Since redundancy is considered as just cause for dismissals, the employees protection of theemployment mostly lies in his or her right to redeployment. The requirement for the employee to beconsidered for such redeployment, and thus a continued employment, is that he or she must possesssufficient qualifications for the post in question. The employer has the right to set up qualificationrequirements relating to the employees’ personal attributes and it is the employer who does theassessment whether the qualifications are sufficient. The purpose of this thesis is to examine thelegal framework of the concept ’sufficient qualifications’ within 7 § 2 st. and 22 § 4 st in LAS, inorder to highlight the problems arising from the employers right to set up qualification requirementsrelated to personal attributes of managers. Secondly this thesis aims at investigate how requirementsrelating to personal attributes may lead to disadvantages for female managers, by analyzing thefinds from a gender perspective.In order to fulfill the overall purpose of this thesis, various methods have been used. Theessay mainly consists of a judicial inquiry intended to investigate de lege lata, and therefor thedoctrinal method has been used. The doctrinal method has been supplemented with qualitativeinterviews in order to get a deeper understanding for the managerial role.From the finds in this thesis it can be concluded that managers are poorly protected by therules according to LAS, because of the subjectivity related to the requirements of reliance betweenthe employer and the manager, which has proven to be significative for the managerial role. Equaltreatment between men and women is a well developed area with provisions regarding nondiscriminationset out in several sources of law, both international as well as in the SwedishDiscrimination Act. Despite the strong legal protection women are struggling to get access toleadership positions. Subjective elements tend to be influenced by the norms of society and thelabour market. Within the labour market there is a perception that men’s roles are more congruentwith the leadership role, which can result in prejudice against female leaders. Since the employer isallowed to demand requirements related to reliance, it seems that reliance trumps the legalprotection provided by both LAS and the Discrimination Act.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:lnu-62939 |
| Date | January 2017 |
| Creators | Sjöholm, Amanda |
| Publisher | Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO) |
| Source Sets | DiVA Archive at Upsalla University |
| Language | Swedish |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
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