Commercial Law for Employers: Non- Discrimination of Fixed Term WorkersPosted in : Commercial Law for Employers on 10 August 2018
In this month’s ‘Commercial Law for Employers’ article, Kevin McVeigh, Partner and Head of the Corporate and Commercial Department in EDG Solicitors, considers the CJEU case of Gardenia Vernaza Ayovi v Consorci Sanitari de Terrassa Case C-96/17.
The claimant, a nurse, worked under a fixed-term temporary replacement contract. She went on leave of absence for personal reasons only to return to a different role based on part-time hours. Kevin outlines the background facts of this case and concludes the article by summarising some of the key lessons from it, stressing employers should exercise caution when using fixed-term contracts, particularly when treating workers differently on the
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.
Help understand the ramifications of each important case from NI, GB and Europe
24/7 access to all the content in the Legal Island Vault for research case law and HR issues
Ensure your organisation’s policies and procedures are fully compliant with NI law
Receive free preliminary advice on workplace issues from the employment team at Worthingtons Solicitors
More Commercial Law for Employers
- Commercial Law for Employers: Liability of Travel Companies
- Commercial Law for Employers: Consideration of ‘stand-by time’ as Working Time
- When Does an Extension of Maternity Leave Become Parental Leave?
- Use of Successive Temporary Contracts – How Many is too Many?
- Retroactive Equalisation of Normal Pension Age not permitted, rules CJEU
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.