On 27 June 2024, the Court of Justice of the European Union (CJEU) ruled in Case C-284/23, focusing on interpreting Directive 92/85/EEC regarding the dismissal protection for pregnant workers.
The Court stated that national laws requiring pregnant workers to request leave to bring an action out of time within two weeks can be incompatible with EU law if they make exercising dismissal protection rights excessively difficult.
On 5 July 2024, Deputy Peter Burke, Minister for Enterprise, Trade, and Employment, signed the European Union (Corporate Sustainability Reporting) Regulations 2024 into law.
This Statutory Instrument (SI 336/2024) came into effect on 6 July 2024, meeting the CSRD's transposition deadline.
On 24 May 2024, the Council of the European Union (EU) finalised the adoption of the Directive on corporate sustainability due diligence, which the European Commission initially proposed on 23 February 2022.
The Directive mandates that companies identify and mitigate adverse human rights and environmental impacts within their operations and global value chains.
It applies to EU and non-EU companies, including parent companies with a turnover exceeding EUR 450 million.
On 27 March 2024, Austria published legislation transposing the European Transparency Directive into national law after some delay from the original EU deadline of 1 August 2022.
This new legislation came into force on 28 March 2024 and applies to employment relationships established after that date.
It introduces changes to existing labour laws to enhance transparency and employee rights.
Directive (EU) 2024/1233, published on 30 April 2024, introduced a streamlined process for third-country nationals to obtain a single permit for both residence and work within an EU Member State, simplifying administrative procedures.
The Directive establishes standardised rights for third-country workers legally residing in an EU Member State, promoting fair treatment and integration.
Member States have until 21 May 2026 to transpose these provisions into national law, ensuring effective implementation and enforcement.
The Court of Justice of the European Union (CJEU) on 20 February 20 2024 addressed the disparity in dismissal protocols between fixed-term and permanent contracts under Directive 1999/70/EC.
The CJEU reaffirmed the principle of non-discrimination, stipulating that fixed-term workers should not be treated less favourably than permanent workers in terms of dismissal procedures, emphasising the need for a uniform approach in the dismissal of employees regardless of contract type.
The case, identified as C-715/20, arose from a preliminary request by the District Court for Kraków-Nowa Huta, Poland.