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.

The first Tuesday of October marked the start of the new parliamentary year and, in the usual way, the Government introduced its legislative programme for the parliamentary year 2024/2025.

The summary dismissal of an employee who had sharply criticised her employer and several identifiable colleagues in a closed staff group on Facebook was justified.

A municipality was justified in dismissing an employee due to the long-term prospects of her returning to work after sickness absence.

A security company had not forfeited the right to summarily dismiss an employee, even though the company did not summarily dismiss the employee until more than 3 weeks after the company became aware that the employee had set up and operated a competing business.

Draft amendments to the Executive Order on Rest Periods and the Executive Order on Systematic Working Environment Work have been submitted for consultation. Among other things, it is proposed to align the exemption for the so-called self-organisers.