{"id":76235,"date":"2024-09-27T09:10:03","date_gmt":"2024-09-27T07:10:03","guid":{"rendered":"https:\/\/www.almega.se\/?p=76235"},"modified":"2024-09-27T09:11:31","modified_gmt":"2024-09-27T07:11:31","slug":"omorganisation-och-foraldraledighet-en-fraga-om-missgynnande-enligt-foraldraledighetslagen-fll","status":"publish","type":"post","link":"https:\/\/www.almega.se\/2024\/09\/omorganisation-och-foraldraledighet-en-fraga-om-missgynnande-enligt-foraldraledighetslagen-fll\/","title":{"rendered":"Om&shy;organisation och f\u00f6r\u00e4ldraledighet: En fr\u00e5ga om missgynnande enligt F\u00f6r\u00e4ldraledighetslagen (FLL)"},"content":{"rendered":"<p class=\"intro\">Ett bolag genomf\u00f6rde en stor omorganisation och erbj\u00f6d anst\u00e4llda omplaceringar till nya anst\u00e4llningar med l\u00e4gre syssels\u00e4ttningsgrad. Enligt g\u00e4llande kollektivavtal har en arbetstagare i en s\u00e5dan situation r\u00e4tt till en viss omst\u00e4llningstid. Tv\u00e5 av de anst\u00e4llda var f\u00f6r\u00e4ldralediga n\u00e4r de fick erbjudandet om omplacering. Fr\u00e5ga om bolaget brutit mot f\u00f6rbudet mot missgynnande enligt 16 \u00a7 f\u00f6r\u00e4ldraledighetslagen (\u201dFLL\u201d) genom att l\u00e5ta omst\u00e4llningstiden, f\u00f6r de tv\u00e5 anst\u00e4llda som var f\u00f6r\u00e4ldralediga, l\u00f6pa under deras f\u00f6r\u00e4ldraledigheter.<\/p>\n\n<p>Bakgrunden var f\u00f6ljande.<\/p>\n\n\n\n<p>I b\u00f6rjan av 2023 erbj\u00f6ds tv\u00e5 arbetstagare, EB och AA, omplaceringar till nya anst\u00e4llningar med l\u00e4gre syssels\u00e4ttningsgrad. Detta skedde i samband med att arbetsgivaren genomf\u00f6rde en stor omorganisation. \u00c4ven arbetstagare som inte var f\u00f6r\u00e4ldralediga hade f\u00e5tt motsvarande omplaceringserbjudanden.<\/p>\n\n\n\n<p>Enligt g\u00e4llande kollektivavtal \u00a7 5.6 g\u00e4ller bl.a. f\u00f6ljande. En arbetstagare som f\u00e5r minskad syssels\u00e4ttningsgrad har r\u00e4tt till en omst\u00e4llningstid om arbetsgivaren genomf\u00f6r en omorganisation som inneb\u00e4r att en anst\u00e4llning \u00e4ndras endast i f\u00f6rh\u00e5llande till syssels\u00e4ttningsgraden. Omst\u00e4llningstiden ska vara lika l\u00e5ng som den upps\u00e4gningstid som skulle ha till\u00e4mpats om arbetstagaren ist\u00e4llet hade sagts upp n\u00e4r omst\u00e4llningstiden inleddes. Omst\u00e4llningstiden inneb\u00e4r of\u00f6r\u00e4ndrad l\u00f6n och andra anst\u00e4llningsf\u00f6rm\u00e5ner och inleds n\u00e4r arbetstagaren accepterar erbjudandet om anst\u00e4llning med l\u00e4gre syssels\u00e4ttningsgrad. Den nya l\u00e4gre syssels\u00e4ttningsgraden ska b\u00f6rja till\u00e4mpas n\u00e4r omst\u00e4llningstiden l\u00f6pt ut. En motsvarande regel inf\u00f6rdes 2022 i 7 b \u00a7 anst\u00e4llningsskyddslagen (\u201dLAS\u201d).<\/p>\n\n\n\n<p>EB och AA accepterade sina respektive omplaceringserbjudanden i mars 2023 respektive i februari 2023. EB hade en omst\u00e4llningstid om fyra m\u00e5nader och AA hade en omst\u00e4llningstid om sex m\u00e5nader. B\u00e5das omst\u00e4llningstider l\u00f6pte under tid d\u00e5 de var f\u00f6r\u00e4ldralediga. AA \u00e5tergick i arbete i oktober 2023, medan EB fortfarande inte \u00e5terg\u00e5tt i arbete.