{"id":46801,"date":"2022-07-11T09:42:35","date_gmt":"2022-07-11T07:42:35","guid":{"rendered":"https:\/\/www.almega.se\/?p=46801"},"modified":"2022-07-11T13:27:26","modified_gmt":"2022-07-11T11:27:26","slug":"lagandringar-for-okad-balans-i-livet","status":"publish","type":"post","link":"https:\/\/www.almega.se\/2022\/07\/lagandringar-for-okad-balans-i-livet\/","title":{"rendered":"Lag\u00e4ndringar f\u00f6r \u00f6kad balans i livet"},"content":{"rendered":"\n<p class=\"intro\">F\u00f6r att genomf\u00f6ra EU:s balansdirektiv inf\u00f6rs bland annat nya best\u00e4mmelser om flexibla arbetsformer, exempelvis distansarbete eller flexibel arbetstid, f\u00f6r f\u00f6r\u00e4ldrar och anst\u00e4llda som har n\u00e4rst\u00e5ende med omsorgsbehov. Direktivets krav uppfylldes redan till stor del i svensk lagstiftning, men vissa \u00e4ndringar och till\u00e4gg har varit n\u00f6dv\u00e4ndiga. \u00c4ndringar inf\u00f6rs i f\u00f6r\u00e4ldraledighetslagen, lag om ledighet f\u00f6r n\u00e4rst\u00e5endev\u00e5rd och lag om r\u00e4tt till ledighet av tr\u00e4ngande familjesk\u00e4l. De nya best\u00e4mmelserna tr\u00e4der i kraft den 2 augusti 2022.<\/p>\n<p><strong>F\u00f6r\u00e4ndringarna i korthet<\/strong><\/p>\n<ul>\n<li>F\u00f6r\u00e4ldrar och anst\u00e4llda som v\u00e5rdar n\u00e4rst\u00e5ende med omsorgsbehov ska kunna beg\u00e4ra flexibla arbetsformer och ha r\u00e4tt till motiverat svar om beg\u00e4ran avsl\u00e5s eller genomf\u00f6randet senarel\u00e4ggs.<\/li>\n<li>Den som tar i anspr\u00e5k r\u00e4ttigheter kopplade till flexibla arbetsformer ska vara skyddad mot upps\u00e4gning och avskedande liksom mot missgynnande behandling.<\/li>\n<li>Den som tar i anspr\u00e5k r\u00e4ttigheter kopplade till flexibla arbetsformer liksom den som anv\u00e4nder r\u00e4tten till ledighet av tr\u00e4ngande familjesk\u00e4l ska vara skyddad mot repressalier f\u00f6r att denne p\u00e5talar eller anm\u00e4ler att arbetsgivaren inte f\u00f6ljer best\u00e4mmelserna i lagstiftningen.<\/li>\n<li>Diskrimineringsombudsmannen f\u00e5r taler\u00e4tt avseende de nya best\u00e4mmelserna.<\/li>\n<li>En bevisl\u00e4ttnadsregel av samma typ som i f\u00f6r\u00e4ldraledighetslagen inf\u00f6rs i lagen om ledighet f\u00f6r n\u00e4rst\u00e5endev\u00e5rd. Det inneb\u00e4r att den anst\u00e4llde beh\u00f6ver g\u00f6ra antagligt \u2013 bevisb\u00f6rdan g\u00e5r \u00f6ver p\u00e5 ag.<\/li>\n<\/ul>\n<p>Nedan g\u00e5r vi igenom de viktigaste f\u00f6r\u00e4ndringarna.<\/p>\n<p><strong>M\u00f6jlighet till flexibla arbetsformer p g a omsorgssk\u00e4l<\/strong><\/p>\n<p>De nya best\u00e4mmelserna ger f\u00f6r\u00e4ldrar till barn som inte fyllt \u00e5tta \u00e5r och anst\u00e4llda som v\u00e5rdar n\u00e4rst\u00e5ende med omsorgsbehov r\u00e4tt att beg\u00e4ra flexibla arbetsformer och r\u00e4tt till ett motiverat svar inom sk\u00e4lig tid om beg\u00e4ran avsl\u00e5s eller genomf\u00f6randet senarel\u00e4ggs. Behovet av flexibla arbetsformer ska vara motiverat av omsorgssk\u00e4l, dvs att den anst\u00e4llde m\u00e5ste ta hand om barnet eller den n\u00e4rst\u00e5ende.<\/p>\n<p>Notera att det inte \u00e4r en r\u00e4tt att f\u00e5 flexibla arbetsformer som inf\u00f6rs, utan endast en r\u00e4tt att beg\u00e4ra det och att f\u00e5 ett motiverat svar om arbetsgivaren inte kan tillm\u00f6tesg\u00e5 \u00f6nskem\u00e5let. Det \u00e4r arbetsgivaren som avg\u00f6r om det \u00e4r m\u00f6jligt och l\u00e4mpligt att bevilja den anst\u00e4lldes beg\u00e4ran om flexibla arbetsformer.