Alkoholmissbruk och alkoholism - En utredning av arbetsgivarens ansvar
(2026) HARH16 20252Department of Business Law
- Abstract (Swedish)
- Alkoholkonsumtion är vanligt förekommande bland vuxna, och över 80 procent i Sverige uppger att de dricker alkohol årligen. När alkoholkonsumtionen påverkar individens arbetsförmåga kan den medföra betydande risker för både säkerhet och arbetsmiljö. Höga krav ställs därför på arbetsgivaren.
Via en rättsdogmatisk metod syftar uppsatsen till att analysera och jämföra arbetsgivarens ansvar vid alkoholmissbruk och alkoholism. Med stöd i relevanta rättskällor identifieras gällande rätt kring omplacering, uppsägning och avsked. Analysen diskuterar likheter och skillnader mellan dessa regleringar och arbetsgivarens skyldigheter vid missbruk och alkoholism.
Avslutningsvis fastställs att arbetsgivarens ansvar vid misskötsamhet grundat i... (More) - Alkoholkonsumtion är vanligt förekommande bland vuxna, och över 80 procent i Sverige uppger att de dricker alkohol årligen. När alkoholkonsumtionen påverkar individens arbetsförmåga kan den medföra betydande risker för både säkerhet och arbetsmiljö. Höga krav ställs därför på arbetsgivaren.
Via en rättsdogmatisk metod syftar uppsatsen till att analysera och jämföra arbetsgivarens ansvar vid alkoholmissbruk och alkoholism. Med stöd i relevanta rättskällor identifieras gällande rätt kring omplacering, uppsägning och avsked. Analysen diskuterar likheter och skillnader mellan dessa regleringar och arbetsgivarens skyldigheter vid missbruk och alkoholism.
Avslutningsvis fastställs att arbetsgivarens ansvar vid misskötsamhet grundat i alkoholmissbruk hanteras på samma sätt som misskötsamhet generellt. Arbetsgivaren ska följa regleringarna i Lag (1982:80) om anställningsskydd. Uppsägning kan vidtas vid alkoholmissbruk om det föreligger sakliga skäl. Innan uppsägningen sker måste arbetsgivaren varna arbetstagaren om det otillåtna beteendet. Omplacering ska utredas en gång, men ytterligare omplacering kan krävas om det föreligger särskilda skäl.
Uppsatsen konstaterar dessutom att alkoholism inte kan åberopas som uppsägningsgrund. Endast en stadigvarande arbetsnedsättning till följd av alkoholismen kan utgöra sakliga skäl för uppsägning. Omplacering sker vanligtvis en gång, men omplaceringskyldigheten kan vara mer omfattande om det gynnar rehabiliteringen. Arbetsgivaren ska utöver LAS regleringarna förhålla sig till den omfattande rehabiliteringsskyldighet som följer av Arbetsmiljölagen (1977:1160) och Socialförsäkringsbalken (2010:110). Reglerna kring avsked är generellt sett detsamma för alkoholmissbruk och alkoholism. I undantagsfall är alkoholism en förmildrande omständighet. (Less) - Abstract
- Alcohol consumption is common among adults, with more than 80 percent of individuals in Sweden reporting annual alcohol use. When alcohol consumption affects an employee´s work performance, it may result in safety risks and substantial impacts on the work environment. This results in further responsibilities and obligations for the employer.
Using a legal-dogmatic method, this thesis aims to analyse and compare the employer's responsibilities in cases of alcohol misuse and alcoholism. Authoritative sources of law are used to identify the legal framework. Particular focus is devoted to issues of redeployment, notice of termination and summary dismissal. The analysis discusses the similarities and differences between these regulations in... (More) - Alcohol consumption is common among adults, with more than 80 percent of individuals in Sweden reporting annual alcohol use. When alcohol consumption affects an employee´s work performance, it may result in safety risks and substantial impacts on the work environment. This results in further responsibilities and obligations for the employer.
Using a legal-dogmatic method, this thesis aims to analyse and compare the employer's responsibilities in cases of alcohol misuse and alcoholism. Authoritative sources of law are used to identify the legal framework. Particular focus is devoted to issues of redeployment, notice of termination and summary dismissal. The analysis discusses the similarities and differences between these regulations in connection to alcohol misuse and alcoholism. Similarly, the obligations for the employer will also be discussed.
In summary this essay concludes that the employer's responsibilities, in cases of misconduct based on alcohol misuse, do not differ from the responsibilities of misconduct in general. The employer must adhere to the regulations of LAS, under which notice of termination is permitted if objective grounds are established. The employer must also alert the employee about the prohibited behaviour before notice of termination. Generally, the employer is required to investigate redeployment once, with additional redeployment obligations only arising if special grounds exist.
Notice of termination is however prohibited on the basis of alcoholism. Only a lasting impairment of work ability as a result of the illness, can be objective grounds for notice of termination. Redeployment is only required once, unless further redeployment is beneficial for the employees' rehabilitation. In cases of alcoholism the employer must, in addition to the LAS regulations, also comply with the regulations of AML and SFB. Together these impose an extensive rehabilitation obligation. Regulations regarding summary dismissal are generally the same in both cases. There are however instances where alcoholism constitutes a mitigating factor. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9220541
- author
- Johansson, Emma LU and Naxéll, Nelly LU
- supervisor
- organization
- course
- HARH16 20252
- year
- 2026
- type
- M2 - Bachelor Degree
- subject
- keywords
- Alkoholmissbruk, Alkoholism: Omplacering, Uppsägning, Avsked, Rehabilitering
- language
- Swedish
- id
- 9220541
- date added to LUP
- 2026-01-23 08:28:57
- date last changed
- 2026-01-23 08:28:57
@misc{9220541,
abstract = {{Alcohol consumption is common among adults, with more than 80 percent of individuals in Sweden reporting annual alcohol use. When alcohol consumption affects an employee´s work performance, it may result in safety risks and substantial impacts on the work environment. This results in further responsibilities and obligations for the employer.
Using a legal-dogmatic method, this thesis aims to analyse and compare the employer's responsibilities in cases of alcohol misuse and alcoholism. Authoritative sources of law are used to identify the legal framework. Particular focus is devoted to issues of redeployment, notice of termination and summary dismissal. The analysis discusses the similarities and differences between these regulations in connection to alcohol misuse and alcoholism. Similarly, the obligations for the employer will also be discussed.
In summary this essay concludes that the employer's responsibilities, in cases of misconduct based on alcohol misuse, do not differ from the responsibilities of misconduct in general. The employer must adhere to the regulations of LAS, under which notice of termination is permitted if objective grounds are established. The employer must also alert the employee about the prohibited behaviour before notice of termination. Generally, the employer is required to investigate redeployment once, with additional redeployment obligations only arising if special grounds exist.
Notice of termination is however prohibited on the basis of alcoholism. Only a lasting impairment of work ability as a result of the illness, can be objective grounds for notice of termination. Redeployment is only required once, unless further redeployment is beneficial for the employees' rehabilitation. In cases of alcoholism the employer must, in addition to the LAS regulations, also comply with the regulations of AML and SFB. Together these impose an extensive rehabilitation obligation. Regulations regarding summary dismissal are generally the same in both cases. There are however instances where alcoholism constitutes a mitigating factor.}},
author = {{Johansson, Emma and Naxéll, Nelly}},
language = {{swe}},
note = {{Student Paper}},
title = {{Alkoholmissbruk och alkoholism - En utredning av arbetsgivarens ansvar}},
year = {{2026}},
}