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Législation nationale sur le droit du travail, la sécurité sociale et les droits de la personne

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Nom: Equal Opportunities Act (No. 433 of 1991).
Pays: Suède
Sujet(s): Égalité de chances et de traitement; Non-discrimination; Politique et promotion de l'emploi, services de l'emploi
Type de loi: Loi
Adopté le: 1991-05-30
Entry into force:
Publié le: Svensk forfattningssamling, 1991-06-07, No. 433, pp. 1-8
ISN: SWE-1991-L-22404
Lien: https://www.ilo.org/dyn/natlex/natlex4.detail?p_isn=22404&p_lang=fr
Bibliographie: Svensk forfattningssamling, 1991-06-07, No. 433, pp. 1-8
English translation (as amended up to 2000) English translation (as amended up to 2000) Ministry of Industry, Employment and Communications, Swden (consulté le 2004-12-22)
Résumé/Citation: Under this new Act, whose stated objective is to promote equal opportunity between men and women in relation to work, employment, working conditions and further training, employers are required to make it easier for both male and female employees to combine employment and parenthood; to prevent sexual harassment at work; to prevent the harassment of employees who have made an allegation of gender discrimination against the employer; and, generally, to promote equal representation of both sexes at the workplace through their training and recruitment policies, notably by giving preference to applicants of the underrepresented sex. Furthermore, employers employing more than ten workers must draw up an annual plan of action outlining positive measures to promote equal opportunity. Remuneration is largely left to collective bargaining, although the Labour Court may conduct independent job evaluations. The application of the Act is entrusted to the Equal Opportunities Ombudsman and to the Equal Opportunities Board, and provision is made for a procedure for lodging complaints. The Act respecting equality between women and men at work (No. 1118, 1979), dated 17 December 1979 (LS, 1979-Swe.2), is repealed.
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