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Lojalitetspliktens gränser i den privata sektorn - Med fokus på konkurrerande verksamhet och kritikrätt

Bommarco Hennius, Alba LU and Larsson, Hanna LU (2026) HARH16 20252
Department of Business Law
Abstract
This thesis analyzes the duty of loyalty of private-sector employees in the employment relationship, with a focus on competing activities and the exercise of the right to criticize. Using a descriptive doctrinal method, the study examines the applicable law primarily through case law from the Swedish Labour Court, supplemented by statutes, preparatory works, and legal doctrine. The analysis shows that competing activities are typically considered a serious breach of loyalty when they cause or risk causing non-negligible harm. Such harm may be economic but can also involve a loss of reputation. Factors that are particularly relevant in the assessment include the nature and extent of the activity, the employee’s position and access to... (More)
This thesis analyzes the duty of loyalty of private-sector employees in the employment relationship, with a focus on competing activities and the exercise of the right to criticize. Using a descriptive doctrinal method, the study examines the applicable law primarily through case law from the Swedish Labour Court, supplemented by statutes, preparatory works, and legal doctrine. The analysis shows that competing activities are typically considered a serious breach of loyalty when they cause or risk causing non-negligible harm. Such harm may be economic but can also involve a loss of reputation. Factors that are particularly relevant in the assessment include the nature and extent of the activity, the employee’s position and access to sensitive information, the employer’s business area, and the purpose of the activity. In the area of the right to criticize, no direct damage requirement is established, however, the criticism must be objective and aimed at addressing deficiencies or irregularities in the workplace. The assessment is influenced, among other things, by the context of the criticism, its content, and whether it was first raised internally. The employee’s position is also relevant in the evaluation. Furthermore, there may be a public interest in making the criticism public. The protection against retaliation under the Whistleblowers Act is therefore relevant in this context. In conclusion, a holistic assessment is required to determine whether an employee has breached their duty of loyalty. (Less)
Abstract (Swedish)
Uppsatsen analyserar privatanställdas lojalitetsplikt i anställningsförhållandet med fokus på
konkurrerande verksamhet och utövandet av kritikrätten. Med en kartläggande rättsdogmatisk
metod undersöks gällande rätt genom främst Arbetsdomstolens praxis, kompletterad med lag,
förarbeten och doktrin. Analysen visar att konkurrerande verksamhet typiskt sett bedöms som ett
allvarligt lojalitetsbrott när den medför eller riskerar att medföra en betydlig skada. Skadan kan
vara ekonomisk men också bestå i förlorat anseende. I bedömningen framträder särskilt
verksamhetens art och omfattning, arbetstagarens ställning och tillgång till känslig information,
arbetsgivarens verksamhetsområde samt syftet med verksamheten. På kritikrättens... (More)
Uppsatsen analyserar privatanställdas lojalitetsplikt i anställningsförhållandet med fokus på
konkurrerande verksamhet och utövandet av kritikrätten. Med en kartläggande rättsdogmatisk
metod undersöks gällande rätt genom främst Arbetsdomstolens praxis, kompletterad med lag,
förarbeten och doktrin. Analysen visar att konkurrerande verksamhet typiskt sett bedöms som ett
allvarligt lojalitetsbrott när den medför eller riskerar att medföra en betydlig skada. Skadan kan
vara ekonomisk men också bestå i förlorat anseende. I bedömningen framträder särskilt
verksamhetens art och omfattning, arbetstagarens ställning och tillgång till känslig information,
arbetsgivarens verksamhetsområde samt syftet med verksamheten. På kritikrättens område
uppställs inte ett direkt skaderekvisit, men kritiken ska vara saklig och inriktad på att komma till
rätta med brister eller missförhållanden på arbetsplatsen. Bedömningen påverkas bland annat av
bakgrunden till kritik, dess innehåll och om den framförts internt. Även arbetstagarens ställning
är relevant i en bedömning. Det kan även finnas ett allmänintresse av att kritiken offentliggörs.
Skyddet mot repressalier enligt visselblåsarlagen aktualiseras därför i denna kontext.
Sammantaget krävs en helhetsbedömning för att fastställa om arbetstagaren åsidosatt sin
lojalitetsplikt. (Less)
Please use this url to cite or link to this publication:
author
Bommarco Hennius, Alba LU and Larsson, Hanna LU
supervisor
organization
course
HARH16 20252
year
type
M2 - Bachelor Degree
subject
keywords
private-sector employees, duty of loyalty, competing activities, right to criticize, Swedish Labour Court, assessment criteria privatanställda, lojalitetsplikt, Arbetsdomstolen, bedömningskriterier konkurrerande verksamhet, kritikrätt
language
Swedish
id
9220265
date added to LUP
2026-01-23 11:00:17
date last changed
2026-01-23 11:00:17
@misc{9220265,
  abstract     = {{This thesis analyzes the duty of loyalty of private-sector employees in the employment relationship, with a focus on competing activities and the exercise of the right to criticize. Using a descriptive doctrinal method, the study examines the applicable law primarily through case law from the Swedish Labour Court, supplemented by statutes, preparatory works, and legal doctrine. The analysis shows that competing activities are typically considered a serious breach of loyalty when they cause or risk causing non-negligible harm. Such harm may be economic but can also involve a loss of reputation. Factors that are particularly relevant in the assessment include the nature and extent of the activity, the employee’s position and access to sensitive information, the employer’s business area, and the purpose of the activity. In the area of the right to criticize, no direct damage requirement is established, however, the criticism must be objective and aimed at addressing deficiencies or irregularities in the workplace. The assessment is influenced, among other things, by the context of the criticism, its content, and whether it was first raised internally. The employee’s position is also relevant in the evaluation. Furthermore, there may be a public interest in making the criticism public. The protection against retaliation under the Whistleblowers Act is therefore relevant in this context. In conclusion, a holistic assessment is required to determine whether an employee has breached their duty of loyalty.}},
  author       = {{Bommarco Hennius, Alba and Larsson, Hanna}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Lojalitetspliktens gränser i den privata sektorn - Med fokus på konkurrerande verksamhet och kritikrätt}},
  year         = {{2026}},
}