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Att hålla sig ajour med arbetstiden: En rättslig undersökning av Sveriges införlivande av arbetstidsdirektivet och ändringarna i kollektivavtalet Allmänna bestämmelser

Johansson, Carl LU (2024) JURM02 20241
Department of Law
Faculty of Law
Abstract (Swedish)
Uppsatsen består av en undersökning kring hur särskilda viloregler i Europa-parlamentets och Rådets direktiv 2003/88/EG av den 4 november 2003 om arbetstidens förläggning i vissa avseenden (arbetstidsdirektivet) har inkorporerats in i svensk lag. Reglerna är 11 timmars dygnsvila, veckovila (24 timmar + 1 dygnsvila) samt 48 timmars maximal genomsnittlig arbetstid per vecka. Reglerna är införda i arbetstidslagen (1982:673) (ATL) som i sin tur stadgar att regleringen kan genomföras i kollektivavtal, en semidispositiv lösning med EU-spärr. De uppmärksammade ändringarna av dygnsvila i kollektivavtalet Allmänna bestämmelser mellan SKR och Sobona samt respektive arbetstagarorganisation, efter ett enskilt klagomål till EU-kommissionen, har använts... (More)
Uppsatsen består av en undersökning kring hur särskilda viloregler i Europa-parlamentets och Rådets direktiv 2003/88/EG av den 4 november 2003 om arbetstidens förläggning i vissa avseenden (arbetstidsdirektivet) har inkorporerats in i svensk lag. Reglerna är 11 timmars dygnsvila, veckovila (24 timmar + 1 dygnsvila) samt 48 timmars maximal genomsnittlig arbetstid per vecka. Reglerna är införda i arbetstidslagen (1982:673) (ATL) som i sin tur stadgar att regleringen kan genomföras i kollektivavtal, en semidispositiv lösning med EU-spärr. De uppmärksammade ändringarna av dygnsvila i kollektivavtalet Allmänna bestämmelser mellan SKR och Sobona samt respektive arbetstagarorganisation, efter ett enskilt klagomål till EU-kommissionen, har använts som konkret exempel för att undersöka viloreglernas effektiva genomförande i nationell rätt.

Viloreglerna i arbetstidsdirektivet föreskriver minimal vilotid under en tidsperiod, medan andra bestämmelser i direktivet möjliggör särskilda avvikelser som kan genomföras i lag och kollektivavtal. Maximal genomsnittlig veckoarbetstid (48 timmar) kan inte avvikas ifrån, men däremot i enskilda fall bortses ifrån om landet har möjliggjort individuella samtycken i lag. Detta har inte Sverige öppnat upp för. Nya EU-rättsfall på området, C-55/18 – CCOO samt C-477/21 – Máv-Start problematiserar Sveriges införlivande av arbetstidsdirektivet ytterligare. Avgörandena ställer krav på registrering av arbetstid, samt har preciserat förhållandet mellan dygns- och veckovila, vilket kan leda till att Sverige har infört en längre total veckovila än tänkt.

Ändringen av § 13 angående arbetstid i Allmänna bestämmelser har lett till en uppstrukturering av dygnsviloregleringen. Det är tydligare statuerat att arbete och vila ska ges alternerande, samt att huvudregeln för detta är 11 timmars dygnsvila. Avvikelsemöjligheter, tillfälliga undantag och kompensation har förtydligats i kollektivavtalet och i särskilda bilagor. För arbetsplatser som genom bilagor inte kan arbeta 24-timmarspass, kan detta i stället möjliggöras efter beslut från en dispensnämnd. Dispenserna som har getts från den 1 februari 2024, består av individuella bedömningar. Besluten består oftast av dygnspass som beviljas under de lagstadgade semestermånaderna, för helger och särskilda övningar. Efter 2024 års avtalsrörelse har SKR och Sobona tillsammans med Kommunal bland annat förtydligat dispensnämndens uppdrag, förlängt beviljade dispenser, samt tagit bort dispenskravet för särskild övning och utbildning.

Arbetstidsdirektivet har kantats av problem, och mötts av kritik både på unions- och nationell nivå. Problemen har nu aktualiserats i ett enstaka kollektivavtal, Allmänna bestämmelser, och lär bestå. Kollektivavtalsparterna kan tyckas sitta i en rävsax. Samtidigt som man vill upprätthålla en lösning med genomförande av lagstiftning i kollektivavtal, tvingas man förhålla sig till regler som är främmande i en svensk arbetsrättslig kontext. Ett typexempel för problem i skärningspunkten mellan EU- och nationell arbetsrätt. (Less)
Abstract
This paper is an examination of how certain rules regarding rest in Directive 2003/88/EC of the European Parliament and of the Council of 4 November 2003 concerning certain aspects of the organisation of working time (WTD) is incorporated into Swedish law. The rules examined consist of daily rest (11 hours), weekly rest (24 hours + one daily rest) and 48 hours of maximum average weekly working time. Article 3(4) in the Working Hours Act (1982:673) states that it is possible to implement the directive’s rules in collective agreements, with an “EU-latch” that prevents the rules stipulated in the WTD from being undermined, article 3(4) Working Hours Act. The changes made to the collective agreement Allmänna bestämmelser between SKR and Sobona... (More)
This paper is an examination of how certain rules regarding rest in Directive 2003/88/EC of the European Parliament and of the Council of 4 November 2003 concerning certain aspects of the organisation of working time (WTD) is incorporated into Swedish law. The rules examined consist of daily rest (11 hours), weekly rest (24 hours + one daily rest) and 48 hours of maximum average weekly working time. Article 3(4) in the Working Hours Act (1982:673) states that it is possible to implement the directive’s rules in collective agreements, with an “EU-latch” that prevents the rules stipulated in the WTD from being undermined, article 3(4) Working Hours Act. The changes made to the collective agreement Allmänna bestämmelser between SKR and Sobona and different employee organisations, following an individual complaint to the European Commission, have been used as a practical example to examine the effective implementation of rules on rest in national legal systems.

