Från saklig grund till sakliga skäl - En analys av arbetsgivarens möjligheter att säga upp en arbetstagare vid bristande arbetsprestation och samarbetssvårigheter efter LAS-reformen 2022
(2026) HARH16 20252Department of Business Law
- Abstract
- Abstract
The aim of the study is to investigate the differences in employers' possibilities regarding dismissals due to personal reasons after the reform of Employment Protection Act 2022, such as poor work performance and cooperation difficulties. The main focus has been to investigate how the changes from "objective ground" to “objective reason” has affected the regulation regarding dismissals. The study further aims to analyze the obligations of the employer under current regulation regarding dismissals due to personal reasons. Furthermore, the main agreement concerning “Security, Transition and Employment protection” and its complement to the Employment Protection Act has been studied regarding the employers opportunities and... (More) - Abstract
The aim of the study is to investigate the differences in employers' possibilities regarding dismissals due to personal reasons after the reform of Employment Protection Act 2022, such as poor work performance and cooperation difficulties. The main focus has been to investigate how the changes from "objective ground" to “objective reason” has affected the regulation regarding dismissals. The study further aims to analyze the obligations of the employer under current regulation regarding dismissals due to personal reasons. Furthermore, the main agreement concerning “Security, Transition and Employment protection” and its complement to the Employment Protection Act has been studied regarding the employers opportunities and obligations to handle cooperation difficulties and poor work performance.
A legal dogmatic method has been used, which means that Employment Protection Act § 7 has been studied through preparatory works, selected case laws and certain legal literature. The main agreement has been analyzed in order to provide guidance regarding how the changes after the reform 2022 has been complementing the Employment Protection Act. The selected case laws have been identified through legal databases or legal literature and have been delimited to those who only address poor work performance and cooperation difficulties without any further connection to psychological, physical illness or any kind of addiction. Due to the limited amount of case laws connected to “objective reasons”, previous case laws were included in the study to investigate if the case laws could have had another outcome with current legislation.
The investigation of the legal situation establishes that some significant changes have been conducted due to the reform 2022, although some regulations still apply. The primary purpose of the reform 2022 regarding the change from “objective ground” to “objective reasons” has been to provide clarity for both employers and employees regarding the requirements for a dismissal to be legally valid. By making the Employment Protection Act § 7 semimandatory through the reform 2022, the main agreement has become a central part of the labour market, since objective reasons, poor work performance and cooperation difficulties are defined through this agreement. (Less) - Abstract (Swedish)
- Sammanfattning
Denna uppsats undersöker förändringarna i arbetsgivarens möjligheter att säga upp en arbetstagare på grund av personliga skäl såsom bristande arbetsprestation och samarbetssvårigheter efter LAS-reformen 2022. Fokuset har varit att undersöka hur förändringen från “saklig grund” till “sakliga skäl” har påverkat regleringen kring uppsägningar. Studien har även syftat till att analysera vilka krav som ställs på arbetsgivaren vid nuvarande reglering kring uppsägning av personliga skäl. Vidare har uppsatsen studerat hur huvudavtalet om “Trygghet, omställning och anställningsskydd” kompletterar LAS i fråga om arbetsgivarens möjligheter och skyldigheter att hantera samarbetssvårigheter och bristande arbetsprestationer.
En... (More) - Sammanfattning
Denna uppsats undersöker förändringarna i arbetsgivarens möjligheter att säga upp en arbetstagare på grund av personliga skäl såsom bristande arbetsprestation och samarbetssvårigheter efter LAS-reformen 2022. Fokuset har varit att undersöka hur förändringen från “saklig grund” till “sakliga skäl” har påverkat regleringen kring uppsägningar. Studien har även syftat till att analysera vilka krav som ställs på arbetsgivaren vid nuvarande reglering kring uppsägning av personliga skäl. Vidare har uppsatsen studerat hur huvudavtalet om “Trygghet, omställning och anställningsskydd” kompletterar LAS i fråga om arbetsgivarens möjligheter och skyldigheter att hantera samarbetssvårigheter och bristande arbetsprestationer.
