eu-charter

Charta der Grundrechte der Europäischen Union

Artikel 31 - Gerechte und angemessene Arbeitsbedingungen

Artikel 31 - Gerechte und angemessene Arbeitsbedingungen

(1) Jede Arbeitnehmerin und jeder Arbeitnehmer hat das Recht auf gesunde, sichere und würdige Arbeitsbedingungen.
(2) Jede Arbeitnehmerin und jeder Arbeitnehmer hat das Recht auf eine Begrenzung der Höchstarbeitszeit, auf tägliche und wöchentliche Ruhezeiten sowie auf bezahlten Jahresurlaub.

    • Text:

      1. Absatz 1 dieses Artikels stützt sich auf die Richtlinie 89/391/EWG über die Durchführung von Maßnahmen zur Verbesserung der Sicherheit und des Gesundheitsschutzes der Arbeitnehmer am Arbeitsplatz. Er lehnt sich ferner an Artikel 3 der Sozialcharta und Nummer 19 der Gemeinschaftscharta der Arbeitnehmerrechte sowie hinsichtlich des Rechts auf Würde am Arbeitsplatz an Artikel 26 der revidierten Sozialcharta an. Der Ausdruck `Arbeitsbedingungen` ist im Sinne des Artikels 156 des Vertrags über die Arbeitsweise der Europäischen Union zu verstehen.

      2. Absatz 2 stützt sich auf die Richtlinie 93/104/EG über bestimmte Aspekte der Arbeitszeitgestaltung sowie auf Artikel 2 der Europäischen Sozialcharta und auf Nummer 8 der Gemeinschaftscharta der Arbeitnehmerrechte.

      Quelle:
      Amtsblatt der Europäischen Union C 303/17 - 14.12.2007
      Preamble - Explanations relating to the Charter of Fundamental Rights:
      Die Erläuterungen wurden ursprünglich unter der Verantwortung des Präsidiums des Konvents, der die Charta der Grundrechte der Europäischen Union ausgearbeitet hat, formuliert. Sie wurden unter der Verantwortung des Präsidiums des Europäischen Konvents aufgrund der von diesem Konvent vorgenommenen Anpassungen des Wortlauts der Charta (insbesondere der Artikel 51 und 52) und der Fortentwicklung des Unionsrechts aktualisiert. Diese Erläuterungen haben als solche keinen rechtlichen Status, stellen jedoch eine nützliche Interpretationshilfe dar, die dazu dient, die Bestimmungen der Charta zu verdeutlichen.
    • BU v Comune di Copertino
      Decision date:
      Deciding body type:
      Court of Justice of the European Union
      Deciding body:
      Typ:
      Decision
      Policy area:
      Employment and social policy
      ECLI (European case law identifier):
      ECLI:EU:C:2024:51
    • TF v Sparkasse Südpfalz
      Decision date:
      Deciding body type:
      Court of Justice of the European Union
      Deciding body:
      Typ:
      Decision
      Policy area:
      Employment and social policy
      ECLI (European case law identifier):
      ECLI:EU:C:2023:984
    • Dispute between a company and several of its employees
      Decision date:
      Deciding body type:
      National Court/Tribunal
      Deciding body:
      Court of Cassation
      Typ:
      Decision
      Policy area:
      ECLI (European case law identifier):
    • IH v MÁV-START Vasúti Személyszállító Zrt.
      Decision date:
      Deciding body type:
      Court of Justice of the European Union
      Deciding body:
      Court (Second Chamber)
      Typ:
      Decision
      Policy area:
      Employment and social policy
      ECLI (European case law identifier):
      ECLI:EU:C:2023:140
    • X (Judge) Superior Council of the Magistracy
      Decision date:
      Deciding body type:
      National Court/Tribunal
      Deciding body:
      Supreme Court of Justice
      Typ:
      Policy area:
      Employment and social policy
      ECLI (European case law identifier):
    • WD v job-medium GmbH
      Decision date:
      Deciding body type:
      Court of Justice of the European Union
      Deciding body:
      Court (Seventh Chamber)
      Typ:
      Decision
      Policy area:
      Employment and social policy
      ECLI (European case law identifier):
      ECLI:EU:C:2021:960
    • MG v Dublin City Council
      Decision date:
      Deciding body type:
      Court of Justice of the European Union
      Deciding body:
      Court (Fifth Chamber)
      Typ:
      Decision
      Policy area:
      Employment and social policy
      ECLI (European case law identifier):
      ECLI:EU:C:2021:909
    • B. K. v Republika Slovenija (Ministrstvo za obrambo)
      Decision date:
      Deciding body type:
      Court of Justice of the European Union
      Deciding body:
      Court (Grand Chamber)
      Typ:
      Decision
      Policy area:
      Employment and social policy
      ECLI (European case law identifier):
      ECLI:EU:C:2021:597
    • Academia de Studii Economice din Bucureşti v Organismul Intermediar pentru Programul Operaţional Capital Uman - Ministerul Educaţiei Naţionale
      Decision date:
      Deciding body type:
      Court of Justice of the European Union
      Deciding body:
      Court (Fifth Chamber)
      Typ:
      Decision
      Policy area:
      Employment and social policy
      ECLI (European case law identifier):
      ECLI:EU:C:2021:210
    • D. J. v Radiotelevizija Slovenija
      Decision date:
      Deciding body type:
      Court of Justice of the European Union
      Deciding body:
      Court (Grand Chamber)
      Typ:
      Decision
      Policy area:
      Employment and social policy
      ECLI (European case law identifier):
      ECLI:EU:C:2021:182

