Uppsägning av personliga skäl - från sakligt grundad till grundad på sakliga skäl
(2024) JURM02 20242Department of Law
Faculty of Law
- Abstract
- 7 § of the employment protection act (LAS) was recently changed when it comes to what is required to dismiss an employee. The change means that when an employee is dismissed based on personal reasons, the focus will primarily be on the employee’s breach of the employment agreement and the severity of the breach. There will no longer be any consideration of the em-ployee’s interest in keeping their employment, nor will there be an assess-ment of the employee’s ability to behave or perform in the future.
The requirement to relocate an employee according to 7 § 2 paragraph of LAS has been specified so that only one relocation is required. If the employee subsequently breaches its obligations according to the employment agreement, the... (More) - 7 § of the employment protection act (LAS) was recently changed when it comes to what is required to dismiss an employee. The change means that when an employee is dismissed based on personal reasons, the focus will primarily be on the employee’s breach of the employment agreement and the severity of the breach. There will no longer be any consideration of the em-ployee’s interest in keeping their employment, nor will there be an assess-ment of the employee’s ability to behave or perform in the future.
The requirement to relocate an employee according to 7 § 2 paragraph of LAS has been specified so that only one relocation is required. If the employee subsequently breaches its obligations according to the employment agreement, the employer is not obligated to offer another relocation, unless there are special reasons to do so.
The purpose of these changes is to make situations of dismissal more pre-dictable and thereby reduce uncertainty for both employers and employees in the labor market. Reducing uncertainty and making the law more predict-able will reduce disputes on the matter and thereby reduce unnecessary costs for both employers and employees.
7 § 1 and 2 paragraph of LAS have become semi dispositive. Through col-lective bargaining agreements, it is now possible, under certain conditions, to make deviations regarding what constitutes cause for dismissal based on personal reasons and the obligation of relocation.
The aim of this change is to make the labor market more flexible and to al-low for consideration for the differences of the various sectors of the labor market.
This change has enabled Svenskt Näringsliv, LO and PTK to enter into the Main Agreement on Security, Transition, and Employment Protection, in which they have agreed on what shall constitute cause for dismissal and how the employer’s obligation to relocate employees should be structured. This agreement covers a large proportion of employees.
In this essay, I conclude that these legislative changes have partly been suc-cessful in increasing predictability in dismissal situations due to personal reasons but that the changes have also resulted in reduced protection for employees. (Less) - Abstract (Swedish)
- 7 § LAS, som tidigare angav att en uppsägning ska vara sakligt grundad, har ändrats på så vis att en uppsägning ska grunda sig på sakliga skäl. Ändringen innebär att vid uppsägningssituationer som hänför sig till personliga skäl ska fokus numer främst ligga på avtalsbrottet. Den framtidsprognos som tidigare gjorts kring en arbetstagares lämplighet ska inte längre göras och en arbetstagares intresse av att behålla sin anställning ska inte längre beaktas.
Kravet på omplacering enligt 7 § 2 st. har preciserats på så vis att det numer i regel bara ska krävas en omplacering. Om en arbetstagare därefter överträder sina förpliktelser enligt anställningsavtalet krävs inte av arbetsgivaren att denne erbjuder ytterligare omplacering, såvida det... (More) - 7 § LAS, som tidigare angav att en uppsägning ska vara sakligt grundad, har ändrats på så vis att en uppsägning ska grunda sig på sakliga skäl. Ändringen innebär att vid uppsägningssituationer som hänför sig till personliga skäl ska fokus numer främst ligga på avtalsbrottet. Den framtidsprognos som tidigare gjorts kring en arbetstagares lämplighet ska inte längre göras och en arbetstagares intresse av att behålla sin anställning ska inte längre beaktas.
Kravet på omplacering enligt 7 § 2 st. har preciserats på så vis att det numer i regel bara ska krävas en omplacering. Om en arbetstagare därefter överträder sina förpliktelser enligt anställningsavtalet krävs inte av arbetsgivaren att denne erbjuder ytterligare omplacering, såvida det inte finns särskilda skäl.
Ändringarna har skett i syfte att göra uppsägningssituationer mer förutsebara för att minska osäkerhet för både arbetsgivare och arbetstagare på arbetsmarknaden och undvika kostsamma tvister.
7 § 1 och 2 st. LAS har blivit semidispositiva. På kollektivavtalsnivå går nu, under vissa förutsättningar, att avtala om vad som utgör sakliga skäl och om omplaceringsskyldigheten.
Syftet är att göra arbetsmarknaden mer flexibel och ge möjlighet att beakta olikheterna hos arbetsmarknadens olika sektorer.
Semidispositiviteten har medfört att Svenskt Näringsliv, LO och PTK har kunnat ingå ett så kallat huvudavtal om trygghet, omställning och anställningsskydd (fortsättningsvis Huvudavtalet), i vilket de avtalat om vad som ska utgöra sakliga skäl och hur omplaceringsskyldigheten ska se ut. En stor del arbetstagare omfattas av Huvudavtalet.
Jag når i uppsatsen slutsatsen att lagändringen delvis medför ökad förutsebarhet i uppsägningssituationer av personliga skäl men också ett minskat anställningsskydd. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9177271
- author
- Odelberg, Vilhelm LU
- supervisor
-
- Mia Rönnmar LU
- organization
- alternative title
- Dismissal due to personal reasons
- course
- JURM02 20242
- year
- 2024
- type
- H3 - Professional qualifications (4 Years - )
- subject
- keywords
- arbetsrätt, labour law
- language
- Swedish
- id
- 9177271
- date added to LUP
- 2025-01-24 14:54:18
- date last changed
- 2025-01-24 14:54:18
@misc{9177271,
abstract = {{7 § of the employment protection act (LAS) was recently changed when it comes to what is required to dismiss an employee. The change means that when an employee is dismissed based on personal reasons, the focus will primarily be on the employee’s breach of the employment agreement and the severity of the breach. There will no longer be any consideration of the em-ployee’s interest in keeping their employment, nor will there be an assess-ment of the employee’s ability to behave or perform in the future.
The requirement to relocate an employee according to 7 § 2 paragraph of LAS has been specified so that only one relocation is required. If the employee subsequently breaches its obligations according to the employment agreement, the employer is not obligated to offer another relocation, unless there are special reasons to do so.
The purpose of these changes is to make situations of dismissal more pre-dictable and thereby reduce uncertainty for both employers and employees in the labor market. Reducing uncertainty and making the law more predict-able will reduce disputes on the matter and thereby reduce unnecessary costs for both employers and employees.
7 § 1 and 2 paragraph of LAS have become semi dispositive. Through col-lective bargaining agreements, it is now possible, under certain conditions, to make deviations regarding what constitutes cause for dismissal based on personal reasons and the obligation of relocation.
The aim of this change is to make the labor market more flexible and to al-low for consideration for the differences of the various sectors of the labor market.
This change has enabled Svenskt Näringsliv, LO and PTK to enter into the Main Agreement on Security, Transition, and Employment Protection, in which they have agreed on what shall constitute cause for dismissal and how the employer’s obligation to relocate employees should be structured. This agreement covers a large proportion of employees.
In this essay, I conclude that these legislative changes have partly been suc-cessful in increasing predictability in dismissal situations due to personal reasons but that the changes have also resulted in reduced protection for employees.}},
author = {{Odelberg, Vilhelm}},
language = {{swe}},
note = {{Student Paper}},
title = {{Uppsägning av personliga skäl - från sakligt grundad till grundad på sakliga skäl}},
year = {{2024}},
}