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De avtalade och lagstadgade begränsningarna av arbetstagarnas frihet – om sekretessens påverkan både inom och utom anställningsförhållandet

Bergholtz, Lova LU and Schröder Frykhammar, Ylva LU (2026) HARH16 20252
Department of Business Law
Abstract (Swedish)
Uppsatsen syftar till att klargöra rättsläget avseende tystnadsplikt och huruvida lojalitetsplikt och kritikträtt samspelar, samt hur sekretessbestämmelser inverkar i rättsfrågan. Med utgångspunkt i det arbetsrättsliga förhållandet mellan arbetsgivare och arbetstagare undersöks hur lojalitets- och tystnadsplikt samt kritikrätt påverkar arbetstagarens handlingsutrymme, vilket sätts i relation till sekretessbestämmelser.



Under hela anställningsförhållandet följer lojalitet- och tystnadsplikt för arbetstagare, vilken även kan avtalas att gälla efter anställningens upphörande. Arbetstagare inom den offentliga sektorn har en grundlagsskyddad kritikrätt och bestämmelser om sekretess, utöver lag, anses sakna rättsverkan. Privatanställda... (More)
Uppsatsen syftar till att klargöra rättsläget avseende tystnadsplikt och huruvida lojalitetsplikt och kritikträtt samspelar, samt hur sekretessbestämmelser inverkar i rättsfrågan. Med utgångspunkt i det arbetsrättsliga förhållandet mellan arbetsgivare och arbetstagare undersöks hur lojalitets- och tystnadsplikt samt kritikrätt påverkar arbetstagarens handlingsutrymme, vilket sätts i relation till sekretessbestämmelser.



Under hela anställningsförhållandet följer lojalitet- och tystnadsplikt för arbetstagare, vilken även kan avtalas att gälla efter anställningens upphörande. Arbetstagare inom den offentliga sektorn har en grundlagsskyddad kritikrätt och bestämmelser om sekretess, utöver lag, anses sakna rättsverkan. Privatanställda omfattas snarare av en mer långtgående tystnadsplikt följt av sekretessbestämmelser samt starkare lojalitetsplikt. Däremot kan arbetsgivaren påverka arbetstagares kritikrätt, tystnadsplikt samt lojalitetsplikt genom sekretessbestämmelser. Uppsatsens tio sekretessbestämmelser visar därmed att dessa kan påverka arbetstagarens handlingsutrymme i varierande utsträckning inom och utom anställningsförhållandet.



Det finns således en gränsdragning mellan yttranden som omfattas av tystnadsplikt samt yttranden som följer av kritikrätten. Den mest avgörande faktorn för arbetstagarens handlingsutrymme anses vara den sektor i vilken arbetstagaren tillhör samt vilka sekretessbestämmelser arbetstagaren omfattas av inom den privata sektorn. (Less)
Abstract
The thesis aims to clarify the legal framework regarding confidentiality and whether the duty of loyalty and the right to criticise interact, as well as how secrecy provisions affect the legal issue. Based on the employment relationship between employer and employee, the study examines how the duty of loyalty and confidentiality, as well as the right to criticise, affect the employee’s scope of action, which is then considered in relation to secrecy provisions.



Throughout the employment relationship, employees are bound by duties of loyalty and confidentiality, which may also be agreed to apply after the termination of employment. Employees in the public sector have a constitutionally protected right to criticise, and provisions... (More)
The thesis aims to clarify the legal framework regarding confidentiality and whether the duty of loyalty and the right to criticise interact, as well as how secrecy provisions affect the legal issue. Based on the employment relationship between employer and employee, the study examines how the duty of loyalty and confidentiality, as well as the right to criticise, affect the employee’s scope of action, which is then considered in relation to secrecy provisions.



Throughout the employment relationship, employees are bound by duties of loyalty and confidentiality, which may also be agreed to apply after the termination of employment. Employees in the public sector have a constitutionally protected right to criticise, and provisions on secrecy beyond the law are considered legally ineffective. Privately employed individuals are instead subject to a more extensive duty of confidentiality, followed by secrecy provisions and a stronger duty of loyalty. However, employers may influence employees’ right to criticise, duty of confidentiality, and duty of loyalty through secrecy provisions. The thesis´s ten secrecy provisions thus demonstrate that these can influence the employee´s scope of action to varying degrees, both during and outside the employment relationship.



There is, therefore, a distinction between statements covered by the duty of confidentiality and statements protected by the right to criticise. The most decisive factor for the employee’s scope of action is considered to be the sector to which the employee belongs and the secrecy provisions to which the employee is subject in the private sector. (Less)
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author
Bergholtz, Lova LU and Schröder Frykhammar, Ylva LU
supervisor
organization
course
HARH16 20252
year
type
M2 - Bachelor Degree
subject
keywords
Tystnadsplikt, kritikrätt, lojalitetsplikt, sekretessbestämmelser. Duty of confidentiality, the right to criticise, duty of loyalty, secrecy provision.
language
Swedish
id
9219106
date added to LUP
2026-01-21 10:54:53
date last changed
2026-01-21 10:54:53
@misc{9219106,
  abstract     = {{The thesis aims to clarify the legal framework regarding confidentiality and whether the duty of loyalty and the right to criticise interact, as well as how secrecy provisions affect the legal issue. Based on the employment relationship between employer and employee, the study examines how the duty of loyalty and confidentiality, as well as the right to criticise, affect the employee’s scope of action, which is then considered in relation to secrecy provisions. 

 

Throughout the employment relationship, employees are bound by duties of loyalty and confidentiality, which may also be agreed to apply after the termination of employment. Employees in the public sector have a constitutionally protected right to criticise, and provisions on secrecy beyond the law are considered legally ineffective. Privately employed individuals are instead subject to a more extensive duty of confidentiality, followed by secrecy provisions and a stronger duty of loyalty. However, employers may influence employees’ right to criticise, duty of confidentiality, and duty of loyalty through secrecy provisions. The thesis´s ten secrecy provisions thus demonstrate that these can influence the employee´s scope of action to varying degrees, both during and outside the employment relationship. 

 

There is, therefore, a distinction between statements covered by the duty of confidentiality and statements protected by the right to criticise. The most decisive factor for the employee’s scope of action is considered to be the sector to which the employee belongs and the secrecy provisions to which the employee is subject in the private sector.}},
  author       = {{Bergholtz, Lova and Schröder Frykhammar, Ylva}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{De avtalade och lagstadgade begränsningarna av arbetstagarnas frihet – om sekretessens påverkan både inom och utom anställningsförhållandet}},
  year         = {{2026}},
}