On 11 November 2025, the European Court of Justice annulled part of the Minimum Wage Directive, while at the same time giving the seal of approval to the rest of the directive.
The Supreme Court recently ruled that the conditions of the ”120-day rule” were met when an employer sent a termination letter to an employee by post after the end of the employee’s normal working hours on the 120th day of sick leave.
As usual, the Government has published its legislative programme for the parliamentary year 2025/2026 in connection with the opening of the Parliament on the first Tuesday of October.
A political agreement has been reached on, among other things, a new occupational scheme for work permits based on collective agreements, an exemption from the work permit requirement for event and conference staff, and initiatives to combat social dumping.
A company was justified in dismissing a managing director who had made private purchases through the company’s suppliers without settling the purchases with the company.
A truck driver underwent surgery that was not just for cosmetic reasons, so she was entitled to sick pay from the employer during sick leave following the surgery.
On 14 January 2025, the Advocate General proposed that the CJEU annul the EU Directive on adequate minimum wages.
The Supreme Court has established that a pilot who had worked for an airline through employment with another company could not have his claim for unpaid salary covered by the Employees’ Guarantee Fund (LG) when the airline went into bankruptcy.
The Eastern High Court found that a termination letter sent to an employee on the 120th day of illness, but after the end of the employee’s normal working hours, complied with the 120-day rule.
A social and healthcare worker’s disclosure of confidential information to the daughter of a citizen did not justify summary dismissal.