En rättsdogmatisk metod har använts i uppsatsen där 7 § LAS studerats med hjälp av förarbeten, utvald rättspraxis och viss doktrin. Huvudavtalet har även analyserats för att ge vägledning om hur ändringarna efter reformen 2022 har kommit att komplettera LAS. Rättsfall har identifierats via juridiska databaser eller via lagkommentarer och har avgränsats till sådana som behandlar renodlad bristande arbetsprestation och samarbetssvårigheter, utan koppling till psykisk och fysisk sjukdom eller missbruk. Då antal rättsfall kopplat till sakliga skäl varit begränsade har äldre praxis inkluderats för att undersöka om rättsfallen kunnat få ett annat utfall med nuvarande reglering.
Utredningen av rättsläget har visat på att några väsentliga förändringar har gjorts genom reformen 2022, men att en del regleringar fortsatt görs gällande. Reformens syfte har varit att övergången från “saklig grund” till “sakliga skäl" främst ska leda till tydlighet för både arbetsgivare och arbetstagare gällande vad som krävs för att en uppsägning ska vara giltig i lagens mening. Genom att 7 § LAS gjorts semidispositiv genom reformen har huvudavtalet kommit att få en central roll på arbetsmarknaden då sakliga skäl, bristande arbetsprestation och samarbetssvårigheter definierats genom huvudavtalet. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9220086
- author
- Eninge, Gabriella LU and Dudas, Amanda LU
- supervisor
- organization
- course
- HARH16 20252
- year
- 2026
- type
- M2 - Bachelor Degree
- subject
- keywords
- Keywords: Employment protection, Employment Protection Act, poor work performance, cooperation difficulties, dismissal, personal reasons, objective reason. Ämnesord: Anställningsskydd, LAS, bristande arbetsprestation, samarbetssvårigheter, uppsägning, personliga skäl, sakliga skäl.
- language
- Swedish
- id
- 9220086
- date added to LUP
- 2026-01-21 12:00:44
- date last changed
- 2026-01-21 12:00:44
@misc{9220086,
abstract = {{Abstract
The aim of the study is to investigate the differences in employers' possibilities regarding dismissals due to personal reasons after the reform of Employment Protection Act 2022, such as poor work performance and cooperation difficulties. The main focus has been to investigate how the changes from "objective ground" to “objective reason” has affected the regulation regarding dismissals. The study further aims to analyze the obligations of the employer under current regulation regarding dismissals due to personal reasons. Furthermore, the main agreement concerning “Security, Transition and Employment protection” and its complement to the Employment Protection Act has been studied regarding the employers opportunities and obligations to handle cooperation difficulties and poor work performance.
A legal dogmatic method has been used, which means that Employment Protection Act § 7 has been studied through preparatory works, selected case laws and certain legal literature. The main agreement has been analyzed in order to provide guidance regarding how the changes after the reform 2022 has been complementing the Employment Protection Act. The selected case laws have been identified through legal databases or legal literature and have been delimited to those who only address poor work performance and cooperation difficulties without any further connection to psychological, physical illness or any kind of addiction. Due to the limited amount of case laws connected to “objective reasons”, previous case laws were included in the study to investigate if the case laws could have had another outcome with current legislation.
The investigation of the legal situation establishes that some significant changes have been conducted due to the reform 2022, although some regulations still apply. The primary purpose of the reform 2022 regarding the change from “objective ground” to “objective reasons” has been to provide clarity for both employers and employees regarding the requirements for a dismissal to be legally valid. By making the Employment Protection Act § 7 semimandatory through the reform 2022, the main agreement has become a central part of the labour market, since objective reasons, poor work performance and cooperation difficulties are defined through this agreement.}},
author = {{Eninge, Gabriella and Dudas, Amanda}},
language = {{swe}},
note = {{Student Paper}},
title = {{Från saklig grund till sakliga skäl - En analys av arbetsgivarens möjligheter att säga upp en arbetstagare vid bristande arbetsprestation och samarbetssvårigheter efter LAS-reformen 2022}},
year = {{2026}},
}