The purpose of this study is to gain understanding of how the Swedish turordningsregler were created, how they have changed over time and why the changes look like they do. Another incentive with this study is to investigate the consequences of turordningsregler and the potential judical deficiencies associated with the rules. The legal dogmatic method combined with the legal policy method will be used with the ambition to fulfill the purpose of the study. 

Turordningsregler is based on a principle that says the last one hired is the first to be let go. Although, there are exceptions to this. For instance, employers and unions can make amends in the rules with a collective agreement. The rules regarding turordningsregler have changed over time, starting in the early 1970s. The incentives for these alterations in the ruling have differed from time to time, depending on which party that advocated for the alteration in the rules. Initially turordningsregler were created to protect employees but that changed with time. One change was to help smaller companies make exceptions from the rules and another was that companies gained the possibility to exclude up to three workers. There are also some judicial deficiencies related to turordningsreglerna. Two examples of this is the employer’s ability to fabricate a labor shortage and the employer's capability to direct the labor shortage to a certain turordningskrets.