Back to EUR-Lex homepage

EUR-Lex Access to European Union law

Back to EUR-Lex homepage

This document is an excerpt from the EUR-Lex website

Use quotation marks to search for an "exact phrase". Append an asterisk (*) to a search term to find variations of it (transp*, 32019R*). Use a question mark (?) instead of a single character in your search term to find variations of it (ca?e finds case, cane, care).
Search tips
Need more search options? Use the Advanced search
You are here

Document 62014CN0219

Case C-219/14: Reference for a preliminary ruling from Employment Tribunals, Birmingham (United Kingdom) made on 6 May 2014 — Kathleen Greenfield v The Care Bureau Ltd

IO C 223, 14.7.2014, p. 8–8 (BG, ES, CS, DA, DE, ET, EL, EN, FR, HR, IT, LV, LT, HU, MT, NL, PL, PT, RO, SK, SL, FI, SV)

Date of document:
06/05/2014
Date lodged:
06/05/2014
Author:
An Chúirt Bhreithiúnais
Form:
Faisnéis bhreithiúnach
Authentic language:
Béarla
Type of procedure:
Tarchur le haghaidh réamhrialú
Link
Select all documents mentioning this document
Case affecting:
  • request for interpretation 32003L0088 airteagal 07
Link

14.7.2014   

EN

Official Journal of the European Union

C 223/8

Reference for a preliminary ruling from Employment Tribunals, Birmingham (United Kingdom) made on 6 May 2014 — Kathleen Greenfield v The Care Bureau Ltd

(Case C-219/14)

2014/C 223/11

Language of the case: English

Referring court

Employment Tribunals, Birmingham

Parties to the main proceedings

Applicant: Kathleen Greenfield

Defendant: The Care Bureau Ltd

Questions referred

i.

Is the ‘pro rata temporis principle’, as set out in clause 4.2 of the Framework Agreement, to be interpreted as requiring a provision of national law, (such as Regulations 13, 13A and 14 of the Working Time Regulations), to have the effect that, in circumstances where there is an increase in the working hours of an employee, the amount of leave already accumulated must be adjusted proportionally to the new working hours, with the result that the worker who increases his/her working hours has his/her entitlement to accrued leave recalculated in accordance with the increased hours?

ii.

Is either clause 4.2 of the Framework Agreement or Article 7 of the Working Time Directive (1) to be interpreted as precluding a provision of national law (such as Regulations 13, 13A and 14 of the Working Time Regulations), from having the effect that in circumstances where there is an increase in the working hours of an employee, the amount of leave already accumulated is to be adjusted proportionally to the new working hours, with the result that the worker who increases his/her working hours has his/her entitlement to accrued leave recalculated in accordance with the revised hours?

iii.

If the answer to question (i) and/or (ii) is yes, does the recalculation apply only to that portion of the holiday year during which the employee worked the increased hours or to some other period?

iv.

When calculating the period of leave taken by a worker, is either clause 4.2 of the Framework Agreement or Article 7 of the Working Time Directive to be interpreted as requiring a provision of national law (such as Regulations 13, 13A and 14 of the Working Time Regulations) to have the effect of adopting a different approach as between calculating an employee's allowance in lieu of paid annual leave entitlement upon termination and when calculating an employee's remaining annual leave entitlement when they remain employed?

v.

If the answer to question (iv) is yes, what is the difference in approach required to be adopted?

(1)  Directive 2003/88/EC of the European Parliament and of the Council of 4 November 2003 concerning certain aspects of the organisation of working time OJ L 299, p. 9

Top