    56 results found

    • Constitution of Malta
      Land:
      Malta

      Article 13(1)The maximum number of hours of work per day shall be fixed by law.(2) The worker is entitled to a weekly day of rest and to annual holidays with pay; he cannot renounce this right.Article 16The State shall provide for safeguarding the labour of minors and assure to them the right to equal pay for equal work.

    • Constitution du Grand Duche de Luxembourg
      Land:
      Luxembourg

      Article 11.(5) La loi règle quant à ses principes la sécurité sociale, la protection de la santé, les droits des travailleurs, la lutte contre la pauvreté et l’intégration sociale des citoyens atteints d’un handicap.

    • Constitution of the Grand Duchy of Luxembourg
      Land:
      Luxembourg

      Article 11.(5) The law regulates as to their principles[:] social security, the protection of health, the rights of workers, [and] the struggle against poverty and social
      integration of citizens affected by a handicap.

    • Constitution of the Republic of Lithuania
      Land:
      Lithuania

      Article 48. Everyone may freely choose a job or business, and shall have the right to have proper, safe, and healthy conditions at work, as well as to receive fair pay for work and social security in the event of unemployment. The work of foreigners in the Republic of Lithuania shall be regulated by law. Forced labour shall be prohibited. Article 49. Every working person shall have the right to rest and leisure, as well as to annual paid leave. The length of working time shall be established by law.

    • Lietuvos Respublikos Konstitucija
      Land:
      Lithuania

      48 straipsnis. Kiekvienas žmogus gali laisvai pasirinkti darbą bei verslą ir turi teisę turėti tinkamas, saugias ir sveikas darbo sąlygas, gauti teisingą apmokėjimą už darbą ir socialinę apsaugą nedarbo atveju.Užsieniečių darbą Lietuvos Respublikoje reguliuoja įstatymas.Priverčiamasis darbas draudžiamas. 49 straipsnis. Kiekvienas dirbantis žmogus turi teisę turėti poilsį ir laisvalaikį, taip pat kasmetines mokamas atostogas.Darbo laiko trukmę apibrėžia įstatymas.

    • Constitution of the Republic of Latvia
      Land:
      Latvia

      107. Every employed person has the right to receive, for work done, commensurate remuneration which shall not be less than the minimum wage established by the State, and has the right to weekly holidays and a paid annual vacation. 

    • Labour Law
      Land:
      Latvia

      Section 7 - Principle of Equal Rights(1) Everyone has an equal right to work, to fair, safe and healthy working conditions, as well as to fair work remuneration.(...)

    • Latvijas Republikas Satversme
      Land:
      Latvia

      107. Ikvienam darbiniekam ir tiesības saņemt veiktajam darbam atbilstošu samaksu, kas nav mazāka par valsts noteikto minimumu, kā arī tiesības uz iknedēļas brīvdienām un ikgadēju apmaksātu atvaļinājumu.

    • Constitution of the Italian Republic
      Land:
      Italy

      Art. 36. Workers have the right to a remuneration commensurate to the quantity and quality of their work and in any case such as to ensure them and their families a free and dignified existence. Maximum daily working hours are established by law. Workers have the right to a weekly rest day and paid annual holidays. They cannot waive this right.

