- Texte:
1. Le paragraphe 1 de cet article se fonde sur la directive 89/391/CEE concernant la mise en œuvre de mesures visant à promouvoir l'amélioration de la sécurité et de la santé des travailleurs au travail. Il s'inspire également de l'article 3 de la Charte sociale et du point 19 de la Charte communautaire des droits des travailleurs ainsi que, pour ce qui concerne le droit à la dignité dans le travail, de l'article 26 de la Charte sociale révisée. L'expression `conditions de travail` doit être entendue au sens de l'article 156 du traité sur le fonctionnement de l'Union européenne.
2. Le paragraphe 2 se fonde sur la directive 93/104/CE concernant certains aspects de l'aménagement du temps de travail, ainsi que sur l'article 2 de la Charte sociale européenne et sur le point 8 de la Charte communautaire des droits des travailleurs.
Source:Journal officiel de l'Union européenne C 303/17 - 14.12.2007Preamble - Explanations relating to the Charter of Fundamental Rights:Les explications qui figurent ci-après ont été établies initialement sous la responsabilité du praesidium de la Convention qui a élaboré la Charte des droits fondamentaux de l'Union européenne. Elles ont été mises à jour sous la responsabilité du praesidium de la Convention européenne, compte tenu des adaptations apportées au texte de la Charte par ladite Convention (notamment aux articles 51 et 52) et de l'évolution du droit de l'Union. Bien que ces explications n'aient pas en soi de valeur juridique, elles constituent un outil d'interprétation précieux destiné à éclairer les dispositions de la Charte.
Article 31 - Conditions de travail justes et équitables
1. Tout travailleur a droit à des conditions de travail qui respectent sa santé, sa sécurité et sa dignité.
2. Tout travailleur a droit à une limitation de la durée maximale du travail et à des périodes de repos journalier et hebdomadaire, ainsi qu'à une période annuelle de congés payés.
CHARTERPEDIA RESOURCES
Explications
Références à la jurisprudence
- P.R.S v Registry AgencyDecision date:
- Williams and Others v British Airways plcDecision date:
- The Queen v Secretary of State for Trade and Industry, ex parte Broadcasting, Entertainment, Cinematographic and Theatre Union (BECTU)Decision date:
- Sähköalojen ammattiliitto ry v Elektrobudowa Spółka AkcyjnaDecision date:
- Réexamen Commission v StrackDecision date:
- Alexander Heimann, Konstantin Toltschin v Kaiser GmbHDecision date:
- Criminal proceedings against MGDecision date:
- Ministerul Justiţiei and Tribunalul Botoşani v Maria Dicu.Decision date:
- Ministerul Justiţiei and Tribunalul Botoşani v Maria Dicu.Decision date:
- Sindicatul Familia Constanţa and Others v Direcţia Generală de Asistenţă Socială şi Protecţia Copilului ConstanţaDecision date:
Droit constitutionnel national
45 results found
- De Belgische GrondwetPays:Belgium
Artikel 23.Ieder heeft het recht een menswaardig leven te leiden.Daartoe waarborgen de wet, het decreet of de in artikel 134 bedoelde regel, rekening houdend met de overeenkomstige plichten, de economische, sociale en culturele rechten, waarvan ze de voorwaarden voor de uitoefening bepalen.Die rechten omvatten inzonderheid: 1° het recht op arbeid en op de vrije keuze van beroepsarbeid in het raam van een algemeen werkgelegenheidsbeleid dat onder meer gericht is op het waarborgen van een zo hoog en stabiel mogelijk werkgelegenheidspeil, het recht op billijke arbeidsvoorwaarden en een billijke beloning, alsmede het recht op informatie, overleg en collectief onderhandelen;(...)
- Eesti Vabariigi PõhiseadusPays:Estonia
§ 29. (...) Töötingimused on riigi kontrolli all. (...)
- Industrial Relations ActPays:Germany
(Betriebsverfassungsgesetz, BetrVG) A law which regulates the relationship between employer and the employees, represented by the work council and their rights and duties.
- Konstytucja Rzeczypospolitej PolskiejPays:Poland
Art. 24Praca znajduje się pod ochroną Rzeczypospolitej Polskiej. Państwo sprawuje nadzór nad warunkami wykonywania pracy. Art. 65(...) 4. Minimalną wysokość wynagrodzenia za pracę lub sposób ustalania tej wysokości określa ustawa.Art. 661. Każdy ma prawo do bezpiecznych i higienicznych warunków pracy. Sposób realizacji tego prawa oraz obowiązki pracodawcy określa ustawa.2. Pracownik ma prawo do określonych w ustawie dni wolnych od pracy i corocznych płatnych urlopów; maksymalne normy czasu pracy określa ustawa.
- La Constitution BelgePays:Belgium
Article 23.Chacun a le droit de mener une vie conforme à la dignité humaine.A cette fin, la loi, le décret ou la règle visée à l'article 134 garantissent, en tenant compte des obligations correspondantes, les droits économiques, sociaux et culturels, et déterminent les conditions de leur exercice.Ces droits comprennent notamment: 1° le droit au travail et au libre choix d'une activité professionnelle dans le cadre d'une politique générale de l'emploi, visant entre autres à assurer un niveau d'emploi aussi stable et élevé que possible, le droit à des conditions de travail et à une rémunération équitables, ainsi que le droit d'information, de consultation et de négociation collective; (...)
- Labour CodeURL:Pays:Bulgaria
Chapter VI deals with Major Obligations of the Parties to the Employment Relationship, including working conditions.
- Labour LawURL:Pays: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 SatversmePays: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.
- Lietuvos Respublikos KonstitucijaPays: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.