<\/p>\n\n\n\n<p>F\u00f6rbundet, som f\u00f6retr\u00e4dde EB och AA, gjorde bl.a. g\u00e4llande f\u00f6ljande. EB och AA missgynnades n\u00e4r den omst\u00e4llningstid som de hade r\u00e4tt till b\u00f6rjade l\u00f6pa under deras f\u00f6r\u00e4ldraledighet. Missgynnandet bestod i att de inte erh\u00f6ll n\u00e5gon omst\u00e4llningstid med bibeh\u00e5llen l\u00f6n och andra anst\u00e4llningsf\u00f6rm\u00e5ner enligt sin tidigare syssels\u00e4ttningsgrad. Om EB och AA inte hade varit f\u00f6r\u00e4ldralediga skulle de ha erh\u00e5llit en s\u00e5dan omst\u00e4llningstid. Deras nya anst\u00e4llningar med l\u00e4gre syssels\u00e4ttningsgrader b\u00f6rjade till\u00e4mpas medan de fortfarande var f\u00f6r\u00e4ldralediga. I andra hand gjorde f\u00f6rbundet g\u00e4llande att AA blivit missgynnad i samband med \u00e5terkomsten till arbetet i oktober 2023 d\u00e5 den nya syssels\u00e4ttningsgraden b\u00f6rjade till\u00e4mpas utan att hon f\u00e5tt den omst\u00e4llningstid med bibeh\u00e5llen l\u00f6n och andra anst\u00e4llningsf\u00f6rm\u00e5ner som de icke f\u00f6r\u00e4ldralediga kollegorna f\u00e5tt.<\/p>\n\n\n\n<p>F\u00f6rbundet anf\u00f6rde \u00e4ven att om EB och AA hade valt att inte acceptera sina omplaceringserbjudanden, hade de ist\u00e4llet blivit uppsagda pga. arbetsbrist, och i s\u00e5 fall hade deras upps\u00e4gningstid b\u00f6rjat l\u00f6pa f\u00f6rst efter att de \u00e5terkommit till arbetet efter sina f\u00f6r\u00e4ldraledigheter. Detta enligt best\u00e4mmelsen om uppskjuten upps\u00e4gningstid f\u00f6r f\u00f6r\u00e4ldralediga arbetstagare enligt 11 \u00a7 LAS.<\/p>\n\n\n\n<p>F\u00f6rbundet yrkade allm\u00e4nt skadest\u00e5nd till EB och AA med 75&nbsp;000 kr var. Dessutom yrkades ekonomiskt skadest\u00e5nd till AA med 3&nbsp;290 kr per m\u00e5nad f\u00f6r tiden den 1 december 2023 till den 31 mars 2024.<\/p>\n\n\n\n<p>Arbetsgivarparterna bestred att EB och AA hade missgynnats.<\/p>\n\n\n\n<p>M\u00e5let avgjordes utan huvudf\u00f6rhandling. Ingen bevisning \u00e5beropades.<\/p>\n\n\n\n<p>Arbetsdomstolen framh\u00f6ll inledningsvis att g\u00e4llande kollektivavtal inte inneh\u00f6ll n\u00e5got undantag som innebar att omst\u00e4llningstiden skulle b\u00f6rja l\u00f6pa vid en senare tidpunkt f\u00f6r f\u00f6r\u00e4ldralediga. Inte heller motsvarande best\u00e4mmelse i LAS (7 b \u00a7 som inf\u00f6rdes 2022) medger att f\u00f6r\u00e4ldraledigas omst\u00e4llningstid b\u00f6rjar l\u00f6pa vid n\u00e5gon annan tidpunkt \u00e4n n\u00e4r arbetstagaren har accepterat ett omplaceringserbjudande.<\/p>\n\n\n\n<p>Enligt Arbetsdomstolens mening m\u00e5ste avsikten \u2013 med 7 b \u00a7 LAS och \u00a7 5.6 i g\u00e4llande kollektivavtal \u2013 anses vara att arbetstagaren ska f\u00e5 kvarst\u00e5 med samma ekonomiska f\u00f6ruts\u00e4ttningar under omst\u00e4llningstiden som han eller hon hade innan omst\u00e4llningstiden b\u00f6rjade l\u00f6pa.