Poslovni razlog kot utemeljen razlog za redno odpoved pogodbe o zaposlitvi

Smole, Tjaša (author), Tičar, Luka (mentor)

V magistrsko diplomskem delu obravnavam utemeljenost poslovnega razloga kot enega izmed taksativno navedenih zakonskih razlogov za redno odpoved pogodbe o zaposlitvi na podlagi ZDR-ja, novele ZDR-A in ZDR-1. Iz zgodovinskega razvoja in nastanka poslovnega razloga ugotovim, da je poslovni razlog kot tak uvedel ZDR leta 2002. Do takrat vsebinski približek poslovnega razloga lahko najdemo v vprašanju trajno presežnih delavcev zaradi nujnih operativnih razlogov. Ta termin je uporabljala delovna zakonodaja na podlagi ZDR-ja iz leta 1990. Z idejo poslovnega razloga, a drugače poimenovano, se je sicer ukvarjala tudi jugoslovanska zakonodaja. Skozi normativne dejavnosti se je ureditev poslovnega razloga spreminjala tako vsebinsko kot tudi jezikovno. Poslovni razlog je lahko ekonomske, organizacijske, tehnološke, strukturne ali podobne narave. Vedno nastane v sferi delodajalca in ni odvisen od osebe delavca. Poslovni razlog povzroči prenehanje potreb po določnem delu delavca, pod pogoji iz pogodbe o zaposlitvi (pogodbena narava delovnega razmerja). Spričo tega mora biti poslovni razlog utemeljen in mora onemogočati nadaljevanje dela pod pogoji iz pogodbe o zaposlitvi. Slednji zahtevi izhajata iz ZDR-1, saj je ZDR zahteval, da je bil poslovni razlog, poleg tega, da je bil utemeljen, tudi resen in da je kot tak onemogočal nadaljevanje delovnega razmerja med delavcem in delodajalcem. Sodna praksa je večkrat potrdila, da je poslovni razlog poslovna odločitev delodajalca, ki izvira iz njegove svobodne gospodarske pobude, katere ekonomičnosti, potrebnosti in smiselnosti sodišče ne more presojati. Presoja le, če je poslovni razlog izkazan do te mere, ali je utemeljen in ali je dejansko povzročil prenehanje potreb po določnem delu delavca pod pogoji iz pogodbe o zaposlitvi, zaradi česar je onemogočeno nadaljevanje dela pod pogoji iz pogodbe o zaposlitvi. V tem okviru sodišče opozori na zlorabo instituta odpovedi pogodbe o zaposlitvi, v smislu navideznih in fiktivnih poslovnih razlogov. Delo vsebuje analize treh dejanskih odpovedi pogodbe o zaposlitvi iz poslovnega razloga in eventualni spremljajoči sodni zaključek.

• Language: Slovenian
• Keywords: Delavec, delodajalec, Zakon o delovnih razmerjih, poslovni razlog, utemeljen razlog, resen razlog, prenehanje potreb po opravljanju določenega dela pod pogoji iz pogodbe o zaposlitvi.
• Work type: Master's thesis/paper
• Organization: PF - Faculty of Law
• Year: 2018
• PID: 20.500.12556/RUL-104766
• COBISS.SI-ID: 16382545
• Publication date in RUL: 10.10.2018

Secondary language

• Language: English
• Title: A Business Reason as a Justified Reason for the Regular Termination of the Contract of Employement

Abstract

In this master’s thesis, I discuss the justification of a business reason as one of the specifically stated legal reasons for the regular termination of the contract of employment on the basis of the Employment Relationships Act (ERA), the Amended Employment Relationships Act (ERA-A), and Employment Relationships Act-1 (ERA-1). According to the historical development and creation of a business reason, I find that a business reason as such was introduced by the Employment Relationships Act in 2002. Until then, a substantial approximation of a business reason can be found in the issue of permanent redundancies due to urgent operational reasons; this term was used by the labour legislation on the basis of the Employment Relationships Act of 1990. The idea of a business reason, although differently phrased, was also dealt with by Yugoslav legislation. Through normative activities, the regulation of a business reason changed both in terms of content and language. Business reasons can be of an economic, organizational, technological, structural or similar nature. It always arises in the sphere of the employer and does not depend on the employee. A business reason causes a cessation of needs for a certain employee's work, under the terms of the contract of employment (the contractual nature of the employment relationship). Therefore, the business reason must be justified and must prevent the continuation of the work under the terms of the contract of employment. The latter requirement arises from ERA-1, as ERA required that a business reason, in addition to being substantiated, was also valid and as such prevented the continuation of the employment relationship between the employee and the employer. The case law has confirmed on several occasions that a business reason is a business decision of the employer, rooted in the employer’s free economic initiative, and the court cannot judge its economy, necessity, and sensibility. The court only assesses whether the justification of a business reason has been sufficiently demonstrated and whether it has actually led to the cessation of needs for a certain employee's work under the terms of the contract of employment, which prevented the continuation of the work under the terms of the contract of employment. In this context, the court warns of the abuse of the institute of termination of the contract of employment in the sense of fictitious and contrived business reasons. This thesis contains an analysis of three actual terminations of the under the terms of the contract of employment due to a business reason and the accompanying final judicial outcomes.

• Keywords: Employee, employer, Employment Relationships Act, business reason, justified reason, valid reason, cessation of needs for a certain work under the terms of the contract of employment.