- Luxembourg / Constitution du Grand-Duché de LuxembourgPays:Luxembourg
Art. 34. La sécurité sociale, la protection de la santé et les droits des travailleurs sont réglés par la loi quant à leurs principes.
- Magyarország AlaptörvényePays: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. - Netherlands / Constitution of the Kingdom of the NetherlandsPays:Netherlands
Article 19 (...) 2. Rules concerning the legal status and protection of working persons and concerning co-determination shall be laid down by Act of Parliament.
- Portugal / Constitution of the Portuguese RepublicPays:Portugal
Article 59 (Workers' rights) (1) Regardless of age, sex, race, citizenship, place of origin, religion and political and ideological convictions, every worker shall possess the right: (a) To the remuneration of his work in accordance with its volume, nature and quality, with respect for the principle of equal pay for equal work and in such a way as to guarantee a proper living; (b) That work be organised in keeping with social dignity and in such a way as to provide personal fulfilment and to make it possible to reconcile professional and family life; (c) To work in conditions that are hygienic, safe and healthy; (d) To rest and leisure time, a maximum limit on the working day, a weekly rest period and periodic paid holidays; (e) To material assistance when he involuntarily finds himself unemployed; (f) To assistance and fair reparation when he is the victim of a work-related accident or occupational illness. (2) The state shall be charged with ensuring the working, remuneratory and rest-related conditions to which workers are entitled, particularly by: (a) Setting and updating a national minimum wage which, among other factors, shall have particular regard to workers’ needs, increases in the cost of living, the level to which the sectors of production have developed, the requirements imposed by economic and financial stability, and the accumulation of capital for development purposes; (b) Setting national limits on working hours; (c) Ensuring special work-related protection for women during pregnancy and following childbirth, as well as for minors, the disabled and those whose occupations are particularly strenuous or take place in unhealthy, toxic or dangerous conditions; (d) In cooperation with social organisations, ensuring the systematic development of a network of rest and holiday centres; (e) Protecting emigrant workers’ working conditions and guaranteeing their social benefits; (f) Protecting student workers’ working conditions. (3) Salaries shall enjoy special guarantees, as laid down by law.
- Romania / Constitution of RomaniaURL:Pays:Romania
Article 41(...) (2) All employees have the right to measures of social protection. These concern employees' safety and health, working conditions for women and young people, the setting up of a minimum gross salary per economy, weekends, paid rest leave, work performed under difficult and special conditions, as well as other specific conditions, as stipulated by the law. (3) The normal duration of a working day is of maximum eight hours, on the average.
- Slovakia / Constitution of the Slovak RepublicPays:Slovakia
Article 36 Employees have the right to just and satisfying working conditions. The law guarantees, above all a) the right to remuneration for work done, sufficient to ensure them a dignified standard of living, b) protection against arbitrary dismissal and discrimination at the work place, c) labor safety and the protection of health at work, d) the longest admissible working time, e) adequate rest after work, f) the shortest admissible period of paid leave, g) the right to collective bargaining.
- Slovenia / Constitution of the Republic of SloveniaPays:Slovenia
Article 66 (Security of Employment)The state shall create opportunities for employment and work, and shall ensure the protection of both by law.
- Spain / Constitution of the Kingdom of SpainPays:Spain
Article 40 (...) 2. Likewise, the public authorities shall promote a policy guaranteeing professional training and retraining; they shall ensure labour safety and hygiene and shall provide for the need of rest by limiting the duration of working day, by periodic paid holidays, and by promoting suitable centres.
- Suomen perustuslakiURL:Pays:Finland
18 § Oikeus työhön ja elinkeinovapaus Jokaisella on oikeus lain mukaan hankkia toimeentulonsa valitsemallaan työllä, ammatilla tai elinkeinolla. Julkisen vallan on huolehdittava työvoiman suojelusta. (...)
- The Belgian ConstitutionPays:Belgium
Article 23.Everyone has the right to lead a life in keeping with human dignity.
To this end, the laws, federate laws and rules referred to in Article 134 guarantee
economic, social and cultural rights, taking into account corresponding obligations, and
determine the conditions for exercising them.
These rights include among others:
1° the right to employment and to the free choice of an occupation within the context
of a general employment policy, aimed among others at ensuring a level of employment that is as stable and high as possible, the right to fair terms of employment and to fair
remuneration, as well as the right to information, consultation and collective negotiation; (...) - The Constitutional Act of DenmarkPays:Denmark
Section 75 . Subsection 1. In order to advance the public interest, efforts shall be made to guarantee work for every able-bodied citizen on terms that will secure his existence.
Droit de l'UE
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.‘
Droit international
1 results found
- R204 - Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204)
V. Rights and social protection
‘17. Members should:
(a) take immediate measures to address the unsafe and unhealthy working conditions that often characterize work in the informal economy; and
(b) promote and extend occupational safety and health protection to employers and workers in the informal economy.
18. Through the transition to the formal economy, Members should progressively extend, in law and practice, to all workers in the informal economy, social security, maternity protection, decent working conditions and a minimum wage that takes into account the needs of workers and considers relevant factors, including but not limited to the cost of living and the general level of wages in their country.
19. In building and maintaining national social protection floors within their social security system and facilitating the transition to the formal economy, Members should pay particular attention to the needs and circumstances of those in the informal economy and their families.
20. Through the transition to the formal economy, Members should progressively extend the coverage of social insurance to those in the informal economy and, if necessary, adapt administrative procedures, benefits and contributions, taking into account their contributory capacity.
21. Members should encourage the provision of and access to affordable quality childcare and other care services in order to promote gender equality in entrepreneurship and employment opportunities and to enable the transition to the formal economy.‘