<\/p>\n\n\n\n<p>Arbetsdomstolen anf\u00f6rde sedan f\u00f6ljande. En arbetstagare som inte \u00e4r f\u00f6r\u00e4ldraledig f\u00e5r under omst\u00e4llningstiden l\u00f6n p\u00e5 samma s\u00e4tt som tidigare och en arbetstagare som \u00e4r f\u00f6r\u00e4ldraledig under omst\u00e4llningstiden forts\u00e4tter f\u00e5 den ers\u00e4ttning som han\/hon har f\u00e5tt under f\u00f6r\u00e4ldraledigheten. Under s\u00e5dana f\u00f6ruts\u00e4ttningar kvarst\u00e5r b\u00e5de den f\u00f6r\u00e4ldralediga, och den icke f\u00f6r\u00e4ldralediga arbetstagaren, med samma ekonomiska f\u00f6ruts\u00e4ttningar under omst\u00e4llningstiden som den hade under tiden dessf\u00f6rinnan.<\/p>\n\n\n\n<p>Arbetsdomstolen ans\u00e5g att flera av de sk\u00e4l som anf\u00f6rdes n\u00e4r best\u00e4mmelsen om uppskjuten upps\u00e4gningstid f\u00f6r f\u00f6r\u00e4ldralediga arbetstagare inf\u00f6rdes vid upps\u00e4gning pga. arbetsbrist, inte gjorde sig g\u00e4llande n\u00e4r omst\u00e4llningstid l\u00f6per vid omplacering till en anst\u00e4llning med l\u00e4gre syssels\u00e4ttningsgrad.<\/p>\n\n\n\n<p>Arbetsdomstolen konstaterade att EB och AA hade f\u00e5tt den omst\u00e4llningstid som kollektivavtalet tillf\u00f6rs\u00e4krade dem och deras ekonomiska f\u00f6ruts\u00e4ttningar hade varit of\u00f6r\u00e4ndrade under omst\u00e4llningstiden. Arbetsdomstolen anf\u00f6rde att de till och med f\u00e5tt l\u00e4ngre omst\u00e4llningstid med of\u00f6r\u00e4ndrade ekonomiska f\u00f6ruts\u00e4ttningar \u00e4n sina icke f\u00f6r\u00e4ldralediga kollegor. Arbetsdomstolens slutsats blev att arbetsgivaren inte hade missgynnat EB och AA genom att l\u00e5ta deras omst\u00e4llningstider l\u00f6pa under deras f\u00f6r\u00e4ldraledighet p\u00e5 det s\u00e4tt kollektivavtalet f\u00f6reskriver.<\/p>\n\n\n\n<p>Bolaget ans\u00e5gs s\u00e5ledes inte ha brutit mot missgynnandef\u00f6rbudet i 16 \u00a7 FLL. F\u00f6rbundets talan avslogs d\u00e4rmed.<\/p>\n\n\n\n<p>Tv\u00e5 av Arbetsdomstolens ledam\u00f6ter var skiljaktiga och ans\u00e5g, till skillnad mot majoriteten, att ett missgynnande skett enligt 16 \u00a7 FLL. Enligt deras uppfattning skulle EB och AA:s omst\u00e4llningstider r\u00e4tteligen ha till\u00e4mpats p\u00e5 samma s\u00e4tt som vid upps\u00e4gning dvs. att de b\u00f6rjade l\u00f6pa f\u00f6rst n\u00e4r EB och AA \u00e5terupptog arbetet efter f\u00f6r\u00e4ldraledighet.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.arbetsdomstolen.se\/sv\/meddelade-domar\/2024\/2024-09-25-ad-2024-nr-72\/\"><strong>AD 2024 nr 72<\/strong><\/a><\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><a href=\"https:\/\/www.arbetsdomstolen.se\/sv\/meddelade-domar\/\" target=\"_blank\" rel=\"noreferrer noopener\">L\u00e4s fler domar p\u00e5 Arbetsdomstolens hemsida<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Bakgrunden var f\u00f6ljande. I b\u00f6rjan av 2023 erbj\u00f6ds tv\u00e5 arbetstagare, EB och AA, omplaceringar till nya anst\u00e4llningar med l\u00e4gre syssels\u00e4ttningsgrad. 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