Generally, criminal conduct committed outside working hours is not considered sufficient grounds for dismissal or termination. Nevertheless, it has been clearly... (More) - The essay discusses the legal framework regarding terminations and dismissals based on the employee's criminal conduct as a ground for dismissal. According to the provisions of the Employment Protection Act (LAS), dismissal requires the employee to grossly neglect their obligations towards the employer, 18 § LAS. As for terminations, since 2022, there is a requirement for valid reasons (sakliga skäl), 7 § LAS. However, the exact definition of what constitutes valid reasons is not outlined in the legislation but has been developed through the case law of The Swedish Labour Court.
Generally, criminal conduct committed outside working hours is not considered sufficient grounds for dismissal or termination. Nevertheless, it has been clearly emphasized in the legislative history that criminal conduct is not associated with employment. In many cases, the Swedish Labour Court has regarded offences committed outside working hours as grounds for dismissal or valid reasons for termination.
The assessment of whether there is a legal basis is influenced by various factors. These factors include the loyalty obligations arising from the employee's position within the company, the occupational category, and the nature of the offence. Employees who have a special duty of loyalty due to their position hold a unique position, and the tolerance level for their criminal conduct is significantly lower than for other employees. This particularly applies to professional groups that enjoy public trust, such as priests and government employees. The Swedish Labour Court also considers the employer's actions concerning the offence during its assessment.
The amendment that came into effect in 2022 (SFS 2022:836) has brought about a change in the assessment of whether there is a legal basis for termination of employment. Previously, a balance was struck between the employee’s interest in maintaining the employment and the employer's interest in terminating it. With the new amendment, no such balancing is required anymore, which may result in stricter assessments in the future. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9115846
- author
- Eek, Sofia LU
- supervisor
-
- Mariya Senyk LU
- organization
- course
- LAGF03 20231
- year
- 2023
- type
- M2 - Bachelor Degree
- subject
- keywords
- arbetsrätt
- language
- Swedish
- id
- 9115846
- date added to LUP
- 2023-06-29 09:29:41
- date last changed
- 2023-06-29 09:29:41
@misc{9115846,
abstract = {{The essay discusses the legal framework regarding terminations and dismissals based on the employee's criminal conduct as a ground for dismissal. According to the provisions of the Employment Protection Act (LAS), dismissal requires the employee to grossly neglect their obligations towards the employer, 18 § LAS. As for terminations, since 2022, there is a requirement for valid reasons (sakliga skäl), 7 § LAS. However, the exact definition of what constitutes valid reasons is not outlined in the legislation but has been developed through the case law of The Swedish Labour Court.
Generally, criminal conduct committed outside working hours is not considered sufficient grounds for dismissal or termination. Nevertheless, it has been clearly emphasized in the legislative history that criminal conduct is not associated with employment. In many cases, the Swedish Labour Court has regarded offences committed outside working hours as grounds for dismissal or valid reasons for termination.
The assessment of whether there is a legal basis is influenced by various factors. These factors include the loyalty obligations arising from the employee's position within the company, the occupational category, and the nature of the offence. Employees who have a special duty of loyalty due to their position hold a unique position, and the tolerance level for their criminal conduct is significantly lower than for other employees. This particularly applies to professional groups that enjoy public trust, such as priests and government employees. The Swedish Labour Court also considers the employer's actions concerning the offence during its assessment.
The amendment that came into effect in 2022 (SFS 2022:836) has brought about a change in the assessment of whether there is a legal basis for termination of employment. Previously, a balance was struck between the employee’s interest in maintaining the employment and the employer's interest in terminating it. With the new amendment, no such balancing is required anymore, which may result in stricter assessments in the future.}},
author = {{Eek, Sofia}},
language = {{swe}},
note = {{Student Paper}},
title = {{Begå brott på fritiden - behåll din anställning? Arbetstagares brottslighet utom tjänst som grund för avslutande av tjänst}},
year = {{2023}},
}