Swedish policy and regulation on disability and work

AutorDr. Andreas Inghammar
CargoAssociate Professor in Business Law. Lund University School of Economics and Management, Lund University, Sweden
Páginas294-323
Revista Derecho Social y Empresa Suplemento nº 1, Abril 2015
ISSN: 2341-135X págs.294-323
SWEDISH POLICY AND REGULATION ON
DISABILITY AND WORK
DR. ANDREAS INGHAMMAR
Associate Professor in Business Law.
Lund University School of Economics and Management,
Lund University, Sweden
Fecha de recepción: 26-08-2014
Fecha de aceptación: 02-10-2014
SUMMARY
: 1. PREFACE. 1.2. Definition of disabled worker beneficiary of the
employment policies and related juridical issues. 1.2. Job placement statistics regarding
disabled workers, particularly referring to women and young people. 2. SECTION I.
JOB PLACEMENT POLICIES: LEGAL FRAMEWORK AND CASE LAW. 2.1.
The influence of European Union and International Law in Sweden. 2.2.
Constitutional Law Principles. 2.3. National legislation. 2.4. Regional or local
regulations. 2.5. Collective agreements. 2.6. Leading cases. 3. SECTION II.
DISABILITY DISCRIMINATION AND EMPLOYMENT: ACCESS TO WORK
AND TERMINATION OF EMPLOYMENT. 3.1. Case Law. 3.1.1. Discrimination
cases and legitimate justifications. 3.1.2. Direct and indirect discrimination. 4.
SECTION III. EMPLOYMENT POLICIES OF EACH MEMBER STATE AND
JOB PLACEMENT FOR DISABLED PEOPLE. 4.1. Labour market crisis and active
employment policies. 4.2. Job-placement for the disabled and gender-related issues.
4.3. Economic dislocation and company crisis as a limit for the placement of disabled
workers. 4.4. Connection between welfare state and active labour market policies:
could the first be more of a discouragement than an aid for the latter? 5. SECTION
IV. UNIVERSITY: CAREER COUNSELING AND JOB PLACEMENT FOR
DISABLED STUDENTS. 6. APPENDIX.
RESUMEN
: A pesar de que el mercado laboral sueco ha permanecido
relativamente intacto durante la crisis económica en los últimos seis años, la
Dr. Andreas Inghammar
Revista Derecho Social y Empresa Suplemento nº 1, Abril 2015
ISSN: 2341-135X pág. 295
integración de personas con capacidad laboral reducida a causa de discapacidades es
significativamente menor que la de otros grupos sociales. La legislación sueca sobre
discapacidad y trabajo cubre varios aspectos en medidas de integración,
antidiscriminación y disposiciones para conservar el empleo. Lo más relevante es el
sólido sistema de protección laboral, el cual sólo permite el despido de empleados
enfermos o discapacitados si ya no pueden desempeñar ninguna tarea relevante para la
actividad desarrollada por el empleador. Suecia ha ratificado la Convención sobre los
2000/78/CE sobre discriminación, que incluyen la igualdad de trato y el deber del
empleador de acometer ajustes razonables. Sin embargo, todavía no existe una
jurisprudencia establecida que defina qué se consideran ajustes razonables. Para las
personas con capacidad laboral reducida, la legislación sueca ofrece una serie de
medidas positivas para la integración, que van desde financiar los ajustes necesarios en
el espacio de trabajo hasta empleos subvencionados e incluso protegidos. En Suecia no
existe, y nunca ha existido, un sistema de cuotas para discapacitados. Las políticas para
la obtención de empleo se canalizan principalmente a través de la Agencia Sueca de
Empleo, que ofrece oportunidades para desempleados con discapacidad. Los centros
de orientación profesional de las universidades suecas no disponen de programas
especiales para la integración de discapacitados y están menos desarrollados que en
países similares.
ABSTRACT
: Even though the Swedish labour market has been more or less
intact during the financial crisis in the past six years, persons with reduced working
capacity due to disabilities are significantly less integrated in the labour market than
other groups in society. Swedish legislation on disability and work provides for a
number of different aspects of integrative measures, anti-discrimination and provisions
for maintaining employment. Of most significant importance is the strong
employment protection scheme, which only allows employers to dismiss sick or
disabled permanent workers if they can no longer perform any duties of importance to
the employers business. Sweden has ratified the CRPD and implemented the EU
directive 2000/78/EC on discrimination law, covering both equal treatment as well as
the employer duty to undertake reasonable accommodation. There is, however, not
yet an established case law on the reasonableness of adjusments. For persons with
reduced working capacity, Swedish legislation offers a number of integrative positive
measures, stretching from financing workplace adjustments to supported and even
sheltered employments. There is not, and never has been, a disability quota scheme in
Sweden. Job-placement activities are primarily effectuated through the Swedish
Labour Agency, opening opportunities for unemployed persons with disabilities.

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