2017/38 What are the consequences for vacation entitlement where the number of working days changes during the year? (GE)

This decision of the German Federal Labour Court (‘Bundesarbeitsgericht’, or ‘BAG’) concerns what happens to leave entitlement if the employment contract is amended in the middle of the year and the number of working days changes from a four-day week to a five-day week.

Case C-12/17. Parental leave

Must Article 7 of Directive 2003/88/EC 1 be interpreted as precluding a provision of national law...

Case C-252/17. Equal treatment

Does Directive 2010/18/EU 1 preclude an interpretation of Article 37.4 ET (leave of absence of an...

Case C-258/17. Discrimination and pension

Does Article 2 of Council Directive 2000/78/EC of 27 November 2000 establishing a general...

ECJ 13 July 2017, case C-354/16 (Kleinsteuber), Part-time work and sex discrimination

Distinctions made for part-time workers in calculating occupational pension can be acceptable, as long as the calculations are based on legitimate objectives in accordance with law.

Case C-193/17. Fundamental rights

Is EU law, in particular Article 21 of the Charter of Fundamental Rights, in conjunction with...

2017/36 A Dutch insight into the applicability of the Posted Workers Directive on international road transport. But still: a long and winding road ahead? (NL)

In an international road transport case the Dutch Appellate Court held that working from a given place is not relevant when applying the Posted Workers Directive.

ECJ 20 July 2017, case C-416/16 (Piscarreta Ricardo), Transfer of undertaking

The Acquired Rights Directive applies in a situation in which a municipal body was wound up and its activities transferred in part to another municipality and in part to a different body, and an employee on long term leave, whose employment contract was suspended and was therefore not working at the time, was still covered by the concept of ‘employee’ within the meaning of the Directive.

ECJ 19 July 2017, case C-143/16 (Abercrombie & Fitch Italia Srl), Age discrimination

A provision which authorises an employer to make an on-call contract with a worker of under 25 years of age and to dismiss that worker as soon as he or she reaches 25, pursues a legitimate aim of employment and labour market policy and the means to attain that objective were appropriate and necessary.

Case C-147/17. Working time and health and safety

Must Article 1(3) of Directive 2003/88/EC 1 in conjunction with Article 2 of Directive 89/391/EEC...