In the staffing agency business, the responsibility of the working environment are divided between the client companies and the staffing agencies. Therefore the temporary workers should be double protected, but the consequences are that the responsibility of the working environment falls between the cracks in many businesses.The purpose of the essay is to examine how the workers in industrial businesses from the staffing agency are protected by the shared responsibility that exists between the client companies and the staffing agencies, regarding work environment. To be able to answer this questions, the legal method is used.The conclusion of this essay is that the temporary workers are protected by the Work Environment Act, stating that the staffing agency and the client company have a responsibility for the employee´s work environment. Since the staffing agency is the employer, they have the largest work environment responsibility. This means, however, that staffing agencies are in a special situation because they are not in the place where the employee works. Since the client company is equated with an employer according to 1 § SAM, the systematic work environment is shared equally between the client companies and staffing agencies. On the grounds that there is a lack of clarity concerning who is responsible for what from the both parties, it leads to that the working environment responsibility are neglected. It also depends on the fierce competition that exists between various staffing companies today, which means that staffing companies do not always take part of the client companies' risk assessments or requirements on the grounds that they are afraid of losing the customer. This results that the temporary employees do not get the protection that the Work Environment Act is intended to give them.

Late 19th century and until 1978, it was only the physical work environment that has been regulated in the legal text. It was only when the Work Environment Act came into force in 1978 that the psychosocial issues came to be included in the legal text. Today, most of the sick leave is due to the psychosocial work environment in the workplace. The work environment is regulated in the Work Environment Act and through the Swedish Work Environment Authority's statutes. Sweden's membership of the EU must take into account Council Directive 89/391/EEC of 12 June 1989 on the introduction of measures to encourage improvements in the safety and health of workers at work. It is the employer who is responsible for the work environment and the law's starting point is that the employer must ensure that the work environment is a safe place without ill health and accidents. This through systematic work environment work can prevent ill health and accidents even before they occur and also know what measures need to be taken. Work Environment Act places very extensive demands on the employer regarding measures to be taken to prevent ill health and accidents at the workplace, while the law does not state how it is to be conducted. Therefore, the Swedish Work Environment Authority has issued a large number of statutes that will give the law a more concrete nature

Bemanningsföretagen har sedan legaliseringen 1993 fått fäste på den svenska arbetsmarknaden. Bemanningsbranschen innebär en förändring av det traditionella anställningsförhållandet som vanligtvis är tvåpartsrelation till att bli en trepartsrelation. Det har skapat viss problematik, då arbetsrättslig lagstiftning främst är anpassad efter den tvåpartsrelation som ännu anses vanligast. Den reglering som styr arbetsmiljöfrågor är främst Arbetsmiljölagen, vilken kom till då trepartsförhållande var främmande för den svenska arbetsmarknaden. Därmed väcktes frågan om vilken aktör som bär arbetsmiljöansvaret vid uthyrning av arbetskraft samt om arbetsmiljöansvaret skiljer sig vid anlitandet av entreprenad.Syftet blir därför att, genom den rättsdogmatiska metoden, utreda gällande rätt och därigenom få djupare förståelse för komplexiteten kring ämnet. Stora delar av uppsatsen är av deskriptiv karaktär, en beskrivning av rådande rättsläge. För att få en internationell koppling berörs även International Labour Organizations konvention nr. 181 i syfte att utreda vilken inverkan den har för arbetstagare som hyrs ut av bemanningsföretag och deras arbetsmiljö.I mina slutsatser konstaterar jag att skyddet för den”traditionella arbetstagaren” är omfattande, medan skyddet för en arbetstagare i en trepartsrelation är betydligt mer komplex. Arbetsmiljöansvaret vid uthyrning av arbetstagare är i behov av ett förtydligande, vilket enligt mig borde ske genom lagstiftning. Till skillnad från personaluthyrning råder det ingen tvekan om ansvarsfördelningen vid anlitandet av entreprenad i Arbetsmiljölagen men enligt mig finns det ett behov av en definition av begreppet entreprenad. Definitionen bör syfta till att förebygga feltolkning av begreppet, då arbetssituationen, i vissa fall, kan bidra till att ett annat rättsförhållande skapas och att arbetsmiljöansvar då förskjuts till kundföretaget. International Labour Organizations konvention nr. 181 har ingen direkt inverkan på arbetsmiljöansvaret för uthyrda arbetstagare, då Sverige valt att inte ratificera konventionen. / Recruitment companies have since legalization in 1993 gained a foothold on the Swedish labour market. The staffing industry is a change from the traditional employment relationship which usually is a bilateral relationship to become a trilateral relationship. This has created some problems, when labour legislation primarily is adapted to the bilateral relationship, which still is considered most common. The regulations governing health and safety issues at the working place are mainly found in the Work Environment Act, which was written before the trilateral relationship appeared on the Swedish labour market. Thus, the question arose as to which player has the safety responsibility for rented labour and if the work environment responsibility differs in the employment of subcontracted employees.The aim of this thesis is therefore, through the legal dogmatic method, to investigate the law and thereby gain a deeper understanding of the complexity of the subject. A large section of my paper is of descriptive character, a description of the current legal position. To get an international connection, I also refer to the International Labour Organization Convention 181 in order to investigate what impact it has on rented labour and the work environment.In my findings, I conclude that the protection of the "traditional worker" is extensive while the protection of a worker in a trilateral relationship is much more complex. Work environment responsibility for hiring of workers is in need of clarification, which according to me, should be by legislation. Apart from rented labour, there are no uncertainties regarding work environment responsibilities for subcontracted employees in the Working Environment Act. However, according to me, there is a need of a definition of the term outsourcing. The definition should aim to prevent misinterpretation of the concept. In some cases the work conditions can contribute to the fact that a different legal relationship is created and work environment responsibilities are shifted to the client company. International Labour Organization Convention 181 has no direct impact on the work environment responsibility for rented labour since Sweden decided not to ratify the Convention.