Sweden » Articles

Filter Countries

Sweden: Unlawful industrial actions taken by sanitation workers give cause to liability for damages exceeding what is considered customary damages

Sanitation workers in Stockholm refused to work or called in sick in order to prevent the employer from conducting an inventory of the keys to the facilities in their area of operations. Court ruling held that the industrial actions were deemed unlawful and that the importance of functioning sanitary services in the community should be considered when deciding upon damages.

Sweden: The right of a trade union to consult under the Co-determination Act shall ensure the right to freedom of association for their members and shall limit the need for industrial actions

An employer’s organisation was obligated to pay damages for not entering into consultations with a trade union regarding a central collective bargaining agreement. The Labour Court found that the rules on consultations were to be interpreted in the light of their function and in the light of the right to freedom of association.

Sweden: A prohibition against usage of disposable sleeves for dentists was not considered discriminatory against Muslim women

A decision, which prohibited dentists’ usage of disposable sleeves, rendered a Muslim female employee to resign from her employment. The Swedish Discrimination Ombudsman claimed the prohibition to be indirectly discriminatory against Muslim women covering their arms for religious reasons. The Swedish Labour Court found that the purpose of the prohibition – to protect life and health – was appropriate and necessary and thus that the prohibition was lawful.

Sweden: A non-competition clause effective for 24 months was deemed as unreasonable

A regional manager claimed before the Labour Court that a non-competition clause effective for 24 months after the termination of the employment should be declared unreasonable and thus invalid. The Labour Court found that the clause imposed a restriction of the manager’s possibilities to continue working with professional activities. Since no compensation was paid to the former employee for the non-competition restriction, the clause was declared invalid.

A threatening statement towards a colleague did not constitute legal grounds for a summary dismissal

An employer summarily dismissed an employee based on allegations that the employee had threatened a colleague and in other ways been aggressive. The Labor Court found it proven that the employee had threatened his colleague and that several other employees were afraid of the employee. However, the Labor Court found that these circumstances did not constitute legal grounds for summary dismissal of the employee.

Suggestion of a new Swedish act on camera monitoring to strengthen the protection of employee integrity

The proposal suggests that a new act on camera monitoring will replace the current camera surveillance act and enter into force on 25 May 2018. The purpose of the new act is to increase the possibilities of camera monitoring for crime prevention and other justified purposes, but also to strengthen the personal integrity when an employer utilizes camera monitoring at the work place.