    • Costituzione della Repubblica Italiana
      Land:
      Italy

      Art. 36. Il lavoratore ha diritto ad una retribuzione proporzionata alla quantità e qualità del suo lavoro e in ogni caso sufficiente ad assicurare a sé e alla famiglia un'esistenza libera e dignitosa.La durata massima della giornata lavorativa è stabilita dalla legge.Il lavoratore ha diritto al riposo settimanale e a ferie annuali retribuite, e non può rinunziarvi.

    • Constitution of Ireland
      Land:
      Ireland

      Article 45.4.2. The state shall endeavour to ensure that the strength and health of workers, men and women, and the tender age of children shall not be abused and that citizens shall not be forced by economic necessity to enter avocations unsuited to their sex, age or strength.

    • A Magyar Köztársaság Alkotmánya
      Land:
      Hungary

      70/B §(…) (2) Az egyenlő munkáért mindenkinek, bármilyen megkülönböztetés nélkül, egyenlő bérhez van joga.(3) Minden dolgozónak joga van olyan jövedelemhez, amely megfelel végzett munkája mennyiségének és minőségének.(4) Mindenkinek joga van a pihenéshez, a szabadidőhöz és a rendszeres fizetett szabadsághoz. 70/D §(…) (2) Ezt a jogot a Magyar Köztársaság a munkavédelem, az egészségügyi intézmények és az orvosi ellátás megszervezésével, a rendszeres testedzés biztosításával, valamint az épített és a természetes környezet védelmével valósítja meg.

    • Constitution of the Republic of Hungary
      Land:
      Hungary

      Article 70/B(…) (2) Everyone has the right to equal compensation for equal work, without any discrimination whatsoever.(3) All persons who work have the right to an income that corresponds to the amount and quality of work they carry out.(4) Everyone has the right to leisure time, to free time and to regular paid vacation.Article 70/D(1) Everyone living in the territory of the Republic of Hungary has the right to the highest possible level of physical and mental health.(2) The Republic of Hungary shall implement this right through institutions of labor safety and health care, through the organization of medical care and the opportunities for regular physical activity, as well as through the protection of the urban and natural environment.

    • Magyarország Alaptörvénye
      Land:
      Hungary

      XVII. cikk (SZABADSÁG ÉS FELELŐSSÉG) […] (3) Minden munkavállalónak joga van az egészségét, biztonságát és méltóságát tiszteletben tartó munkafeltételekhez.
      (4) Minden munkavállalónak joga van a napi és heti pihenőidőhöz, valamint az éves fizetett szabadsághoz.

    • The Fundamental Law of Hungary
      Land:
      Hungary

      Article XVII (Freedom and Responsibility) […] (3) Every employee shall have the right to working conditions which ensure respect for his or her health, safety and dignity.
      (4) Every employee shall have the right to daily and weekly rest periods and to a period of annual paid leave.

    • Constitution of the Hellenic Republic
      Land:
      Greece

      Article 22 (1). Work constitutes a right and shall enjoy the protection of the State, which shall care for the creation of conditions of employment for all citizens and shall pursue the moral and material advancement of the rural and urban working population. [...]

    • Το Σύνταγμα της Ελλάδας
      Land:
      Greece

      Άρθρo 22 (1). H εργασία απoτελεί δικαίωμα και πρoστατεύεται από τo Kράτoς, πoυ μεριμνά για τη δημιoυργία συνθηκών απασχόλησης όλων των πoλιτών και για την ηθική και υλική εξύψωση τoυ εργαζόμενoυ αγρoτικoύ και αστικoύ πληθυσμoύ. […]

    • Industrial Relations Act
      Land:
      Germany

       (Betriebsverfassungsgesetz, BetrVG) A law which regulates the relationship between employer and the employees, represented by the work council and their rights and duties.

    • Code du Travail
      Land:
      France
    • Constitution of Finland
      Land:
      Finland

      Section 18 The right to work and the freedom to engage in commercial activity Everyone has the right, as provided by an Act, to earn his or her livelihood by the employment, occupation or commercial activity of his or her choice. The public authorities shall take responsibility for the protection of the labour force. (...) 

