Labour law is legislation that defines employment responsibilities and rights, in particular the responsibilities of the employer and the rights of the employee. Research in this area focuses on traditional labour law, but also on labour market policy. The Swedish labour market is largely governed by collective agreements, which set out the conditions in detail. PhD project to study migrants` access to employment and labour protection in Sweden. Sweden`s integration into Europe in the field of labour law has had secondary effects on education and research. Many labour law research projects reflect European influence, while other projects are still deeply rooted in the traditional Swedish model. The course is divided into two (2) parts and in order to complete the course, you will attend both parts. Please note that Part 2 of this course will be extended by 30 minutes. The main task of trade unions is to safeguard the interests of their members, i.e.

employees, with regard to the working environment, protection against dismissal, wage developments, etc. The way to exert the greatest influence on their members is to agree collective agreements and to ensure a high level of coverage of these agreements in the labour market. Information on how to log in to the course will be sent 3 days before the start of the course This Scandinavian Labour Law course will give you a good understanding of the model of labour regulation in the region, as well as information on the main national labour law in Denmark. Finland, Norway and Sweden. Applies to citizens from outside the EU, EEA or Switzerland. First installment: 22500 SEK. The complete route: 22500 SEK. More information about tuition fees This course provides an overview of the basics of Swedish labour law. The different types of employment, discrimination, different types of no vacancies, why, when and how to inform, consult and/or negotiate Swedish trade unions, termination of employment and more.

In this course, we will also briefly walk you through the upcoming amendments to the Occupational Health and Safety Act. This Nordic course on employment in turn includes an introduction to the labour law systems of Denmark, Sweden, Finland and Norway. We will also share our experience in supporting clients in their activities in the Nordic region and offer comparisons and contrasts with the UK. If you want to deepen law and in particular labour law, apply for doctoral studies at the Faculty of Law. We offer a dynamic environment with research at the highest level and a strong international character. International Encyclopedia of Labour Law and Industrial Relations Here we explain all the steps you need to follow when enrolling in a course or program. Please read the instructions carefully. Practical detailsAs a participant, you can ask questions in the chat. This course will be conducted in English. This Nordic employment training is relevant for international human resources managers and directors as well as in-house labour lawyers responsible for employees in the Nordic countries. It will also be useful for managers and directors who intend to enter the northern market and who need to be aware of their responsibilities to their employees. The Swedish model of labour law, with its characteristics – extremely high coverage of collective agreements without state intervention and independent trade unions and employers` associations – was well suited to cope with rapid evolution and change.

The model has long ensured both economic growth and good employment conditions. Please note that the course programme takes place over two days (2 x 3 hours). Day 1 will be June 13 and Day 2 will be June 15, 2023. Employees are protected from prohibited discrimination based on sex, age, transgender identity, sexual orientation and ethnic origin, as well as religion and disability. Local union representatives are elected by the members of that union. Dino is co-founder of edpLaw, a law firm specializing in employment law. He has been practicing labour law for over 14 years. Dino has extensive experience in dismissal and personal reasons, loyalty issues, organisational changes, bonus arrangements and negotiations with unions. 7.2 When are restrictive agreements enforceable and for how long? 2.5 Under what circumstances does a works council have a right of codetermination so that an employer cannot act until he has obtained the approval of the proposals by the works council? 4.4 Do fathers have the right to take paternity leave? 2. Indirect discrimination: where a person is disadvantaged by the application of a provision, criterion or practice which appears neutral but which is likely to place persons at a particular disadvantage on one of the protected grounds, unless the provision, criterion or procedure has a legitimate aim and the means employed are appropriate and necessary to achieve that aim.

Employment complaints are heard by district courts composed of one to three judges and by the labour court composed of three to seven members. In the ordinary seven-member tribunal, there are three neutral members, two members representing the interests of the employer and two members representing the interests of employees. The President and Vice-President are among the neutral members of the Court. Prior to founding Dino, he worked for 11 years for one of the largest law firms in the world. He also worked as legal advisor to an employers` association within the Confederation of Swedish Enterprise. 1. Direct discrimination: where a person is disadvantaged because he or she is treated less favourably than another, has been treated or would have been treated in a comparable situation and the disadvantage is related to one of the protected grounds.