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Uppsägning av personliga skäl: När föreligger saklig grund för uppsägning som har sin bakgrund i arbetstagarens alkoholmissbruk?
Karlstad University, Faculty of Economic Sciences, Communication and IT.
Karlstad University, Faculty of Economic Sciences, Communication and IT.
2007 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 points / 15 hpStudent thesisAlternative title
Termination of employment due personal reasons : When arises valid reasons for termination of employment which has its background in an employee’s alcoholic abuse? (English)
Abstract [sv]

Missbruk av alkohol utgör ett stort problem i dagens samhälle. Inom arbetslivet är personer som missbrukar alkohol ett problem för såväl arbetsgivare som arbetskamrater. I denna uppsats har vi, från ett arbetsrättsligt perspektiv, undersökt under vilka omständigheter en arbetsgivare har saklig grund att säga upp en arbetstagare som missbrukar alkohol.

Enligt rådande anställningsskyddslagstiftning måste en arbetsgivare ha saklig grund för att säga upp en arbetstagare. Vid prövning av huruvida en uppsägning är sakligt grundad skall en samlad bedömning av olika omständigheter i fallet göras, där en intresseavvägning mellan parterna ingår.

Sjukdom skall i regel inte kunna utgöra saklig grund för uppsägning. Detta kommer av det förstärkta anställningsskydd som tillkommer en sjuk arbetstagare, det förstärkta anställningsskyddet innebär att arbetstagarens misskötsamhet skall ställas i förhållande till hans sjukdom. Om arbetstagaren däremot inte kan utföra något arbete av någon betydelse och sjukdomsprognosen är dålig samt om arbetsgivaren har fullgjort sitt omplacerings- och rehabiliteringsansvar, kan detta ligga till grund för en uppsägning.

Abstract [en]

Abuse of alcohol is a large problem in today’s society. In the sphere of the working life, a person who abuses alcohol is a problem for employers as well as for employees. In this essay, from a labor law point of view, the possibilities for an employer to terminate an alcohol abusing employee are analyzed. The main question the employer ought to answer is; when has an employee’s abuse of alcohol led to such trouble for the employer that it is inadequate to let the employment remain?

According to existing labor law an employer needs valid reasons for terminating an employment. When inquiring whether a termination is of valid reasons or not, a complete judgement of different circumstances in the case should be done, where the different parties interests are weighted against each other.

Sickness should in general not constitute valid reasons for terminating an employment. This comes with the strengthen employment security that is due to a sick employee, the strengthen employment security that belongs to a sick employee makes his or hers neglect to work a problem that has to be put in relation to his or hers sickness. However, if the employee is no longer capable of doing any work of importance for the employer, the prognosis of the sickness is bad. Then if the employer has completed his transfer- and rehabilitation responsibilities, this can be sufficient reasons for a termination of the employment.

Place, publisher, year, edition, pages
2007. , p. 51
Keywords [sv]
Alkoholmissbruk, Sjukdom, Saklig grund, Rehabiliteringsskyldighet, Uppsägning
National Category
Law (excluding Law and Society)
Identifiers
URN: urn:nbn:se:kau:diva-686OAI: oai:DiVA.org:kau-686DiVA, id: diva2:6381
Presentation
2007-01-15
Uppsok
samhälle/juridik
Supervisors
Examiners
Available from: 2007-02-28 Created: 2007-02-28

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Citation style
  • apa
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