    11 results found

    • Directive 2014/36/EU of the European Parliament and of the Council of 26 February 2014 on the conditions of entry and stay of third-country nationals for the purpose of employment as seasonal workers

      Preamble

      ‘(46) Third-country national seasonal workers should be granted equal treatment in respect of those branches of social security listed in Article 3 of Regulation (EC) No 883/2004 of the European Parliament and of the Council (13). This Directive does not harmonise the social security legislation of Member States and does not cover social assistance. It is limited to applying the principle of equal treatment in the field of social security to the persons falling within its scope. This Directive should not confer more rights than those already provided in existing Union legislation in the field of social security for third-country nationals who have cross-border interests between Member States.
      Due to the temporary nature of the stay of seasonal workers and without prejudice to Regulation (EU) No 1231/2010 of the European Parliament and of the Council (14), Member States should be able to exclude family benefits and unemployment benefits from equal treatment between seasonal workers and their own nationals and should be able to limit the application of equal treatment in relation to education and vocational training, as well as tax benefits.
      This Directive does not provide for family reunification. Furthermore, this Directive does not grant rights in relation to situations which lie outside the scope of Union law such as, for example, situations where family members reside in a third country. That should not, however, affect the right of survivors who derive rights from the seasonal worker to receive survivor’s pensions when residing in a third country. This should be without prejudice to the non-discriminatory application by Member States of national law providing for de minimis rules on contributions to pension systems. Mechanisms should be in place in order to ensure effective social security coverage during the stay and the exporting of acquired rights of the seasonal workers, where applicable.
      (47) Union law does not limit the power of the Member States to organise their social security schemes. In the absence of harmonisation at Union level, it is for each Member State to lay down the conditions under which social security benefits are granted, as well as the amount of such benefits and the period for which they are granted. However, when exercising that power, Member States should comply with Union law.‘

      (52) This Directive respects the fundamental rights and observes the principles recognised by the Charter of Fundamental Rights of the European Union, in particular, Articles 7, 15(3), 17, 27, 28, 31 and 33(2) thereof, in accordance with Article 6 TEU

      Article 23 - Right to equal treatment

      ‘1. Seasonal workers shall be entitled to equal treatment with nationals of the host Member State at least with regard to:
      (a) terms of employment, including the minimum working age, and working conditions, including pay and dismissal, working hours, leave and holidays, as well as health and safety requirements at the workplace;
      (b) the right to strike and take industrial action, in accordance with the host Member State’s national law and practice, and freedom of association and affiliation and membership of an organisation representing workers or of any organisation whose members are engaged in a specific occupation, including the rights and benefits conferred by such organisations, including the right to negotiate and conclude collective agreements, without prejudice to the national provisions on public policy and public security;
      (c) back payments to be made by the employers, concerning any outstanding remuneration to the third-country national;
      (d) branches of social security, as defined in Article 3 of Regulation (EC) No 883/2004;
      (e) access to goods and services and the supply of goods and services made available to the public, except housing, without prejudice to the freedom of contract in accordance with Union and national law;
      (f) advice services on seasonal work afforded by employment offices;
      (g) education and vocational training;
      (h) recognition of diplomas, certificates and other professional qualifications in accordance with the relevant national procedures;
      (i) tax benefits, in so far as the seasonal worker is deemed to be resident for tax purposes in the Member State concerned.
      Seasonal workers moving to a third country, or the survivors of such seasonal workers residing in a third-country deriving rights from the seasonal worker, shall receive statutory pensions based on the seasonal worker’s previous employment and acquired in accordance with the legislation set out in Article 3 of Regulation (EC) No 883/2004, under the same conditions and at the same rates as the nationals of the Member States concerned when they move to a third country.
      2. Member States may restrict equal treatment:
      (i) under point (d) of the first subparagraph of paragraph 1 by excluding family benefits and unemployment benefits, without prejudice to Regulation (EU) No 1231/2010;
      (ii) under point (g) of the first subparagraph of paragraph 1 by limiting its application to education and vocational training which is directly linked to the specific employment activity and by excluding study and maintenance grants and loans or other grants and loans;
      (iii) under point (i) of the first subparagraph of paragraph 1 with respect to tax benefits by limiting its application to cases where the registered or usual place of residence of the family members of the seasonal worker for whom he/she claims benefits, lies in the territory of the Member State concerned.
      3. The right to equal treatment provided for in paragraph 1 shall be without prejudice to the right of the Member State to withdraw or to refuse to extend or renew the authorisation for the purpose of seasonal work in accordance with Articles 9 and 15.‘