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This article is part of a Mondaq Webseries examining key issues in employment law around the world in 2019. To read more of our series on the topic, click here.

Back in 2008, the EU’s Court of Justice (CJEU) ruled that where an employee is covered by a collective agreement, lay-offs and redundancy may be carried out only after consultation with the relevant trade union representative and as long as the dismissal is considered to be reasonable. This was set out in Article 11(1) of the First Directive on Collective Agreements, which the European Commission then submitted to the CJEU.

The CJEU’s decision did not set out how the dismissal must be determined to be reasonable. For this, the EU’s Court of First Instance decided to follow the CJEU’s opinion in Giuntini, [2009] ECR (1515), where the CJEU had stated that the relevant decisions must be based on the particular circumstances of each case and cannot be taken at the time of the collective agreement.

As such, it was left to national courts to make these determinations. In Giuntini, the employee had been laid off shortly after the collective agreement came into force. The parties disputed what this meant for the application of Article 11. The Court of First Instance held that,
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