The protection of an employee’s freedom of expression is not limited to comments in a debate on public matters only.

On-board services on international trains do not fall under the scope of Directive 96/71/EC concerning the posting of workers if most of the work is performed in one Member State.

Many national decisions in Germany in the past had to deal with employers’ requirements regarding religious symbols in the workplace. Also, in 2017, the ECJ has dealt with two matters of such. Whilst the ECJ strictly refers to the principles of entrepreneurial freedom, the Federal Labour Court (Bundesarbeitsgericht, the ‘BAG’) tends to give priority to religious freedom. Last year, the BAG appealed to the ECJ for final clarification, in particular regarding the relationship between the basic rights of entrepreneurs and the constitutional right to religious freedom, by way of a preliminary ruling procedure with its decision dated 30 January 2019.

In a recent case on fixed-term employment, the Danish Supreme Court addressed the question of what constitutes a comparable permanent employee. The Supreme Court ruled that four employees, who worked in a government agency, were not comparable with the agency’s permanent employees and for this reason they had not been discriminated against on the grounds of their fixed-term contracts.

Reduction of allowance for living costs for EEAS staff – ECJ annuls judgment of General Court – case referred back to the General Court.

The Craiova Court of Appeal has ruled that the continuous extensions of a fixed-term employment based on national provisions is not in accordance with the European jurisprudence. Relying on the findings of ECJ case C-614/15, the Craiova Court of Appeal made an exhaustive analysis of the relying arguments for subsequent extensions of fixed-term employments agreements for long periods of time and the objective reasons behind such use of contracts.

It is possible to provide a contracting authority with the option or even an obligation to exclude a tender participant from the contract award procedure where the exclusion ground at issue is established by one of the subcontractors. However, this cannot happen automatically.

The absence of severance compensation for interim civil servants is not contrary to Directive 1999/70.

In case of a transfer of undertaking involving multiple transferees, the rights and obligations arising from an employment contract may be divided between various transferees, if this is possible. If not (or if it is to the detriment of the employee), the transferees would be regarded as being responsible for any consequent termination under Article 4 of Directive 2001/23, even if this were to be initiated by the worker.

In Austria, a collective bargaining agreement (CBA) for bicycle deliverers has been in force since 1 January 2020. According to the contracting parties (the Austrian Chamber of Commerce and the Austrian Trade Union Federation), it is the first of its kind worldwide.¹x https://www.vida.at/cms/S03/S03_4.8.a/1342616918551/kollektivvertrag/strasse/weltweit-erster-kv-fuer-fahrradboten-abgeschlossen. On this occasion, this article examines the legal basis for employment in this sector and whether this long-awaited step will really lead to an improvement for bicycle deliverers.

Noten

• 1 https://www.vida.at/cms/S03/S03_4.8.a/1342616918551/kollektivvertrag/strasse/weltweit-erster-kv-fuer-fahrradboten-abgeschlossen.

Various of our academic board analysed employment law cases from last year. However, first, we start with some general remarks.

On 3 October 2019, in case C-274/18 (Schuch-Ghannadan), the ECJ held that a national regulation, which provides for different maximum total durations of successive fixed-term employment contracts for part-time workers on the one hand and full-time workers on the other, could result in a discrimination of part-time workers and an indirect discrimination of women.

While it is not strictly necessary to actually work in order to acquire leave entitlement under German law, the Federal Labour Court (Bundesarbeitsgericht – BAG) has ruled that during a sabbatical (unpaid special leave) the employee does not gain any entitlement to paid annual leave.