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Case C-429/16: Judgment of the Court (Tenth Chamber) of 21 September 2017 (request for a preliminary ruling from the Sąd Okręgowy w Łodzi — Poland) — Małgorzata Ciupa and Others v II Szpital Miejski im. L. Rydygiera w Łodzi, now Szpital Ginekologiczno-Położniczy im. dr L. Rydygiera sp. z o.o. w Łodzi (Reference for a preliminary ruling — Social policy — Collective redundancies — Directive 98/59/EC — Article 1(1) and Article 2 — Concept of ‘redundancies’ — Assimilation to redundancies of ‘terminations of an employment contract which occur on the employer’s initiative’ — Unilateral amendment by the employer of working and pay conditions — Determination of the employer’s ‘intention’ to effect redundancies)
ECLI:EU:UNKNOWN:62016CA0429
62016CA0429
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Official Journal of the European Union
C 392/10
(Case C-429/16)(1)
((Reference for a preliminary ruling - Social policy - Collective redundancies - Directive 98/59/EC - Article 1(1) and Article 2 - Concept of ‘redundancies’ - Assimilation to redundancies of ‘terminations of an employment contract which occur on the employer’s initiative’ - Unilateral amendment by the employer of working and pay conditions - Determination of the employer’s ‘intention’ to effect redundancies))
(2017/C 392/13)
Language of the case: Polish
Referring court
Parties to the main proceedings
Applicants: Małgorzata Ciupa, Jolanta Deszczka, Ewa Kowalska, Anna Stańczyk, Marta Krzesińska, Marzena Musielak, Halina Kaźmierska, Joanna Siedlecka, Szymon Wiaderek, Izabela Grzegora
Defendant: II Szpital Miejski im. L. Rydygiera w Łodzi, now Szpital Ginekologiczno-Położniczy im. dr L. Rydygiera sp. z o.o. w Łodzi
Operative part of the judgment
Article 1(1) of Council Directive 98/59/EC of 20 July 1998 on the approximation of the laws of the Member States relating to collective redundancies must be interpreted as meaning that a unilateral amendment of conditions of pay by the employer, to the detriment of the employees, which, in the event of an employee’s refusal, entails the termination of the contract of employment is capable of being regarded as a ‘redundancy’ within the meaning of that provision, and Article 2 of that directive must be interpreted as meaning that an employer is required to carry out the consultations provided for in Article 2 where he contemplates effecting such a unilateral amendment of the conditions of pay, in so far as the conditions laid down in Article 1 of the directive are satisfied, which is for the referring court to ascertain.
(1) OJ C 392, 24.10.2016.
Language of the case: Polish