Lönetransparensdirektivet – blir det bra nu? En undersökning om lönetransparensdirektivets möjliga påverkan på den svenska modellen och den rättsliga prövningen vid lönediskriminering
(2023) LAGF03 20232Department of Law
Faculty of Law
- Abstract (Swedish)
- Denna uppsats behandlar EU:s lönetransparensdirektiv och dess möjliga påverkan
på den svenska arbetsmarknadsmodellen avseende kollektivavtal och
lönebildning samt lönediskriminering och dess rättsliga prövning. Lönetransparensdirektivet
antogs den 10 maj 2023 och den svenska utredningen kommer
presenteras den 31 maj 2024.
Den svenska arbetsmarknadsmodellen bygger på att arbetsmarknadens parter
reglerar marknaden genom att teckna kollektivavtal. Stora delar av den
svenska arbetsrätten är dispositiv och möjliggör därför förhandling genom
kollektivavtal. Lönediskriminering regleras i diskrimineringslagen och den
rättsliga prövningen i lag om rättegången i arbetstvister.
EU:s lönetransparensdirektiv består av två delar, dels insyn i... (More) - Denna uppsats behandlar EU:s lönetransparensdirektiv och dess möjliga påverkan
på den svenska arbetsmarknadsmodellen avseende kollektivavtal och
lönebildning samt lönediskriminering och dess rättsliga prövning. Lönetransparensdirektivet
antogs den 10 maj 2023 och den svenska utredningen kommer
presenteras den 31 maj 2024.
Den svenska arbetsmarknadsmodellen bygger på att arbetsmarknadens parter
reglerar marknaden genom att teckna kollektivavtal. Stora delar av den
svenska arbetsrätten är dispositiv och möjliggör därför förhandling genom
kollektivavtal. Lönediskriminering regleras i diskrimineringslagen och den
rättsliga prövningen i lag om rättegången i arbetstvister.
EU:s lönetransparensdirektiv består av två delar, dels insyn i lönesättning,
dels rättsmedel och efterlevnad. Direktivet är en del av EU:s sociala pelare
och syftar till att förstärka EU:s likalöneprincip. Avseende bestämmelserna
om insyn i lönesättning ska bland annat arbetstagaren ges rätt att begära ut
lönenivåer. Avseende rättsmedel och efterlevnad finns förmånligare regler
om bevisbörda och rättegångskostnader för arbetstagaren.
Utredningen pekar på att det kommer vara nödvändigt att införa nya lagar
eller alternativt komplettera nuvarande lagar för att möta de krav som ställs i
lönetransparensdirektivet. Vidare framhåller utredningen den påverkan direktivet
kan få på lönebildningsprocessen och den svenska arbetsmarknadsmodellen
i stort när direktiv från EU införs där individuella rättigheter ska tillförsäkras. (Less) - Abstract
- This paper addresses the European Union’s Pay Transparency Directive and
its potential impact on the Swedish labour market model regarding collective
agreement, wage formation, as well as wage discrimination and its judicial
review. The Pay Transparency Directive was adopted on 10 May 2023 and
the Swedish report on how to implement it will be presented on 31 May 2024.
The Swedish labour market model is based on the regulation of the market
through the negotiations of collective agreement by the labour market parties.
Large parts of Swedish labour law is discretionary, thus allowing negotiation
through collective agreements. Wage discrimination is regulated by the Discrimination
Act and judicial review is regulated by the Act on... (More) - This paper addresses the European Union’s Pay Transparency Directive and
its potential impact on the Swedish labour market model regarding collective
agreement, wage formation, as well as wage discrimination and its judicial
review. The Pay Transparency Directive was adopted on 10 May 2023 and
the Swedish report on how to implement it will be presented on 31 May 2024.
The Swedish labour market model is based on the regulation of the market
through the negotiations of collective agreement by the labour market parties.
Large parts of Swedish labour law is discretionary, thus allowing negotiation
through collective agreements. Wage discrimination is regulated by the Discrimination
Act and judicial review is regulated by the Act on Litigation in
Labour Disputes.
The EU's Pay Transparency Directive comprises two parts: pay transparency
and remedies and enforcement. The directive is a component of the EU's Social
Pillar and reinforces the EU principle of equal pay. With regard to the
provisions on transparency in wage setting, the employee is to be given the
right to request wage records. With regard to legal remedies and compliance,
there are more favourable rules on the burden of proof and legal costs for the
employee.
The essay points out that it will be necessary to introduce new laws or alternatively
supplement existing laws to meet the requirements of the Pay Transparency
Directive. Furthermore, the inquiry emphasises the impact the directive
may have on the wage formation process and the Swedish labour market
model in general when directives such as this one are to be introduced and
individual rights are to be ensured. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9143561
- author
- Ulfvinger, Agnes LU
- supervisor
- organization
- course
- LAGF03 20232
- year
- 2023
- type
- M2 - Bachelor Degree
- subject
- keywords
- Arbetsrätt
- language
- Swedish
- id
- 9143561
- date added to LUP
- 2024-02-02 12:40:28
- date last changed
- 2024-02-02 12:40:28
@misc{9143561, abstract = {{This paper addresses the European Union’s Pay Transparency Directive and its potential impact on the Swedish labour market model regarding collective agreement, wage formation, as well as wage discrimination and its judicial review. The Pay Transparency Directive was adopted on 10 May 2023 and the Swedish report on how to implement it will be presented on 31 May 2024. The Swedish labour market model is based on the regulation of the market through the negotiations of collective agreement by the labour market parties. Large parts of Swedish labour law is discretionary, thus allowing negotiation through collective agreements. Wage discrimination is regulated by the Discrimination Act and judicial review is regulated by the Act on Litigation in Labour Disputes. The EU's Pay Transparency Directive comprises two parts: pay transparency and remedies and enforcement. The directive is a component of the EU's Social Pillar and reinforces the EU principle of equal pay. With regard to the provisions on transparency in wage setting, the employee is to be given the right to request wage records. With regard to legal remedies and compliance, there are more favourable rules on the burden of proof and legal costs for the employee. The essay points out that it will be necessary to introduce new laws or alternatively supplement existing laws to meet the requirements of the Pay Transparency Directive. Furthermore, the inquiry emphasises the impact the directive may have on the wage formation process and the Swedish labour market model in general when directives such as this one are to be introduced and individual rights are to be ensured.}}, author = {{Ulfvinger, Agnes}}, language = {{swe}}, note = {{Student Paper}}, title = {{Lönetransparensdirektivet – blir det bra nu? En undersökning om lönetransparensdirektivets möjliga påverkan på den svenska modellen och den rättsliga prövningen vid lönediskriminering}}, year = {{2023}}, }