EU-arbetsrätten och den svenska modellen - Om utrymmet för kollektivavtalsfrihet i bemanningsbranschen
(2023) JURM02 20231Faculty of Law
Department of Law
- Abstract (Swedish)
- Det har argumenterats för att den svenska arbetsmarknadsmodellen (den svenska modellen) och arbetsmarknadens parters ställning kan vara hotad till följd av EU-samarbetet och den utveckling som skett på arbetsrättens område. Redan vid det svenska inträdet i unionen betonades vikten av att modellen skulle vara ohotad och frågan om den svenska modellens ställning har diskuterats flitigt sedan dess. Den svenska modellen används för att reglera stora delar av arbetsmarknadens förhållanden och karaktäriseras av ringa statlig inblandning, hög organisationsgrad och reglering genom kollektivavtal. Skilda syner på principiellt viktiga frågor gör att Sverige ständigt måste försvara en högt aktad modell på EU-nivå. Syftet med uppsatsen är att behandla... (More)
- Det har argumenterats för att den svenska arbetsmarknadsmodellen (den svenska modellen) och arbetsmarknadens parters ställning kan vara hotad till följd av EU-samarbetet och den utveckling som skett på arbetsrättens område. Redan vid det svenska inträdet i unionen betonades vikten av att modellen skulle vara ohotad och frågan om den svenska modellens ställning har diskuterats flitigt sedan dess. Den svenska modellen används för att reglera stora delar av arbetsmarknadens förhållanden och karaktäriseras av ringa statlig inblandning, hög organisationsgrad och reglering genom kollektivavtal. Skilda syner på principiellt viktiga frågor gör att Sverige ständigt måste försvara en högt aktad modell på EU-nivå. Syftet med uppsatsen är att behandla aktuell arbetsrättslig utveckling på EU-nivå för att kunna analysera dess påverkan på den svenska modellen, främst med fokus på kollektivavtalets ställning och parternas autonomi.
EU-domstolens dom TimePartner C-311/21, som behandlas i denna uppsats, är ett exempel på att EU-rättens utveckling kan få stora konsekvenser dels för svenska kollektivavtal, dels för parternas autonomi. I domen diskuteras flera frågor av principiell betydelse för kollektivavtalets ställning, bland annat utrymmet för parterna att avvika från bemanningsdirektivets likabehandlingsprincip genom kollektivavtal samt under vilka premisser avvikelser kan göras. Domstolens tolkning i dessa frågor får anses resultera i en begränsning för den svenska modellen och även få en påverkan på bemanningsbranschens flexibilitet och kollektivavtalets verkan.
Den för uppsatsen centrala TimePartner-domen väcker tillsammans med andra EU-rättsliga förändringar, bland annat det nya minimilönedirektivet, en större debatt kring hur effektiv den svenska modellen kan anses vara när betydelsefulla inskränkningar av möjligheten att fastställa anställnings- och arbetsvillkor genom kollektivavtal görs. Med utgångspunkt i den svenska modellen, två kollektivavtal från bemanningsbranschen och exempel från EU-rätten har samspelet mellan EU-rätten och den svenska modellen analyserats. Slutsatsen är att det finns fog för en svensk oro. Det går inte att med säkerhet konstatera att TimePartner-domen leder till att direkta ändringar i dagens kollektivavtal måste göras. Parternas avtalsfrihet och förutsättningar att kunna anpassa kollektivavtal till samhällets utveckling och olika branschers behov anses dock påverkas negativt av domen.
Exempel från EU-rätten visar att utvecklingen på det arbetsrättsliga området även fortsatt kommer att ha stor påverkan på den svenska modellen. Varför friktion finns och varför en oro för modellen är befogad, åskådliggörs vidare i det följande arbetet. (Less) - Abstract
- It has been argued that the Swedish labour market model (the Swedish model) and the status of the social partners could be threatened because of Sweden ́s EU membership and the development in the field of labour law. Upon Sweden ́s entry into the Union, the importance of the model being unthreatened was emphasised, and the question of the position of the model has been widely discussed since. The Swedish model is used to regulate large aspects of conditions in the labour market and is characterised by little government intervention, a high degree of union density and regulation through collective agreements. Different views on fundamentally important issues mean that Sweden must constantly defend a highly regarded model at EU level. The... (More)
- It has been argued that the Swedish labour market model (the Swedish model) and the status of the social partners could be threatened because of Sweden ́s EU membership and the development in the field of labour law. Upon Sweden ́s entry into the Union, the importance of the model being unthreatened was emphasised, and the question of the position of the model has been widely discussed since. The Swedish model is used to regulate large aspects of conditions in the labour market and is characterised by little government intervention, a high degree of union density and regulation through collective agreements. Different views on fundamentally important issues mean that Sweden must constantly defend a highly regarded model at EU level. The purpose of the paper is to discuss current labour law developments at the EU level to analyse their impact on the Swedish model, mainly focusing on the position of collective agreements and the autonomy of the social partners.
