2014/64 Court orders union to stop using false and misleading slogan while boycotting employer’s products but allows boycott per se (GR)

A union called a strike, demanding reinstatement of redundant employees and the reopening of a plant. The strike was declared unlawful and the union was ordered to stop striking. The union then began a country-wide boycott of the employer’s products. The employer sought a court order, by way of interim relief measure, against the union to stop all actions leading to the boycott. The order was granted only partially.

2014/66 Effects of changes in working time on annual paid leave (AT)

What happens to accumulated paid leave when a worker moves from full-time to part-time? The ECJ ruled on this question twice, in 2010 and again in 2013. The Austrian Supreme Court is taking a position that, according to some, is at odds with those rulings.

2014/66 Effects of changes in working time on annual paid leave (AT)

What happens to accumulated paid leave when a worker moves from full-time to part-time? The ECJ ruled on this question twice, in 2010 and again in 2013. The Austrian Supreme Court is taking a position that, according to some, is at odds with those rulings.

2014/48 Court should not add new words to a clearly drafted restrictive covenant (UK)

The Court of Appeal has overturned a decision of the High Court to add words into a non-competition covenant in an employee’s contract so that it could be enforced by the employer. Where the meaning of a restriction is clear a court should not interpret it by adding additional words, even if this means the covenant will not be enforceable.

2014/48 Court should not add new words to a clearly drafted restrictive covenant (UK)

The Court of Appeal has overturned a decision of the High Court to add words into a non-competition covenant in an employee’s contract so that it could be enforced by the employer. Where the meaning of a restriction is clear a court should not interpret it by adding additional words, even if this means the covenant will not be enforceable.

2014/46 Employer not permitted to increase disciplinary sanction on appeal (UK)

The Court of Appeal has upheld a High Court decision that an employer was not entitled to increase an employee’s disciplinary sanction on appeal, because its contractual disciplinary procedure did not expressly permit this to happen.

2014/46 Employer not permitted to increase disciplinary sanction on appeal (UK)

The Court of Appeal has upheld a High Court decision that an employer was not entitled to increase an employee’s disciplinary sanction on appeal, because its contractual disciplinary procedure did not expressly permit this to happen.

ECJ 17 July 2014, case C-173/13 (Maurice and Blandine Leone - v - Garde des Sceaux, ministre de la Justice and Caisse nationale de retraite des agents des collectivités locales), Gender discrimination, Pension

Mr Leone was a civil servant. He and his wife have three children. In 2005, Mr Leone applied for...

ECJ 17 July 2014, case C-173/13 (Maurice and Blandine Leone - v - Garde des Sceaux, ministre de la Justice and Caisse nationale de retraite des agents des collectivités locales), Gender discrimination, Pension

Mr Leone was a civil servant. He and his wife have three children. In 2005, Mr Leone applied for...

2014/30 Where to sue a foreign airline company? Another Ryanair case (NO)

The case concerns a dispute about whether a Norwegian district court in an employment case is the correct jurisdiction under the Lugano Convention¹ (Article 19(2)(a)) and section 4-5 (4) of the Norwegian Dispute Act.

An Italian employee brought proceedings against Ryanair Limited before a Norwegian District Court claiming that she was a permanent employee of the airline. The District Court concluded that the dispute did not have sufficient links to Norway and dismissed the case. The Court of Appeal overruled the District Court’s decision. On appeal, the Supreme Court Appeals Committee upheld the Court of Appeal's decision finding that Norwegian courts have jurisdiction in the case concerned.