Abstract
The European Union (EU) Part-Time and Fixed-Term Work Directives extend non-discrimination law to specific types of employment contracts, otherwise usually regulated by means of more concrete and detailed provisions. In this article, non-discrimination law is analysed as an expression of a conflict between the actual and formal subordination of the employee, on the one hand, and an inherent legal presumption of individual autonomy, on the other. Inspiration is drawn from Kaarlo Tuori's critical legal positivism and the concept of social law developed by François Ewald. From this perspective, case law on discrimination of part-time and fixed-term workers is examined. It is argued that terms such as direct and indirect discrimination, and comparability, obscure the balancing of interests that is at the heart of non-discrimination law.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: International Journal of Comparative Labour Law and Industrial Relations
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
