{"id":3282,"date":"2022-08-30T14:53:52","date_gmt":"2022-08-30T14:53:52","guid":{"rendered":"https:\/\/prolegal.se\/?p=3282"},"modified":"2022-08-30T14:53:52","modified_gmt":"2022-08-30T14:53:52","slug":"nya-regler-i-lagen-om-anstallningsskydd-2022","status":"publish","type":"post","link":"https:\/\/prolegal.se\/en\/nya-regler-i-lagen-om-anstallningsskydd-2022\/","title":{"rendered":"Nya regler i lagen om anst\u00e4llningsskydd 2022"},"content":{"rendered":"<p><em>Den 30 juni 2022 tr\u00e4dde nya regler i lagen om anst\u00e4llningsskydd (LAS) ikraft som ska b\u00f6rja till\u00e4mpas fr\u00e5n och med 1 oktober 2022. De nya \u00e4ndringarna syftar till att modernisera den svenska arbetsr\u00e4tten genom att reglerna \u00e4r b\u00e4ttre anpassade till dagens arbetsmarknad.<\/em> <em>Nedan redog\u00f6rs f\u00f6r n\u00e5gra av de viktigaste \u00e4ndringarna att ha koll p\u00e5.<\/em><\/p>\n<ul>\n<li><strong>Fler arbetstagare f\u00e5r undantas fr\u00e5n turordningsreglerna<\/strong><br \/>\nAlla arbetsgivare, oavsett antal anst\u00e4llda, f\u00e5r vid upps\u00e4gning p\u00e5 grund av arbetsbrist undanta tre anst\u00e4llda fr\u00e5n turordningen som enligt arbetsgivaren \u00e4r av s\u00e4rskild betydelse f\u00f6r verksamheten. Detta till skillnad fr\u00e5n vad som tidigare g\u00e4llde att arbetsgivare med upp till tio anst\u00e4llda kunde undanta h\u00f6gst tv\u00e5 anst\u00e4llda.<\/li>\n<li><strong>Allm\u00e4n visstidsanst\u00e4llning ers\u00e4tts av s\u00e4rskild visstidsanst\u00e4llning<\/strong><br \/>\nAnst\u00e4llningsformen <em>allm\u00e4n visstidsanst\u00e4llning<\/em> har tagits bort och ersatts med <em>s\u00e4rskild visstidsanst\u00e4llning<\/em>. Enligt de nya reglerna ska en s\u00e4rskild visstidsanst\u00e4llning \u00f6verg\u00e5 till tillsvidareanst\u00e4llning n\u00e4r arbetstagaren har varit anst\u00e4lld i s\u00e4rskild visstidsanst\u00e4llning i sammanlagt 12 m\u00e5nader, under en fem\u00e5rsperiod eller under en period d\u00e5 arbetstagaren har haft anst\u00e4llningar i form av s\u00e4rskild visstid, vikariat eller s\u00e4songsarbete som f\u00f6ljt p\u00e5 varandra. Detta g\u00e4ller i st\u00e4llet f\u00f6r 24 m\u00e5nader som tidigare var gr\u00e4nsen. Vidare g\u00e4ller att en arbetstagare som har haft s\u00e4rskild visstidsanst\u00e4llning i mer \u00e4n nio m\u00e5nader under de senaste tre \u00e5ren f\u00e5r f\u00f6retr\u00e4desr\u00e4tt till ny s\u00e4rskild visstidsanst\u00e4llning.<\/li>\n<li><strong>Anst\u00e4llning hos annan arbetsgivare under anst\u00e4llning<br \/>\n<\/strong>En arbetsgivare f\u00e5r inte f\u00f6rbjuda en arbetstagare att under anst\u00e4llningen ha en anst\u00e4llning hos en annan arbetsgivare. Det g\u00e4ller dock inte om den andra anst\u00e4llningen \u00e4r arbetshindrande, konkurrerar med arbetsgivarens verksamhet p\u00e5 ett s\u00e4tt som kan orsaka skada, eller p\u00e5 n\u00e5got annat s\u00e4tt kan skada arbetsgivarens verksamhet. En arbetsgivare f\u00e5r inte heller missgynna en arbetstagare p\u00e5 grund av att arbetstagaren under anst\u00e4llningen har en anst\u00e4llning hos en annan arbetsgivare.<\/li>\n<li><strong>Sakliga sk\u00e4l f\u00f6r grund vid upps\u00e4gning<br \/>\n<\/strong>En upps\u00e4gning fr\u00e5n arbetsgivaren ska grunda sig p\u00e5 <em>sakliga sk\u00e4l<\/em> i st\u00e4llet f\u00f6r vad som tidigare g\u00e4llde enligt <em>saklig grund<\/em>. Detta f\u00f6r att tydligg\u00f6ra att fokus i pr\u00f6vningen vid upps\u00e4gning p\u00e5 grund av personliga sk\u00e4l ska ligga p\u00e5 avtalsbrottets allvar, och inte l\u00e4ngre p\u00e5 den anst\u00e4lldes personliga intresse av att beh\u00e5lla anst\u00e4llningen.