Employment [EU]

Fixed Term Workers An EU directive establishes minimum requirements relating to fixed-term work. The purpose is to ensure equal treatment of workers and prevent abuse arising from successive employment contracts. The directive covers fixed-term workers including seasonal workers. It does not cover workers placed at the disposal of an employer or user by a temporary employment agency. States may exclude the directive rights in relation to vocational training relationships, apprenticeship schemes and employment contracts concluded within the framework of a public or publically supported training integration or vocational training scheme. Employers must not discriminate against fixed-term workers. They must not treat them in a manner less favorable than permanent employees solely because they work as fixed-term employees unless the difference in treatment can be objectively justified. Member states after consultation with social partners must introduce one or more of the following measures. objective reasons justifying non-renewal of contracts or relationships. maximum total number of successive fixed-term employment contracts.… Read the rest

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Working Time The EU working time directives lay down general requirements in relation to the organization of working time. It deals with provisions of daily, weekly, rest, annual leave, night work and shift work. Working time is the period during which the worker is working at the employer’s disposal and carrying out his activity and duties in accordance with national laws and practice. States must take measures necessary to ensure that every worker is entitled to minimum daily rest of 11 consecutive hours per 24 hour period. a rest work where the working day is longer than 6 hours. a minimum uninterrupted rest period for 24 hours for each 7 day period, which is added to the 11 hours daily rest. maximum weekly working time of 48 hours including overtime. paid annual leave of at least 4 weeks. In order to calculate weekly averages, states may lay down reference periods not exceeding 14 days for the weekly rest period.… Read the rest

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Terms of Employment The EU has enacted a number of directives designed to keep employees informed of basic information in respect of their employment. There is a directive which requires that employees be told details of their terms of employment. It applies to all paid employees with a contract of the employment relationship. Some exclusions are permitted for employment relationships not exceeding one month or with a working week not exceeding 8 hours or casual or specific nature employment where there are objective considerations justifying non-application. Employers must provide basic information in relation to a range of matters including legal identity of the parties, place of work, title, grade, nature, or category of work, a brief job specification, date of commencement, expected duration of a temporary contract of employment, amount of paid leave or procedures for allocating and determining leave, periods of notice to be observed by the employer and employee for termination or indicative terms, basic amounts or other components of remuneration, the frequency of payment, normal working hours, relevant collective The information must be set out in a written contract or in a letter of engagement or one or more other written documents.… Read the rest

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Early Developments and Gender Pay The EU treaty provides the principle of equality of treatment in employment.  The provisions of equality have had a dramatic effect on employment equality through the European Union. This is a fundamental part of the common market.  The European Union has also introduced directives in the area of paternity and maternity rights. The European Union has made several specific directives requiring states to bring a high level of employment equality protection into law.  In addition, cases have been taken directly to challenge national laws and practices inconsistent with European Union treaty and directive. One of the earliest directives was in the area of equal pay.  All discrimination in relation to pay  and conditions of remuneration for the same work or a work of equal value must be eliminated.  Where a classification is used for determining pay, it must be based on the same criteria for men and women.Employees… Read the rest

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