<strong>ECJ 16 July 2015, case C-222/14&nbsp;(Konstantinos Ma&iuml;strellis - v - Ypourgos Dikaiosynis, Diafaneias kai Anthropinon Dikaiomaton), Working time and leave</strong>

Mr Maïstrellis, a judge, applied for parental leave after his wife gave birth to a child....

ECJ 16 July 2015, case C-83/14 (CHEZ Razpredelenie Bulgaria AD - v - Komisia za zashtita ot diskriminatsia), Nationality discrimination

Ms Nikolova runs a grocer’s shop in a district of the town of Dupnitsa, a district...

<strong>ECJ 16 July 2015, case C-83/14&nbsp;(CHEZ Razpredelenie Bulgaria AD - v - Komisia za zashtita ot diskriminatsia), Nationality discrimination</strong>

Ms Nikolova runs a grocer’s shop in a district of the town of Dupnitsa, a district...

ECJ 9 July 2015, case C-87/14 (European Commission -v - Ireland), Working time

ECJ 9 July 2015, case C-87/14 (European Commission - v - Ireland), Working time

<p><strong>ECJ 9 July 2015, case C-87/14&nbsp;(European Commission -v - Ireland), Working time</strong></p>

ECJ 9 July 2015, case C-87/14 (European Commission - v - Ireland), Working time

ECJ 9 July 2015, Case C-229/14 (Ender Balkaya - v - Kiesel Abbruchund Recycling Technik GmbH), Collective redundancies

The limited liability company (GmbH) Kiesel Abbruch closed down its operations and dismissed all...

<strong>ECJ 9 July 2015, Case C-229/14&nbsp;(Ender Balkaya - v - Kiesel Abbruchund Recycling Technik GmbH), Collective redundancies</strong>

The limited liability company (GmbH) Kiesel Abbruch closed down its operations and dismissed all...

ECJ 9 July 2015, case C-177/14 (María José Regojo Dans -v- Consejo de Estado), Fixed-term work

Spanish law distinguishes four types of public servant: (i) career civil servants; (ii) interim...

<p><strong>ECJ 9 July 2015, case C-177/14&nbsp;(Mar&iacute;a Jos&eacute; Regojo Dans -v- Consejo de Estado), Fixed-term work</strong></p>

Spanish law distinguishes four types of public servant: (i) career civil servants; (ii) interim...

2015/44 An age-discriminatory staff policy? (DK)

According to the Danish Anti-Discrimination Act, which is based on the Employment Equality Framework Directive, if an apparently neutral staff policy works to the disadvantage of employees of a certain age compared with other employees, this constitutes indirect discrimination, unless the policy is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary.

In this case, the Danish Eastern High Court had to consider whether a policy providing for six months' notice to all employees in case of redundancies – regardless of their length of service – was in breach of the Danish Anti-Discrimination Act.

The Danish Salaried Employees Act lays down a minimum notice period for all salaried employees. The notice period is extended when an employee has been employed for a certain number of years. The longer an employee stays employed, the longer the notice period. Similar provisions are provided in most Danish collective agreements.