<\/p>\n<p><strong>Distansarbete eller flexibel arbetstid<\/strong><\/p>\n<p>Med flexibla arbetsformer avses f\u00f6r\u00e4ndringar av arbetsm\u00f6nstret genom exempelvis distansarbete eller flexibel arbetstid. Observera att det inte handlar om att g\u00e5 ner i arbetstid. Om den anst\u00e4llde \u00f6nskar g\u00e5 ner i arbetstid beh\u00f6ver denne ans\u00f6ka om f\u00f6r\u00e4ldraledighet.<\/p>\n<p><strong>F\u00f6rbud mot missgynnande <\/strong><\/p>\n<p>Kopplat till m\u00f6jligheten att beg\u00e4ra flexibla arbetsformer ska det finnas ett skydd mot missgynnanden. Redan idag finns skydd mot upps\u00e4gning och avskedande i de aktuella lagstiftningarna och de ut\u00f6kas till att g\u00e4lla \u00e4ven f\u00f6r det fall en anst\u00e4lld tar i anspr\u00e5k r\u00e4ttigheter kopplat till flexibla arbetsformer.<\/p>\n<p>F\u00f6rbud mot missgynnande behandling finns sedan tidigare i f\u00f6r\u00e4ldraledighetslagen. Det f\u00f6rbudet ska g\u00e4lla \u00e4ven vid flexibla arbetsformer. I lagen om n\u00e4rst\u00e5endev\u00e5rd inf\u00f6rs en ny regel om f\u00f6rbud mot missgynnande behandling f\u00f6r den som varit ledig eller beg\u00e4rt flexibla arbetsformer f\u00f6r att kunna v\u00e5rda en n\u00e4rst\u00e5ende.<\/p>\n<p>I f\u00f6r\u00e4ldraledighetslagen finns ocks\u00e5 en regel om r\u00e4tt att \u00e5terg\u00e5 till sitt ordinarie arbete efter ledighet. En motsvarande regel inf\u00f6rs nu i lagen om n\u00e4rst\u00e5endev\u00e5rd. I b\u00e5da lagarna inf\u00f6rs r\u00e4tt f\u00f6r en anst\u00e4lld som beviljats flexibla arbetsformer att \u00e5terg\u00e5 till ordinarie arbetsm\u00f6nster.<\/p>\n<p><strong>F\u00f6rbud mot repressalier<\/strong><\/p>\n<p>F\u00f6r\u00e4ldraledighetslagen, lagen om n\u00e4rst\u00e5endev\u00e5rd och lagen om ledighet av tr\u00e4ngande familjesk\u00e4l tillf\u00f6rs en regel som skyddar anst\u00e4lld mot repressalier p\u00e5 grund av att denne har anm\u00e4lt eller p\u00e5talat att arbetsgivaren har brutit mot lagen.<\/p>\n<p><strong>Vill du veta mer?<\/strong><\/p>\n<p>F\u00f6r detaljer om inneh\u00e5llet i de nya reglerna h\u00e4nvisas i f\u00f6rsta hand till <a href=\"https:\/\/regeringen.se\/rattsliga-dokument\/proposition\/2022\/03\/prop.-202122175\/\" target=\"_blank\" rel=\"noopener\">propositionen<\/a>.<\/p>\n<p>Du kan l\u00e4sa mer om r\u00e4ttigheter kopplat till f\u00f6r\u00e4ldraskap, n\u00e4rst\u00e5endev\u00e5rd och ledighet av tr\u00e4ngande familjesk\u00e4l i Arbetsgivarguiden (inloggning kr\u00e4vs).<\/p>\n<p><a href=\"https:\/\/medlem.arbetsgivarguiden.se\/a-till-o\/391\" target=\"_blank\" rel=\"noopener\">F\u00f6r\u00e4ldraledighet<\/a><\/p>\n<p><a href=\"https:\/\/medlem.arbetsgivarguiden.se\/a-till-o\/84#section-661\" target=\"_blank\" rel=\"noopener\">Tj\u00e4nstledighet vid n\u00e4rst\u00e5endev\u00e5rd eller tr\u00e4ngande familjesk\u00e4l<\/a>\n","protected":false},"excerpt":{"rendered":"<p>F\u00f6r att genomf\u00f6ra EU:s balansdirektiv inf\u00f6rs bland annat nya best\u00e4mmelser om flexibla arbetsformer, exempelvis distansarbete eller flexibel arbetstid, f\u00f6r f\u00f6r\u00e4ldrar och anst\u00e4llda som har n\u00e4rst\u00e5ende med omsorgsbehov. Direktivets krav uppfylldes redan till stor del i 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