redundancy, than on personal grounds. Even if there are rules that stipulate that it must be objective grounds, as well as a relocation demand, it has been proved that it is not that difficult to dismiss a person due to redundancy. The main problem for the employer, though, is the priority list that obstructs the employers from choosing who they want to dismiss. LAS has continuously been controversial to some groups, in part due to that it meant a breach of the `Saltsjöbadsavtalet´ that for many years meant that the government had minimal influence on the labour law, and that the parties were free to negotiate without interference of regulations. The main opponents have been the liberal and conservatives as well as the Swedish Employer’s Association. Their fundamental attitude is that regulations of the labour market shall be kept at a minimum, and that especially LAS rules make employers hesitant of hiring new people. This is because of the fact that if the newly recruited employee turns out not to be a perfect match then it is very hard and expensive to remove the person from the position. This is a problem for many employers, any many have therefore urged the cabinet to change the rules in order for them to dare to employ more people. Thirdly, the LAS rules about the priority list is making it hard for young people to fully get in on the labour market since they always are last on the priority list, and thus are the first ones out of the door if there is a shortage of labour. This is evidently an element that deteriorates the protection of young people, which is a common critique against job security policies, namely that they create a segmented labour market that often is to the disadvantage to the already weak parties such as young people, old people, women and immigrants. At last, it is also the opinion by the Swedish Employers’ Association that the employers´ in many cases lose important competences due to the priority list, and their inability to choose whose contract they want to terminate. Except for the priority list does the association not appreciate the demand for justified reasons for a termination, since they mean that the demands are very unclear create uncertainty for organisations that are afraid that an unjust termination will cost them immensely. Other problems that may arise is the problem of insiders and outsiders, which means that as long as you are inside the system, covered by LAS, then you are fine and almost like inside a frame. The difficulty is that as soon that someone end up outside the frame
redundancy, than on personal grounds. Even if there are rules that stipulate that it must be objective grounds, as well as a relocation demand, it has been proved that it is not that difficult to dismiss a person due to redundancy. The main problem for the employer, though, is the priority list that obstructs the employers from choosing who they want to dismiss. LAS has continuously been controversial to some groups, in part due to that it meant a breach of the `Saltsjöbadsavtalet´ that for many years meant that the government had minimal influence on the labour law, and that the parties were free to negotiate without interference of regulations. The main opponents have been the liberal and conservatives as well as the Swedish Employer’s Association. Their fundamental attitude is that regulations of the labour market shall be kept at a minimum, and that especially LAS rules make employers hesitant of hiring new people. This is because of the fact that if the newly recruited employee turns out not to be a perfect match then it is very hard and expensive to remove the person from the position. This is a problem for many employers, any many have therefore urged the cabinet to change the rules in order for them to dare to employ more people. Thirdly, the LAS rules about the priority list is making it hard for young people to fully get in on the labour market since they always are last on the priority list, and thus are the first ones out of the door if there is a shortage of labour. This is evidently an element that deteriorates the protection of young people, which is a common critique against job security policies, namely that they create a segmented labour market that often is to the disadvantage to the already weak parties such as young people, old people, women and immigrants. At last, it is also the opinion by the Swedish Employers’ Association that the employers´ in many cases lose important competences due to the priority list, and their inability to choose whose contract they want to terminate. Except for the priority list does the association not appreciate the demand for justified reasons for a termination, since they mean that the demands are very unclear create uncertainty for organisations that are afraid that an unjust termination will cost them immensely. Other problems that may arise is the problem of insiders and outsiders, which means that as long as you are inside the system, covered by LAS, then you are fine and almost like inside a frame. The difficulty is that as soon that someone end up outside the frame