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Landmark Rulings

ECJ 14 May 2019, case C-55/18 (CCOO), Working Time

Federación de Servicios de Comisiones Obreras (CCOO) – v – Deutsche Bank SAE, Spanish case

Journal European Employment Law Cases, Issue 2 2019
Keywords working time
Abstract

    A law of a Member State, which does not require employers to set up a system enabling the duration of time worked each day by each worker to be measured, is in conflict with the provisions of the Working Time Directive 2003/88/EC and also with Article 31(2) of the Charter of Fundamental Rights of the European Union (the Charter).

ECJ Court Watch

ECJ 19 October 2017, case C-531/15 (Otero Ramos), General discrimination, Gender discrimination

Elda Otero Ramos – v – Servicio Galego de Saúde & Instituto Nacional de la Seguridad Social, Spanish case

Journal European Employment Law Cases, Issue 1 2018
Keywords General discrimination, Gender discrimination
Abstract

    The provisions on the burden of proof regarding the equal treatment of men and women in employment matters in Directive 2006/54 also apply to claims by breastfeeding workers based on Directive 92/85 (safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding).

ECJ Court Watch

ECJ 21 September 2017, case C-429/16 (Ciupa c.s. – v- Lodz Hospital), Collective redundancies

Małgorzata Ciupa c.s. – v – Szpital Ginekologiczno-Położniczy im. dr L. Rydygiera sp. z o.o. w Łodzi

Journal European Employment Law Cases, Issue 4 2017
Keywords Collective redundancies
Abstract

    A unilateral amendment of employment conditions qualifies as ‘redundancy’ within Directive 98/59 on collective redundancies, if the employee’s refusal entails the termination of the employment contract.

ECJ Court Watch

ECJ 21 September 2017, case C-149/16 (Halina Socha v. Szpital Specjalistyczny), Collective redundancies

Halina Socha, Dorota Olejnik and Anna Skomra – v – Szpital Specjalistyczny im. A. Falkiewicza we Wrocławiu

Journal European Employment Law Cases, Issue 4 2017
Keywords Collective redundancies
Abstract

    A unilateral amendment of employment conditions qualifies as ‘redundancy’ within Directive 98/59 on collective redundancies, if the employee’s refusal entails the termination of the employment contract.

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