{"id":9001,"date":"2024-10-16T15:03:58","date_gmt":"2024-10-16T14:03:58","guid":{"rendered":"https:\/\/arbetsgivarjuristen.se\/?p=9001"},"modified":"2025-07-27T14:46:11","modified_gmt":"2025-07-27T13:46:11","slug":"the-most-common-work-related-mistakes","status":"publish","type":"post","link":"https:\/\/staging.lewlex.se\/en\/the-most-common-work-related-mistakes\/","title":{"rendered":"The most common employment law mistakes employers make"},"content":{"rendered":"
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Mistakes are important to make. Dare to act and correct mistakes along the way is often necessary. But sometimes you can learn from the mistakes of others. Below, according to my experience, I list the most common mistakes made by managers in Swedish workplaces.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n1. Recruitment does not meet the need<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Att en rekrytering g\u00e5r fel kan s\u00e5klart bero p\u00e5 m\u00e5nga olika orsaker. Men under de \u00e5ren jag arbetat som jurist och hj\u00e4lpt arbetsgivare att l\u00f6sa felrekryteringar har jag genomf\u00f6rt en unders\u00f6kning. Jag fr\u00e5gar ofta anst\u00e4llande chef om de ringt p\u00e5 referenser i samband med rekryteringen. Svaret \u00e4r faktiskt oftast nej. M\u00e5nga chefer g\u00e5r p\u00e5 magk\u00e4nsla och k\u00e4nner inte att det \u00e4r n\u00f6dv\u00e4ndigt eller att det inte hinns med.<\/span><\/p>\n

M\u00e5nga g\u00e5nger har man \u00e4ven missat att fundera \u00f6ver hur rekryteringsbehovet ska g\u00f6ras om till kompetens eller erfarenhetskrav i befattningsbeskrivningen. Ofta l\u00e4ggs det f\u00f6r l\u00e5ga krav p\u00e5 mjuka kompetenser och f\u00f6r h\u00f6ga p\u00e5 h\u00e5rda. En annan sak \u00e4r att chefen under provanst\u00e4llningen ofta lagt f\u00f6r stor del p\u00e5 utbildning av sin nya kollega ist\u00e4llet f\u00f6r utv\u00e4rdering. Och k\u00e4nner att man m\u00e5ste chansa n\u00e4r provanst\u00e4llningen g\u00e5tt ut.<\/span><\/p>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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2. The employment contract is wrong<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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I anst\u00e4llningsavtalet finns det mycket som kan bli fel. Det kan st\u00e5 i strid med arbetsgivarens kollektivavtal eller lagen om anst\u00e4llningsskydd. Det kan handla om att anst\u00e4llningsformen blivit fel. Eller att anst\u00e4llningsavtalet inte inneh\u00e5ller all den information som lagen om anst\u00e4llningsskydd kr\u00e4ver att arbetsgivaren ska ge till arbetatagaren i samband med att hen b\u00f6rjar. En klassiker \u00e4r exempelvis att behovsanst\u00e4llning har valts som det inte finns st\u00f6d f\u00f6r i LAS eller arbetsgivarens kollektivavtal. Ett tips \u00e4r att titta under paragraf 6C i\u00a0 lagen om anst\u00e4llningsskydd,d\u00e4r framg\u00e5r vilken skriftlig information arbetsgivaren m\u00e5ste ge till arbetstagaren, ofta \u00e4r det denna lista jag tittar p\u00e5 n\u00e4r jag granskar anst\u00e4llningsavtal. <\/span><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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3. The employer fails to meet its obligations under the GDPR<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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N\u00e4r arbetstagaren b\u00f6rjar p\u00e5 sitt nya jobb ska hen f\u00e5 information om hur arbetsgivaren kommer hantera hens personuppgifter, en s\u00e5 kallad personuppgiftspolicy d\u00e4r \u00e4ndam\u00e5l och medel f\u00f6r behandlingen ska framg\u00e5. M\u00e5nga mindre och medelstora arbetsgivare missar detta. P\u00e5 lewlex.se kan du ladda ner en mall som du kan anv\u00e4nda dig av n\u00e4r du uppr\u00e4ttar en personuppgiftspolicy.<\/span><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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4. Staff do not receive sufficient management and follow-up<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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No matter how experienced someone is, they need a manager. The manager monitors the work environment, the employee's work results and makes sure that they enjoy their job. Most people state two things as the most important in a workplace, good colleagues and a good manager. For some managers, management comes naturally. For others, it needs to be put into a system. It is very common for misunderstandings and conflicts to arise between manager and employee that could previously have been followed up through better management.<\/p>\n

