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No description available.

The right of redeployment is a central part of the right of management, and is used to be able to adapt the workforce to the needs of the business. The right of management can only be exercised within the limits of the employee’s obligation to work, which makes the definition of it central. Neither the employer’s right of management nor the employee’s obligation to work is required by law, and it can sometimes be difficult to know how far the employer’s right of redeployment extends. The answers are found in collective agreements, individual employment agreements and case law, which means that the limits of the right of redeployment can vary. The right to relocate may be restricted by other laws, which the employer must take into account when deciding to relocate an employee. Principles have emerged from case law to take into consideration when guiding circumstances do not provide answers to the limits of the obligation to work. The development of labor law that has taken place in recent decades has undoubtedly affected the right of redeployment.

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No description available.

A fundamental part of labor law is that the employer is free to control and distribute the work. This means an opportunity for the employer to redeploy an employee within the framework of the employment. The principle of subordination means that the employee is subordinate to the employer and therefore has a duty of obedience to follow the employer's regulations. An employee is obliged to perform tasks that are justified according to the 29/29 principle. The tasks must have a natural connection with the employer's business, the work is performed on behalf of the employer and that the tasks fall within the employee's professional qualifications. The implication is that an employee is obliged to accept the relocation, provided that it falls within the employee's work obligations and that the relocation does not contravene applicable rules and laws. The purpose of the work is to examine how far the work management right and work obligation extend in the event of a relocation. Furthermore, the possibility for an employee to refuse to perform tasks that go against his morals and conscience, even though the tasks are in accordance with the work obligation, is tested. The essay also addresses circumstances when a relocation is considered legitimate or not. As neither the right of management nor the duty to work is in principle legislated, case law and doctrine have been the main sources of law to determine the applicable law. The employer's right to manage and distribute the work is extensive and the employee's obligation to perform tasks is comprehensive. However, both can be limited by provisions in employment contracts and collective agreements, but also legal provisions regulated in, among other things, MBL and LAS.

Arbetsmarknaden förändras ständigt. Förändringen medför att arbetsrätten behöver moderniseras. Studiens syfte är att med utgångspunkt i nuvarande lag och beaktande av ikraftträdandet av nya lagen om anställningsskydd, analysera arbetsgivarens arbetsledningsrätt vid kompetensutveckling och omställningar av arbetstagare. I arbetet har rättsdogmatiska metoden använts. Arbetsgivarnas ansvar för kompetensutveckling är inte reglerad i någon generell arbetsrättslagstiftning. En utredning vill ändra detta genom en förpliktelse i lag, vilket arbetsmarknadens parter motsätter sig. Vid uppsägningar p.g.a. arbetsbrist är det en förutsättning att arbetstagaren besitter kompetens och tillräckliga kvalifikationer. Idag finns det krav på tillräckliga kvalifikationer vid omplacering. Utredningen vill ändra på detta med en ny regel om att arbetstagaren ska besitta kvalifikationer för den nya anställningen. Detta är en arbetsmarknadspart positiv till, medan den andra motsätter sig förslaget. Författningsförslaget anses lägga för stort fokus på arbetsgivarnas flexibilitet istället för arbetstagarnas trygghet. Innan författningsförslaget träder i kraft anser partierna att det krävs en överenskommelse mellan arbetsmarknadens parter om reformeringen av LAS.

In the individual employment relationship, the employer has a management right and the employee an obligation to work. This balance of interest become difficult in relation to infection. Employers, on the one hand have the interest in having the work performed and a work environment responsibility to take all necessary measures to ensure that the employee is not exposed to ill health. While on the other hand the employee has a duty to work but may feel anxious about performing work that may involve danger for the workers own life and health. In this essay you will be reading about what legal obligations both from an international and national level an employer has in conjunction with infection, and what legal obligations in combination with the right to refuseto perform dangerous work an employee has. This is to enable an analysis of whether the different interest should and can be weighed between and against each other when it comes to infection. The essay will also draw parallels to covid-19 as it is relevant in connection with infection. This essay is namely written during the current pandemic of corona and the disease covid-19.

This essay will address restrictions that an employer has in case of termination of employment due to redundancy. A company that has financial problems or wants to reorganize their business may need to lay some employees off work. That kind of happening does not happen easy for the employer. Although a Swedish employer has a right to direct and allocate work there are a few restrictions before an employee does not work at the company anymore. To find out how these restrictions affects an employer and their rights the Swedish law, with both laws, preparatory work and case law will be examined. Apart from the Swedish legislation the essay will also have a look into the EU legislation and how it affects national law. The legal research will contain of laws and case law with focus on the employer’s obligation to reposition an employee in 7§ law regarding employee protection and to obtain the priority rules, 22§ of the same law. Furthermore, with a theory of interest, the essay will discuss why and how the labour court argue for the employee or employers right to allocate work. The EU will be compared to the Swedish legislation to see if there are differences and what the differences may be. The legal research alongside the analysis showed that these restrictions can, if used well, not be restrictions that interfere with the employers right to direct and allocate work. This as a result of the theory of interest model. Finally, the essay shows how the EU and Swedish legislation are compatible.