sambestämning

Sambestämning is a Swedish term that translates to "co-determination" or "joint decision-making." It refers to a system where employees, through their unions, have a legal right to participate in and influence decisions made by their employer that affect their working conditions. This concept is a cornerstone of the Swedish labor market model, emphasizing cooperation and shared responsibility between employers and employees.

The principle of sambestämning is primarily regulated by the Co-determination Act (Lagen om styrelserepresentation för de anställda), which came into effect in 1977. This act grants union representatives the right to be informed about and negotiate with the employer regarding issues such as organizational changes, recruitment, dismissals, and the implementation of new technologies. The extent of an employee's influence depends on the specific situation and the nature of the decision.

There are generally two main forms of sambestämning: information and negotiation. Employers must inform employees and their union representatives about significant changes well in advance. If the decision concerns matters that primarily affect the employees, the union has the right to demand negotiations before the employer makes a final decision. In cases where an agreement cannot be reached through negotiations, the employer may still make the decision, but they must then compensate the union for any harm caused by the decision. This system aims to foster a more democratic and equitable workplace by ensuring that employees have a voice in decisions that impact their daily working lives.