<\/li>\n<li><strong>Anst\u00e4llningen upph\u00f6r vid tvist om ogiltigf\u00f6rklaring<\/strong><br \/>\nTill skillnad fr\u00e5n tidigare regler d\u00e5 en anst\u00e4llning fortsatte att g\u00e4lla under en tvist om giltighet av en upps\u00e4gning kommer anst\u00e4llningen enligt de nya reglerna upph\u00f6ra vid upps\u00e4gningstidens slut, \u00e4ven om upps\u00e4gningen \u00e4r tvistig. Arbetsgivaren beh\u00f6ver allts\u00e5 inte betala l\u00f6n och andra f\u00f6rm\u00e5ner under en p\u00e5g\u00e5ende tvist. I det fall domstolen skulle ogiltigf\u00f6rklara upps\u00e4gningen ska arbetstagaren d\u00e4remot ers\u00e4ttas retroaktivt.<\/li>\n<li><strong>Heltid som utg\u00e5ngspunkt<\/strong><br \/>\nUtg\u00e5ngspunkten i den nya lagen ska vara att en anst\u00e4llning g\u00e4ller p\u00e5 heltid, s\u00e5vida inte annat uttryckligen avtalats. En arbetstagare som \u00e4r anst\u00e4lld p\u00e5 deltid har r\u00e4tt att beg\u00e4ra att arbetsgivaren skriftligen motiverar varf\u00f6r anst\u00e4llningen inte omfattar heltid.<\/li>\n<li><strong>En skyldighet att erbjuda tillsvidareanst\u00e4llning vid uthyrning av arbetstagare<\/strong><br \/>\nEnligt de nya reglerna ska ett kundf\u00f6retag som genom ett bemanningsf\u00f6retag har haft en inhyrd arbetstagare hos sig i mer \u00e4n 24 m\u00e5nader, under 36 m\u00e5nader, erbjuda den inhyrde en tillsvidareanst\u00e4llning eller som ett alternativ betala ers\u00e4ttning till den inhyrde.<\/li>\n<\/ul>\n<p>Viktigt att till\u00e4gga \u00e4r ocks\u00e5 att det precis som idag kan finnas avvikelser fr\u00e5n best\u00e4mmelserna med st\u00f6d av kollektivavtal.<\/p>","protected":false},"excerpt":{"rendered":"<p>Den 30 juni 2022 tr\u00e4dde nya regler i lagen om anst\u00e4llningsskydd (LAS) ikraft som ska b\u00f6rja till\u00e4mpas fr\u00e5n och med 1 oktober 2022. De nya \u00e4ndringarna syftar till att modernisera den svenska arbetsr\u00e4tten genom att reglerna \u00e4r b\u00e4ttre anpassade till dagens arbetsmarknad. Nedan redog\u00f6rs f\u00f6r n\u00e5gra av de viktigaste \u00e4ndringarna att ha koll p\u00e5. Fler [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":3281,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[7],"tags":[],"class_list":["post-3282","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nyheter"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Nya regler i lagen om anst\u00e4llningsskydd 2022 - ProLegal<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/prolegal.se\/en\/nya-regler-i-lagen-om-anstallningsskydd-2022\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nya regler i lagen om anst\u00e4llningsskydd 2022 - ProLegal\" \/>\n<meta property=\"og:description\" content=\"Den 30 juni 2022 tr\u00e4dde nya regler i lagen om anst\u00e4llningsskydd (LAS) ikraft som ska b\u00f6rja till\u00e4mpas fr\u00e5n och med 1 oktober 2022. De nya \u00e4ndringarna syftar till att modernisera den svenska arbetsr\u00e4tten genom att reglerna \u00e4r b\u00e4ttre anpassade till dagens arbetsmarknad. Nedan redog\u00f6rs f\u00f6r n\u00e5gra av de viktigaste \u00e4ndringarna att ha koll p\u00e5. 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