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Arbetsrättsliga villkor i offentlig upphandling – En studie om Sveriges implementering av upphandlingsdirektivets artikel 18(2)

Ekström, Arvid LU (2024) LAGF03 20241
Department of Law
Faculty of Law
Abstract (Swedish)
Inom EU har det sedan 2010-talet skett en progressiv utveckling där sociala
hänsyn fått en större roll inom offentliga upphandlingar. Sedan upphandlingsdirektivet från 2014 finns det numera en skyldighet för EU:s medlemsländer
att iaktta arbetsrättsliga skyldigheter i upphandlingsförfarandet, vilket också
tydliggjorts genom EUD:s praxis. Hur dessa skyldigheter ska beaktas är dock
fortfarande komplicerat. Alla villkor i offentliga upphandlingar måste vara
förenliga med de grundläggande upphandlingsrättsliga principerna: likvärdighet och icke-diskriminering, transparens och proportionalitet. Den här
uppsatsen har därför tagit avstamp i att utreda relationen mellan skyldigheten
att iaktta arbetsrättsliga skyldigheter och dessa... (More)
Inom EU har det sedan 2010-talet skett en progressiv utveckling där sociala
hänsyn fått en större roll inom offentliga upphandlingar. Sedan upphandlingsdirektivet från 2014 finns det numera en skyldighet för EU:s medlemsländer
att iaktta arbetsrättsliga skyldigheter i upphandlingsförfarandet, vilket också
tydliggjorts genom EUD:s praxis. Hur dessa skyldigheter ska beaktas är dock
fortfarande komplicerat. Alla villkor i offentliga upphandlingar måste vara
förenliga med de grundläggande upphandlingsrättsliga principerna: likvärdighet och icke-diskriminering, transparens och proportionalitet. Den här
uppsatsen har därför tagit avstamp i att utreda relationen mellan skyldigheten
att iaktta arbetsrättsliga skyldigheter och dessa principer.
Därefter har en granskning av den svenska implementeringen gjorts för
att avgöra om Sverige uppfyller denna skyldighet. I Sverige har man valt en
modell med särskilda kontraktsvillkor, där de arbetsrättsliga villkoren regleras mellan leverantören och den upphandlande myndigheten. I Sverige bestäms lejonparten av de arbetsrättsliga villkoren i kollektivavtal, varför villkoren hämtas just ur dessa. Därför har uppsatsen undersökt om denna lösning
även är förenlig de upphandlingsrättsliga principerna så som de framkommer
i unionsrätten.
Av vad som framkommit i uppsatsen har skyldigheten att iaktta arbetsrättsliga skyldigheter i upphandlingsförfarandet fått en framträdande roll i
upphandlingsdirektivet, likställd med de grundläggande upphandlingsrättsliga principerna. Hur dessa förhåller sig till varandra är dock komplext. Uppsatsen redogör för flera fall där EUD klarlagt principernas innebörd i förhållande till arbetsrättsliga villkor. Framförallt har det framkommit att ställandet
av arbetsrättsliga villkor i förhållande till utländska anbudsgivare innebär
stora svårigheter i förhållande till principen om likvärdighet och icke-diskriminering. Villkor har också ansett oproportionerliga när de ställer högre krav
än vad som följer av exempelvis minimilöner. Principen om transparens ställer också krav på att villkoren ska framgå på ett klart, precis och entydigt sätt.
Detta medför bland annat att det inte går att hänvisa direkt till ett kollektivavtal.
4
Av undersökningen av den svenska implementeringen har det framgått
att lagstiftaren lyckats införa bestämmelser om arbetsrättsliga villkor som är
förenliga med de upphandlingsrättsliga principerna. Problemet med den
svenska implementeringen handlar snarare ifall man lyckas uppfylla skyldigheten att iaktta arbetsrättsliga skyldigheter. I svenska upphandlingsregler
finns numera ett krav på att ställa arbetsrättsliga villkor, men endast om det
anses behövligt. Denna behövlighetsbedömning ligger på den upphandlande
myndigheten, och det finns inget som säkerställer att den blir gjort. Det finns
även incitament för myndigheterna att inte iaktta denna skyldighet, varför det
går att ifrågasätta om den svenska implementeringen uppfyller upphandlingsdirektivets krav. (Less)
Abstract
Since the 2010s, social considerations have played an increasingly significant
role in EU public procurement. The 2014 Public Procurement Directive introduced an obligation for EU Member States to consider labour law in the
procurement process, which has also been clarified by European Court of Justice. However, how this obligation should be considered remains complex.
All terms and conditions in public procurement must align with the fundamental principles of public procurement law: equality and non-discrimination, transparency, and proportionality. This paper therefore begins by examining the relationship between the obligation to consider labour law and these
principles.