The European Court of Justice ́s judgement in the case TimePartner C-311/21, which is analysed in this paper, is an example of how the development of EU law can have major impact for the Swedish collective agreement and for the autonomy of the social partners. The judgement from the Court discusses several issues of fundamental importance for the position of collective agreements, including the scope for the social partners to derogate from the principal of equal treatment in the Directive on temporary agency work through collective agreements and the conditions under which derogations can be made. The Court ́s interpretation on these issues can be considered to result in a limitation of the Swedish model and have an impact on the flexibility of the industry of temporary agency work as well as the effectiveness of collective agreements.
The TimePartner-judgement, which is central to the paper, together with other changes in EU law including the new minimum wage directive, raises a major debate on how effective the Swedish model can be when significant restrictions are placed on the possibility of determining employment and working condition through collective agreements. Based on the Swedish model, two collective agreements from the temporary agency work- industry and examples of EU law, the interaction between EU law and the Swedish model has been analysed. The conclusion is that there are grounds for Swedish concern. It is not possible to conclude with certainty that the TimePartner-judgement will lead to direct changes in current collective agreements. However, the social partners freedom of contract and their ability to adapt collective agreements to the development of society and the needs of different industries are considered to be negatively affected by the judgement.
Example from EU law show that developments in the field of labour law will continue to have an impact on the Swedish model. Why friction exists and why concern for the model is justified is further illustrated in the paper. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9115931
- author
- Rosenlöf, Arvid LU
- supervisor
- organization
- alternative title
- EU labour law and the Swedish model - The scope for freedom of collective bargaining in the temporary agency work-industry
- course
- JURM02 20231
- year
- 2023
- type
- H3 - Professional qualifications (4 Years - )
- subject
- keywords
- Arbetsrätt, EU-rätt, kollektivavtal, bemanningsarbete, EU-domstolen
- language
- Swedish
- id
- 9115931
- date added to LUP
- 2023-06-08 14:25:57
- date last changed
- 2023-06-08 14:25:57
@misc{9115931,
abstract = {{It has been argued that the Swedish labour market model (the Swedish model) and the status of the social partners could be threatened because of Sweden ́s EU membership and the development in the field of labour law. Upon Sweden ́s entry into the Union, the importance of the model being unthreatened was emphasised, and the question of the position of the model has been widely discussed since. The Swedish model is used to regulate large aspects of conditions in the labour market and is characterised by little government intervention, a high degree of union density and regulation through collective agreements. Different views on fundamentally important issues mean that Sweden must constantly defend a highly regarded model at EU level. The purpose of the paper is to discuss current labour law developments at the EU level to analyse their impact on the Swedish model, mainly focusing on the position of collective agreements and the autonomy of the social partners.
The European Court of Justice ́s judgement in the case TimePartner C-311/21, which is analysed in this paper, is an example of how the development of EU law can have major impact for the Swedish collective agreement and for the autonomy of the social partners. The judgement from the Court discusses several issues of fundamental importance for the position of collective agreements, including the scope for the social partners to derogate from the principal of equal treatment in the Directive on temporary agency work through collective agreements and the conditions under which derogations can be made. The Court ́s interpretation on these issues can be considered to result in a limitation of the Swedish model and have an impact on the flexibility of the industry of temporary agency work as well as the effectiveness of collective agreements.
The TimePartner-judgement, which is central to the paper, together with other changes in EU law including the new minimum wage directive, raises a major debate on how effective the Swedish model can be when significant restrictions are placed on the possibility of determining employment and working condition through collective agreements. Based on the Swedish model, two collective agreements from the temporary agency work- industry and examples of EU law, the interaction between EU law and the Swedish model has been analysed. The conclusion is that there are grounds for Swedish concern. It is not possible to conclude with certainty that the TimePartner-judgement will lead to direct changes in current collective agreements. However, the social partners freedom of contract and their ability to adapt collective agreements to the development of society and the needs of different industries are considered to be negatively affected by the judgement.
Example from EU law show that developments in the field of labour law will continue to have an impact on the Swedish model. Why friction exists and why concern for the model is justified is further illustrated in the paper.}},
author = {{Rosenlöf, Arvid}},
language = {{swe}},
note = {{Student Paper}},
title = {{EU-arbetsrätten och den svenska modellen - Om utrymmet för kollektivavtalsfrihet i bemanningsbranschen}},
year = {{2023}},
}