Tuesday 20th February 2024
(Social policy)
A dispute between a worker, who was employed under a fixed-term contract, and his former employer was brought before a Polish court. In accordance with national legislation, the latter terminated the contract with notice without stating the reasons for his decision.
The applicant considered that his dismissal was unlawful and argued that a judgment to anything but that effect would be incompatible with the EU principle of non- discrimination. The provision of Polish law relating to an obligation to state reasons for termination of indefinite term contracts was raised in the proceedings.
The Polish referring court asks the Court of Justice whether this difference in termination requirements, depending on the type of employment contract concerned, is compatible with the Framework Agreement on fixed-term work and whether this agreement can be invoked in a dispute between individuals.
Dienstag, 20. Februar 2024
Kündigung befristeter Arbeitsverhältnisse
Ein Arbeitnehmer beanstandet vor einem polnischen Gericht, dass sein befristeter Arbeitsvertrag vom Arbeitgeber vorzeitig ohne Angaben von Gründen gekündigt wurde.
Nach polnischem Recht ist ein Arbeitgeber nur bei unbefristeten Arbeitsverträgen verpflichtet, die Kündigung schriftlich zu begründen. Bei befristeten Verträgen besteht eine solche Verpflichtung nicht.
Das von dem Betroffenen angerufene polnische Gericht möchte vom Gerichtshof wissen, ob dies mit der Rahmenvereinbarung über befristete Arbeitsverhältnisse (Richtlinie 1999/70) vereinbar ist, die eine Diskriminierung von befristet Beschäftigten verbietet. Für den Fall der Unvereinbarkeit möchte es ferner wissen, ob sich der Arbeitnehmer in einem Rechtsstreit zwischen Privaten auf dieses Diskriminierungsverbot unmittelbar berufen kann.
Generalanwalt Pitruzzella hat in seinen Schlussanträgen vom 30. März 2023 die Ansicht vertreten, dass die Richtlinie einer Regelung des nationalen Rechts, die eine Verpflichtung des Arbeitgebers zur schriftlichen Begründung einer Kündigung nur bei unbefristeten Arbeitsverträgen vorsieht, dann nicht entgegensteht, wenn das nationale Gericht in der Annahme, dass eine konforme Auslegung der nationalen Vorschriften möglich ist, sicherstellt, dass eine gerichtliche Kontrolle der Rechtmäßigkeit des Kündigungsgrundes bei befristeten Verträgen gewährleistet ist und dass der befristet beschäftigte Arbeitnehmer über einen wirksamen Rechtsschutz verfügt. In einem Rechtsstreit zwischen Privaten könnten sich die Parteien nicht auf das Diskriminierungsverbot der Rahmenvereinbarung über befristete Arbeitsverträge berufen.
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