Subsequently, this paper examines whether Sweden fulfils this... (More)
Since the 2010s, social considerations have played an increasingly significant
role in EU public procurement. The 2014 Public Procurement Directive introduced an obligation for EU Member States to consider labour law in the
procurement process, which has also been clarified by European Court of Justice. However, how this obligation should be considered remains complex.
All terms and conditions in public procurement must align with the fundamental principles of public procurement law: equality and non-discrimination, transparency, and proportionality. This paper therefore begins by examining the relationship between the obligation to consider labour law and these
principles.
Subsequently, this paper examines whether Sweden fulfils this obligation through its chosen model of special contract conditions, where the conditions of labour law are regulated between the supplier and the contracting
authority. In Sweden, the majority of labour law is determined by collective
agreements, why the special contract conditions are taken from these. This
paper assesses whether this solution aligns with the principles of procurement
law as articulated in EU law.
Based on the findings of this paper, the obligation to comply with labour
law in the procurement procedure has gained a prominent role in the Public
Procurement Directive, comparable to the basic principles of public procurement law. However, the relationship between these provisions remains complex. The paper presents several cases where the European Court of Justice
has clarified the meaning of the principles in relation to conditions of labour
law. In particular, the imposition of conditions of labour law on foreign tenderers presents significant challenges regarding the principle of equality and
non-discrimination. Conditions have also been deemed disproportionate
when imposing higher obligations than those derived from minimum wages.
Additionally, the principle of transparency requires that conditions be clear,
precise, and unambiguous, which means direct references to collective agreements are not permissible.
2
The study of the Swedish implementation shows that the legislator has
successfully introduced provisions on conditions of labour law that are compatible with the principles of procurement law. However, the issue lies in
whether Sweden effectively fulfils the obligation to comply with the obligation to consider labour law. Swedish procurement law now mandates the imposition of labour law conditions only if deemed necessary. This necessity
assessment is the responsibility of the contracting authority, with no guarantees of compliance. Moreover, there are incentives for authorities to avoid this
obligation, raising questions about whether the Swedish implementation
meets the requirements of the Public Procurement Directive. (Less)
Please use this url to cite or link to this publication:
author
Ekström, Arvid LU
supervisor
organization
course
LAGF03 20241
year
type
M2 - Bachelor Degree
subject
keywords
Offentlig upphandling, EU-rätt, Arbetsrätt, Arbetsrättsliga villkor
language
Swedish
id
9152889
date added to LUP
2024-06-26 11:44:12
date last changed
2024-06-26 11:44:12
@misc{9152889,
  abstract     = {{Since the 2010s, social considerations have played an increasingly significant
role in EU public procurement. The 2014 Public Procurement Directive introduced an obligation for EU Member States to consider labour law in the
procurement process, which has also been clarified by European Court of Justice. However, how this obligation should be considered remains complex.
All terms and conditions in public procurement must align with the fundamental principles of public procurement law: equality and non-discrimination, transparency, and proportionality. This paper therefore begins by examining the relationship between the obligation to consider labour law and these
principles.
Subsequently, this paper examines whether Sweden fulfils this obligation through its chosen model of special contract conditions, where the conditions of labour law are regulated between the supplier and the contracting
authority. In Sweden, the majority of labour law is determined by collective
agreements, why the special contract conditions are taken from these. This
paper assesses whether this solution aligns with the principles of procurement
law as articulated in EU law.
Based on the findings of this paper, the obligation to comply with labour
law in the procurement procedure has gained a prominent role in the Public
Procurement Directive, comparable to the basic principles of public procurement law. However, the relationship between these provisions remains complex. The paper presents several cases where the European Court of Justice
has clarified the meaning of the principles in relation to conditions of labour
law. In particular, the imposition of conditions of labour law on foreign tenderers presents significant challenges regarding the principle of equality and
non-discrimination. Conditions have also been deemed disproportionate
when imposing higher obligations than those derived from minimum wages.
Additionally, the principle of transparency requires that conditions be clear,
precise, and unambiguous, which means direct references to collective agreements are not permissible.
2
The study of the Swedish implementation shows that the legislator has
successfully introduced provisions on conditions of labour law that are compatible with the principles of procurement law. However, the issue lies in
whether Sweden effectively fulfils the obligation to comply with the obligation to consider labour law. Swedish procurement law now mandates the imposition of labour law conditions only if deemed necessary. This necessity
assessment is the responsibility of the contracting authority, with no guarantees of compliance. Moreover, there are incentives for authorities to avoid this
obligation, raising questions about whether the Swedish implementation
meets the requirements of the Public Procurement Directive.}},
  author       = {{Ekström, Arvid}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Arbetsrättsliga villkor i offentlig upphandling – En studie om Sveriges implementering av upphandlingsdirektivets artikel 18(2)}},
  year         = {{2024}},
}