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5. The employer changes the position outside the scope of the employment contract<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Det beh\u00f6ver s\u00e4llan vara stora saker som att arbetsgivaren s\u00e4nker l\u00f6nen. Utan m\u00e5nga g\u00e5nger kan det exempelvis vara att ta bort ett visst ansvar eller \u00e4ndra i arbetstider som inverkar negativt p\u00e5 ett s\u00e4tt som g\u00f6r att arbetsgivaren bryter mot anst\u00e4llningsavtalet. Resultatet kan bli att f\u00f6r\u00e4ndringen tolkas som ett avsked av arbetstagaren.<\/span><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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6. The employer terminates the employment in an improper manner<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Terminating an employment almost always requires the help of an employment lawyer. In order to unilaterally terminate an employment, legal support is required. Such a reason may be that it is an indefinite employment and that there are objective reasons such as personal reasons. However, this requires prior documentation and consultation with the employee's union. Fixed-term employment cannot be terminated unilaterally. Sometimes the employer misses this, which can lead to it being perceived as a dismissal that can result in damages.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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7. The employer fails to negotiate with the union<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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F\u00f6r arbetsgivare som \u00e4r bundna av kollektivavtal f\u00f6religger det f\u00f6rhandlingsskyldighet i vissa fr\u00e5gor innan ett beslut fattas. Vid viktigare f\u00f6r\u00e4ndringar av verksamheten eller viktigare f\u00f6rh\u00e5llanden som kan inverka p\u00e5 personalen kr\u00e4vs det enligt 11 \u00a7 (1976:580)\u00a0 lag om medbest\u00e4mmande i arbetslivet att arbetsgivaren f\u00f6rhandlar med facket innan beslut fattas. Vid en arbetsbristupps\u00e4gning s\u00e5 kr\u00e4vs det exempelvis att sj\u00e4lva omorganisationen, dvs hur organisationen ska se ut f\u00f6rhandlas med facket.<\/span><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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8. The employer negotiates dispute negotiations with the union on its own<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Vid f\u00f6rhandlingar avg\u00f6rs mycket av en framtida tvist. Facket g\u00f6r det ofta och m\u00e5nga g\u00e5nger per dag. De flesta arbetsgivare g\u00f6r inte det, d\u00e4rf\u00f6r \u00e4r det viktigt att du har hj\u00e4lp. <\/span><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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9. The employer doesn't ask for help<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Juridik \u00e4r sv\u00e5rt. I m\u00e5nga arbetsr\u00e4ttsliga sammanhang beh\u00f6ver arbetsgivare be om hj\u00e4lp och f\u00e5 r\u00e5dgivning. M\u00e5nga g\u00f6r det f\u00f6r sent. Ofta f\u00f6rst n\u00e4r st\u00e4mningen \u00e4r ett faktum. Vilket ofta g\u00f6r l\u00f6sningen dyr och mer komplicerad. B\u00e4ttre att ta hj\u00e4lp direkt fr\u00e5n b\u00f6rjan. Hos oss p\u00e5 Lew Lex kan du teckna trygghetsavtal, d\u00e5 ing\u00e5r bitr\u00e4de av en arbetsr\u00e4ttsjurist vid fackliga f\u00f6rhandlingar.<\/span><\/p>\n

Are you a manager or employer representative and have questions? Don't hesitate to get in touch.<\/strong><\/p>\n

\"\"<\/p>\n

Christoffer Lewinowitz<\/p>\n

Employer lawyer<\/p>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t

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With us, the first call is free!<\/h2> \n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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We believe it should be easy as an employer and manager to do the right thing. The distance to ask for help must be short, which is why an initial consultation is always free with us. We will hear from you within 24 hours.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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