The rules regarding rest in the WTD stipulate minimal rest for a specific period of time, and other articles in the directive provide possible derogations that can be used in national law or collective agreements. However, the limit on average weekly working time cannot be derogated from. Despite this, a country can provide an opt-out from the 48-hour limit in national law if the country’s legislation allows for individual consent. Sweden has not taken the opt-out. New cases from the ECJ, C-55/18 – CCOO and C-477/21 – Máv-Start problematises the implementation even further. There are new requirements for registration of working time, and the relationship between daily and weekly rest has been clarified, which could mean that Sweden has introduced a longer total weekly rest period than intended.

The reconstruction of § 13 and the rule of daily rest in Allmänna bestämmelser has led to a rule that is now more in line with the WTD. Eleven hours of rest each day, and work and rest that is given in alternation is the basis for the rule. Derogations, exceptions and compensations have been clarified in the collective agreement and in special annexes. For areas that are not allowed to work 24-hour shifts in the annexes, this can instead be made possible by a special dispensation board. The exemptions, which have been granted since 1 February 2024, consist of individual assessments, but most often permit 24-hour shifts during statutory holiday months, for weekends and special exercises. After the 2024 round of collective bargaining, SKR and Sobona together with Kommunal, have among other things clarified the dispensation board's mission, extended the granted exemptions and removed the exemption requirement for special training and education.

The WTD has been criticised at both EU and national level. The same problems can now be seen in a single collective agreement, Allmänna bestämmelser, and are likely to persist. The parties to the collective agreement may appear to be in a quandary. At the same time as they want to maintain a solution with legislation transposed into collective agreements, they are forced to deal with rules that are alien in a Swedish labour law context. A typical example of problems at the intersection of EU- and national labour law. (Less)
Please use this url to cite or link to this publication:
author
Johansson, Carl LU
supervisor
organization
alternative title
Keeping up with the working time regulation: an analysis of the Swedish implementation of the Working Time Directive and the changes in the collective agreement Allmänna bestämmelser
course
JURM02 20241
year
type
H3 - Professional qualifications (4 Years - )
subject
keywords
Arbetsrätt, EU-rätt
language
Swedish
id
9152146
date added to LUP
2024-05-31 14:11:56
date last changed
2024-05-31 14:11:56
@misc{9152146,
  abstract     = {{This paper is an examination of how certain rules regarding rest in Directive 2003/88/EC of the European Parliament and of the Council of 4 November 2003 concerning certain aspects of the organisation of working time (WTD) is incorporated into Swedish law. The rules examined consist of daily rest (11 hours), weekly rest (24 hours + one daily rest) and 48 hours of maximum average weekly working time. Article 3(4) in the Working Hours Act (1982:673) states that it is possible to implement the directive’s rules in collective agreements, with an “EU-latch” that prevents the rules stipulated in the WTD from being undermined, article 3(4) Working Hours Act. The changes made to the collective agreement Allmänna bestämmelser between SKR and Sobona and different employee organisations, following an individual complaint to the European Commission, have been used as a practical example to examine the effective implementation of rules on rest in national legal systems.

The rules regarding rest in the WTD stipulate minimal rest for a specific period of time, and other articles in the directive provide possible derogations that can be used in national law or collective agreements. However, the limit on average weekly working time cannot be derogated from. Despite this, a country can provide an opt-out from the 48-hour limit in national law if the country’s legislation allows for individual consent. Sweden has not taken the opt-out. New cases from the ECJ, C-55/18 – CCOO and C-477/21 – Máv-Start problematises the implementation even further. There are new requirements for registration of working time, and the relationship between daily and weekly rest has been clarified, which could mean that Sweden has introduced a longer total weekly rest period than intended.

The reconstruction of § 13 and the rule of daily rest in Allmänna bestämmelser has led to a rule that is now more in line with the WTD. Eleven hours of rest each day, and work and rest that is given in alternation is the basis for the rule. Derogations, exceptions and compensations have been clarified in the collective agreement and in special annexes. For areas that are not allowed to work 24-hour shifts in the annexes, this can instead be made possible by a special dispensation board. The exemptions, which have been granted since 1 February 2024, consist of individual assessments, but most often permit 24-hour shifts during statutory holiday months, for weekends and special exercises. After the 2024 round of collective bargaining, SKR and Sobona together with Kommunal, have among other things clarified the dispensation board's mission, extended the granted exemptions and removed the exemption requirement for special training and education.

The WTD has been criticised at both EU and national level. The same problems can now be seen in a single collective agreement, Allmänna bestämmelser, and are likely to persist. The parties to the collective agreement may appear to be in a quandary. At the same time as they want to maintain a solution with legislation transposed into collective agreements, they are forced to deal with rules that are alien in a Swedish labour law context. A typical example of problems at the intersection of EU- and national labour law.}},
  author       = {{Johansson, Carl}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Att hålla sig ajour med arbetstiden: En rättslig undersökning av Sveriges införlivande av arbetstidsdirektivet och ändringarna i kollektivavtalet Allmänna bestämmelser}},
  year         = {{2024}},
}