In the light of a massive migratory movement who in 2015 resulted in more than 160 000 asylum applications in Sweden, a need for a good integration arises, which is partly linked to employment and an open labor market for everyone. The aim of this study is to investigate an employer's right to set language requirement when recruiting and what consequences this may cause for people who do not have Swedish as their native language. In order to achieve the purpose of the study, a jurisprudential method is primarily used with elements of the EU legal method. There is also a social scientific method in the study to illustrate the consequences of the language requirement. The investigation shows that an employer may set language requirement when recruiting if there is a legitimate purpose and the means used are appropriate and necessary to achieve the purpose of the language requirement, otherwise this could result in indirect discrimination on grounds of ethnicity. The conclusion shows that the law is vague regarding the application of the language requirement and an employer can easily get around the legislation with convenient arguments used in court. Two future scenarios in the analysis also shows that the impact of language requirement could lead to ethnic systematic discrimination in cases of glibly using. It can also have the opposite effect in terms of strengthening integration in the workplace and in society in cases of restrictively using.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:lnu-51315 |
| Date | January 2016 |
| Creators | Pettersson, Jesper |
| 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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