Arbetare eller egenföretagare - Om arbetstagarbegreppet inom gig-ekonomin
(2023) LAGF03 20231Department of Law
Faculty of Law
- Abstract (Swedish)
- Under de senaste åren har en rad plattformsföretag etablerat sig inom olika sektorer av samhället och vid det här laget är de flesta människor bekanta med företag som Foodora och Uber. Uppkomsten och den starka etableringen av gig-ekonomin har skapat en hel del oklarheter vad gäller arbetsrättsliga frågor. Gig-ekonomin bygger på en treparts-relation mellan tjänsteleverantören, användaren/kunden och plattformsföretaget. Samtidigt baseras arbetsrättens tillämpningsområde på en bilateral arbetsmarknad mellan arbetstagare och arbetsgivare. Därför uppkommer det problem vid tillämpningen av begreppen.
Att kunna klassificera plattformsarbetarna och avgöra om de kan placeras inom arbetstagarbegreppet är essentiellt för deras möjligheter att ingå... (More) - Under de senaste åren har en rad plattformsföretag etablerat sig inom olika sektorer av samhället och vid det här laget är de flesta människor bekanta med företag som Foodora och Uber. Uppkomsten och den starka etableringen av gig-ekonomin har skapat en hel del oklarheter vad gäller arbetsrättsliga frågor. Gig-ekonomin bygger på en treparts-relation mellan tjänsteleverantören, användaren/kunden och plattformsföretaget. Samtidigt baseras arbetsrättens tillämpningsområde på en bilateral arbetsmarknad mellan arbetstagare och arbetsgivare. Därför uppkommer det problem vid tillämpningen av begreppen.
Att kunna klassificera plattformsarbetarna och avgöra om de kan placeras inom arbetstagarbegreppet är essentiellt för deras möjligheter att ingå och omfattas av kollektivavtal. En stor del av de svenska arbetsrättsliga regleringarna är semidispositiva och istället är kollektivavtalet det viktigaste regleringsinstrumentet på den svenska arbetsmarknaden. Att inte täckas av kollektivavtal gör därför att plattformsarbetare hamnar utanför det arbetsrättsliga skyddet.
För att avgöra om någon är arbetstagare eller egenföretagare ska en helhetsbedömning göras av samtliga relevanta omständigheter i det enskilda fallet. Arbetstagarbegreppet i MBL har ett vidare tillämpningsområde än det civilrättsliga arbetstagarbegreppet och omfattar jämställda uppdragstagare. Bestämmelsen i MBL möjliggör för plattformsarbetare att täckas av kollektivavtal eftersom många av de arbetar som egenföretagare. Kollektivavtal för jämställda arbetstagare kan dock vara i konflikt med den konkurrensrätten på EU-nivå. Uppsatsens slutsats är att arbetstagarbegreppet tillämpas på ett föråldrat sätt och på så vis inte lyckas fånga upp plattformsarbetare fast deras situation ofta till stor del liknar arbetstagare. (Less) - Abstract
- In recent years, a number of platform companies have established themselves in various sectors of society and by now most people are familiar with companies such as Foodora and Uber. The rise and the big establishment of the gig economy has created a lot of uncertainty regarding labor law issues. The gig economy is based on a tripartite relationship between the service provider, the user/customer and the platform company. At the same time, the scope of employment law is based on a bilateral labor market between employee and employer. Therefore, problems arise when the concepts are to be applied.
Being able to classify the gig-workers and determine whether they can be placed within the concept of employee is essential for their... (More) - In recent years, a number of platform companies have established themselves in various sectors of society and by now most people are familiar with companies such as Foodora and Uber. The rise and the big establishment of the gig economy has created a lot of uncertainty regarding labor law issues. The gig economy is based on a tripartite relationship between the service provider, the user/customer and the platform company. At the same time, the scope of employment law is based on a bilateral labor market between employee and employer. Therefore, problems arise when the concepts are to be applied.
Being able to classify the gig-workers and determine whether they can be placed within the concept of employee is essential for their opportunities to enter into and be covered by collective agreements. A large part of the Swedish labor law regulations are semi-dispositive and instead the collective agreement is the most important regulatory instrument in the Swedish labor market. Not being covered by collective agreements thus means that gig- workers end up outside the protection of the labor law.
In order to determine whether someone is an employee or self-employed, an overall assessment must be made of all relevant circumstances in the specific case. The concept of employee in the Co-determination Act has a wider field of application than the civil law concept of employee and includes equal contractors. The provision in the Co-determination Act enables gig-workers to be covered by collective agreements as many of them work as self-employed workers. However, collective agreements for equal employees may be in conflict with the competition law at EU level. The essay's conclusion is that the concept of worker is applied in an outdated way and thus fails to capture gig-workers despite their situation often being equal to that of employees. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9116627
- author
- Inajetovic, Emil LU
- supervisor
-
- Mariya Senyk LU
- organization
- course
- LAGF03 20231
- year
- 2023
- type
- M2 - Bachelor Degree
- subject
- keywords
- Arbetsrätt
- language
- Swedish
- id
- 9116627
- date added to LUP
- 2023-06-29 10:05:41
- date last changed
- 2023-06-29 10:05:41
@misc{9116627,
abstract = {{In recent years, a number of platform companies have established themselves in various sectors of society and by now most people are familiar with companies such as Foodora and Uber. The rise and the big establishment of the gig economy has created a lot of uncertainty regarding labor law issues. The gig economy is based on a tripartite relationship between the service provider, the user/customer and the platform company. At the same time, the scope of employment law is based on a bilateral labor market between employee and employer. Therefore, problems arise when the concepts are to be applied.
Being able to classify the gig-workers and determine whether they can be placed within the concept of employee is essential for their opportunities to enter into and be covered by collective agreements. A large part of the Swedish labor law regulations are semi-dispositive and instead the collective agreement is the most important regulatory instrument in the Swedish labor market. Not being covered by collective agreements thus means that gig- workers end up outside the protection of the labor law.
In order to determine whether someone is an employee or self-employed, an overall assessment must be made of all relevant circumstances in the specific case. The concept of employee in the Co-determination Act has a wider field of application than the civil law concept of employee and includes equal contractors. The provision in the Co-determination Act enables gig-workers to be covered by collective agreements as many of them work as self-employed workers. However, collective agreements for equal employees may be in conflict with the competition law at EU level. The essay's conclusion is that the concept of worker is applied in an outdated way and thus fails to capture gig-workers despite their situation often being equal to that of employees.}},
author = {{Inajetovic, Emil}},
language = {{swe}},
note = {{Student Paper}},
title = {{Arbetare eller egenföretagare - Om arbetstagarbegreppet inom gig-ekonomin}},
year = {{2023}},
}