In this article we introduce the main principles of the Polish dismissal protection regulation. Issues addressed include the underlying principles for the system of dismissal protection, notice periods, justifiable reasons for dismissal, consultation of trade unions and how to remedy unfair or defective dismissals. We also very briefly touch upon dismissal protection of civil servants.

The Danish Ministry of Employment has been held liable for a protracted legislative process following the ECJ’s ruling in the Ole Andersen case (C-499/08), which concluded that the Salaried Employees Act was not compliant with Directive 2000/78/EC concerning equal treatment in employment and occupation (prohibition of discrimination on grounds of age).

Compensation funds in different jurisdictions have varying functions and objectives to remedy loss. This doctoral research addresses the significant knowledge gap in relation to no-fault comprehensive compensation funds. These are a single publicly-managed structure that provides a wide, compulsory and complete replacement for tort remedies.
The research identifies the hallmarks of these funds’ successful establishment, administration, operation and further development. This includes analysis of the functional harms covered, compensation quantum and funding. There is also a novel first principles analysis of the interaction between large funds and human rights law. These analyses inform concrete recommendations for the legislative improvement of existing funds, new funds, and the framework’s application to contemporary liability problems.

Some scholars argue that a growing number of Dutch physicians practice defensive medicine. This implies physicians base their professional decisions primarily on a fear of being held liable. The main question of this article is whether empirical evidence corroborates the claim that Dutch medical liability law causes physicians to behave defensively. I argue that this is not the case. If we assume that the law influences physicians’ behavior, we must also assume physicians know the law. Empirical evidence shows this knowledge is limited. Furthermore, Dutch physicians tend to report low levels of defensive behavior.

An Employment Tribunal (ET) decision involving an advertising agency has highlighted the dangers for employers of taking an overly aggressive approach to reducing gender pay gaps. It also provides a reminder that all discrimination is unlawful, even where the victims are from a historically privileged group.

Various laws, guidelines and other types of regulation have been created that introduced new rights worldwide for victims of crime. Many of these rights focus on active victims who wish to step into the open and to orally express their views and experiences in court. Rights and wishes to remain in the background and to preserve one’s privacy received less attention. This article focuses primarily on the wishes of victims that reveal their intention to not play an active role in the criminal process, and on victims who fear an invasion of their safety and privacy. According to the literature, such wishes and needs can be considered to be fundamental. The article questions the empirical basis for the present victim legislation: are the new laws that have been created over the decades founded on empirically established victim needs, or on presumed victim needs? The article concludes with a plea for a more extensive use of empirical findings that shed light on victim wishes in the legislation and the criminal process.

This introductory article of a special issue on naming and shaming addresses the origins of the concept and its transformation during the last decades. The main conclusion of the article is that contemporary forms of naming & shaming come closer to humiliation and public lynching, rather than redemption and self-reflection.

The article gives an overview of the protection against dismissal according to Danish statutory acts and collective agreements.

The Craiova Court of Appeal has ruled that a trade union that organized an illegal strike was civilly liable for the entire prejudice caused to the employer due to the interruption of its business activity. The compensation will be calculated based on the damage incurred by the employer, regardless of whether the strike took place for only two hours, as in the case at hand, if the activity of the unit was disrupted for a longer period of time due to such strike action.

This article examines how Spanish and Catalan laws deal with claims of grandparents who seek contact with their grandchildren against the will of one or both parents, and the scope given to their rights. It starts by explaining the content and the goals of the legal reforms enacted in Spain at the beginning of the 21st century to promote grandparents’ interests. Then, it presents the case law developed in the interpretation of the relevant legal rules. The resulting state of the law is assessed, taking into account the interests of all the parties involved (parents, grandparents, and grandchildren). The experience of more than twenty years of application of the specific provisions concerning grandparents’ contact rights sheds light on the impact of giving grandparents stronger legal rights. However, it also prompts the question of whether this legislative choice might have brought about useless and potentially harmful litigation.

In its decision rendered on 28 February 2019, the Luxembourg Court of Appeal (Cour d’appel de Luxembourg) examined under which circumstances on-call duty performed at the workplace qualifies as actual working time.
The issue raised was whether the time spent at night by an employee (i.e. the presence of an employee at the workplace) performing the work of a live-in carer was to be considered as ‘actual working time’.
The Court expressly referred to EU case law and decided that the concept of actual working time is defined by two criteria, namely (i) whether the employee during such a period must be at the employer’s disposal, and (ii) the interference with the employee’s freedom to choose their activities.
In view of the working hours provided for in the employment contract and in the absence of evidence proving that the employee would not have been at the employer’s home during her working hours, the Court found that the employee stayed at the employer’s home at night and at the employer’s request. It was irrelevant in this respect whether it was for convenience or not. It was further established that the employee could not leave during the night and return to her home and go about her personal business, so that the hours she worked at night were to be considered as actual working time.
Given that the employee’s objections regarding her salary were justified (as the conditions of her remuneration violated statutory provisions), the Court decided that the dismissal was unfair.

European Anti-fraud Office and the Commission not found liable for alleged conduct in the context of criminal investigations against a former employee.

The Court of Appeal has overturned a High Court decision which granted injunctive relief to prevent the defendant from removing the plaintiff from his position as chief financial officer during his probationary period.

Legal ethics may be taught indirectly, given resistance to ethics as a separate and presumably merely subjective subject. This may be done by stressing the importance of facts (as the vast majority of legal issues relate to contested facts), of professional role consciousness and of the importance of formal and informal respect for all concerned. This indirect approach is best integrated into the whole of the legal curriculum, in moot practices and legal clinics offering perceptions of the administration of legal justice from receiving ends as well. Basic knowledge of forensic sciences, argumentation and rhetoric may do good here as well. Teachers of law are to set an example in their professional (and general) conduct.

Een groot deel van de ingelegde gelden in het piramidespel van Madoff is inmiddels terugbetaald aan de getroffenen van de fraude. De impact van Madoff op de regelgeving voor icbe’s is echter blijvend. De auteur bespreekt in dit artikel de gevolgen van de fraude voor de regelgeving voor icbe’s. De nadruk ligt daarbij op de civielrechtelijke aansprakelijkheid van de bewaarder.

Climate litigation is an understudied phenomenon in criminology. In this article we will discuss the rise of climate change litigation and growing recognition of global environmental harms from a green criminological perspective. More specifically, we will discuss both the legal reasoning and the impact of the Urgenda case in the Netherlands in the context of environmental, ecological and climate justice. We will conclude with how this case contributes for the recognition of diverse climate victims and strengthening of climate justice in the near future.

Thought experiments have been widely used in virtually all sciences and humanities. Law is no exception. We can find countless instances of such experiments in both the legal practice and the legal theory. However, this method has hardly been studied by legal scholars, which contrasts with the vast literature devoted to it in other fields of knowledge. This article analyses the role that some thought experiments – those where an imaginary legal change is made, and its social effects are observed – may play in law. In particular, we show why these empirical legal thought experiments might be useful for the practice and theory of law, the main principles for conducting them and how the law deals with them.

In 2014, the ECJ was presented with a preliminary reference from the District Court in Kolding on the matter of whether EU law provides protection against discrimination on grounds of obesity with regard to employment and occupation. Following the ECJ’s ruling, first the District Court and later the High Court found that an employee’s obesity as such did not constitute a disability within the meaning of Directive 2000/78/EC establishing a general framework for equal treatment in employment and occupation since his obesity had not constituted a limitation or inconvenience in the performance of his job.

Various of our academic board analysed employment law cases from last year. However, first, we start with some general remarks.