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Since 2007 the EU commission has been investigating Sweden regarding their implementation of the Council's directive 1999/70/EC concerning the framework agreement on fixed-term work into Swedish law after a report to the commission from a Swedish confederation of officials, TCO. After many years and turns back and forth between the commission and the Swedish government with several failed suggestions of changes to the Swedish legislation regarding fixed-term contracts, the government presented a final suggestion that was successfully voted through and thereby new rules regarding fixed-term contracts applies in Sweden from 1 May 2016.During this whole process, and before it as well, there has been a discussion between the parties of the labour market on whether fixed-term contracts are being misused or not in Sweden. The main purpose of this essay is to shed some light on the question of this misuse of fixed-term contracts and to see what consequences such misuse, if it exists, could have on the society and specifically on the labour market integration of newly arrived citizens.If misuse of fixed-term contracts exist or not is a question of interpretation and is depending on how the labour market is viewed. There are different perspectives and different theories on how the labour market should function to best profit the society. What effects the new Swedish legislation regarding fixed-term contracts will have on the society and on the integration of newly arrived citizens in the future is yet to be shown. If the new rules regarding fixed-term contracts fulfill their purpose in strengthening the employee protection that could have a positive outcome for both newly arrived citizens and the society at large.

The central theme of this diploma thesis is the mutual relationship between the employee protection and the contractual freedom as legal principles standing against each other. This relationship must be balanced as much as possible within the framework of legislation on labour law relationships, which is the task of labour law. This diploma thesis deals with the assessment of the level of flexibility against the legal instruments used to protect the employee. In other words, this diploma thesis attempts to outline the operation of the modern principle of flexicurity in the Czech law, while also explaining what the flexicurity itself means. The first part of this diploma thesis describes labour law in general terms as a legal branch, its aims and its object. At the same time, it outlines the historical development of labour law relationships with a focus on the operation of the contractual freedom and the employee protection in order to better understand the whole matters. The second part deals with the explanation of the concept of flexicurity and the meaning of its particular parts, which form this concept. The notional first half of this work dealing with the general definition of flexibility and the employee protection is then completed by the third and fourth parts dealing with both the concept...

During writing of this work, I focused on the nature and consequences of organizational changes done by employer, that affect labor relations, especially their stability. At the same time, I tried to emphasize the importance of balancing the stability and flexibility of these relationships, which is mainly due to the fact that I supplement my opinion on the balance of these contradictory aspects in the description of the legislation related to the issue. Given that organizational changes affect the weaker side of labor relations, employee, more significantly, I focused on his position in these evaluations. The key role in the interpretation of legislation of organizational changes and related institutes have courts through judgments, that often have to fill gaps that arise mainly due to variability of cases that may occur in practise. The main finding is that the Czech legal regulation of organizational changes provides, in the vast majority od cases, enough freedom to implement the will of both the employer and the employee, as well as largely adheres to one of the main principles of labor laq, protection of employee status. However, some institutes do not fully match the current needs of labor relations and somentimes even the requirements of the European Union. Therefore, we can only believe...