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Uppsägning på grund av personliga skäl enligt lagen om anställningsskydd efter 2022 års ändringar

Eriksson, Charlene LU and Tauson, Ella LU (2026) HARH16 20252
Department of Business Law
Abstract (Swedish)
Lagen (1982:80) om anställningsskydd (LAS) genomgick år 2022 en reform som bland annat innebar en förändring av regleringen för uppsägning på grund av personliga skäl i 7 § LAS. Syftet var att öka förutsebarheten för både arbetsgivare och arbetstagare vid uppsägningar. Med hjälp av rättsdogmatisk metod syftar uppsatsen till att analysera och kartlägga reformen i
förhållande till uppsägning på grund av personliga skäl med fokus på förutsebarhet och semidispositivitet. Uppsatsen syftar dessutom till att undersöka hur rättstillämpningen ser ut efter reformen samt om reformens syfte kan anses vara uppfyllt.

Reformen har inneburit att det inte längre görs någon intresseavvägning eller prognos. Bedömningen utgår dock fortfarande från lag,... (More)
Lagen (1982:80) om anställningsskydd (LAS) genomgick år 2022 en reform som bland annat innebar en förändring av regleringen för uppsägning på grund av personliga skäl i 7 § LAS. Syftet var att öka förutsebarheten för både arbetsgivare och arbetstagare vid uppsägningar. Med hjälp av rättsdogmatisk metod syftar uppsatsen till att analysera och kartlägga reformen i
förhållande till uppsägning på grund av personliga skäl med fokus på förutsebarhet och semidispositivitet. Uppsatsen syftar dessutom till att undersöka hur rättstillämpningen ser ut efter reformen samt om reformens syfte kan anses vara uppfyllt.

Reformen har inneburit att det inte längre görs någon intresseavvägning eller prognos. Bedömningen utgår dock fortfarande från lag, förarbeten och befintlig praxis. Förändringen har dessutom inneburit att regleringen av uppsägning har blivit semidispositiv på huvudorganisationsnivå genom 2 c § LAS och möjliggjort avtal som Huvudavtalet mellan Svenskt Näringsliv, PTK och LO. Detta innebär att rättstillämpningen kan komma att variera för de som omfattas av avtalet. Som det ser ut idag verkar dock inte avtalet skilja sig i stort från lag.

Sammanfattningsvis visar uppsatsen att reformen ännu inte inneburit någon större förändring av rättsläget. Om syftet med reformen kan anses vara uppfyllt återstår att se genom framtida praxis. (Less)
Abstract
The Employment Protection Act (LAS) underwent a reform in 2022 which, among other things, involved a change in the regulation regarding dismissals on personal grounds in Section 7. The purpose of the reform was to increase predictability for both employers and employees in cases of dismissals. Using a legal dogmatic method, the thesis aims to analyse and map the reform
in relation to dismissal on personal grounds with a focus on predictability and semi-dispositivity. The essay also aims to interpret how the application of the law appears after the reform as well as whether the purpose of the reform can be considered to have been fulfilled.

The reform has meant that balancing of interests or prognosis are no longer assessed. However,... (More)
The Employment Protection Act (LAS) underwent a reform in 2022 which, among other things, involved a change in the regulation regarding dismissals on personal grounds in Section 7. The purpose of the reform was to increase predictability for both employers and employees in cases of dismissals. Using a legal dogmatic method, the thesis aims to analyse and map the reform
in relation to dismissal on personal grounds with a focus on predictability and semi-dispositivity. The essay also aims to interpret how the application of the law appears after the reform as well as whether the purpose of the reform can be considered to have been fulfilled.

The reform has meant that balancing of interests or prognosis are no longer assessed. However, the evaluation is still based on law, preparatory work and existing case law. The change has also meant that the regulations of dismissal have become semi-dispositive at the main organisation level through Section 2 c of The Employment Protection Act as well as The Main
Agreement between Svenskt Näringsliv, PTK and LO. The legal application may vary for those bound by the agreement. However, the current legal situation appears to suggest that the agreement, in general, does not differ significantly from the law.

In summary, the essay shows that the reform has not yet led to any major change in the legal situation. Whether the purpose of the reform can be considered fulfilled remains to be clarified through future case law. (Less)
Please use this url to cite or link to this publication:
author
Eriksson, Charlene LU and Tauson, Ella LU
supervisor
organization
course
HARH16 20252
year
type
M2 - Bachelor Degree
subject
keywords
LAS, sakliga skäl, uppsägning på grund av personliga skäl, förutsebarhet, semidispositivitet, Huvudavtalet 2022, rättstillämpning, Employment Protection Act (LAS), substantive reasons, dismissal for personal reasons, predictability, semi-dispositivity, The Main Agreement 2022, legal application
language
Swedish
id
9219295
date added to LUP
2026-01-22 07:27:04
date last changed
2026-01-22 07:27:04
@misc{9219295,
  abstract     = {{The Employment Protection Act (LAS) underwent a reform in 2022 which, among other things, involved a change in the regulation regarding dismissals on personal grounds in Section 7. The purpose of the reform was to increase predictability for both employers and employees in cases of dismissals. Using a legal dogmatic method, the thesis aims to analyse and map the reform 
in relation to dismissal on personal grounds with a focus on predictability and semi-dispositivity. The essay also aims to interpret how the application of the law appears after the reform as well as whether the purpose of the reform can be considered to have been fulfilled. 

The reform has meant that balancing of interests or prognosis are no longer assessed. However, the evaluation is still based on law, preparatory work and existing case law. The change has also meant that the regulations of dismissal have become semi-dispositive at the main organisation level through Section 2 c of The Employment Protection Act as well as The Main 
Agreement between Svenskt Näringsliv, PTK and LO. The legal application may vary for those bound by the agreement. However, the current legal situation appears to suggest that the agreement, in general, does not differ significantly from the law. 

In summary, the essay shows that the reform has not yet led to any major change in the legal situation. Whether the purpose of the reform can be considered fulfilled remains to be clarified through future case law.}},
  author       = {{Eriksson, Charlene and Tauson, Ella}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Uppsägning på grund av personliga skäl enligt lagen om anställningsskydd efter 2022 års ändringar}},
  year         = {{2026}},
}