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of all the facts. Those requirements are all the more important given that the worker must be regarded as the weaker party to the employment contract and it is therefore necessary to prevent the employer being in a position to disregard the intentions of the other party to the contract or to impose on that party a restriction of his rights without him having expressly given his consent in that regard…
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82. Any derogation from those minimum requirements must therefore be accompanied by all the safeguards necessary to ensure that, if the worker concerned is encouraged to relinquish a social right which has been directly conferred on him by the directive, he must do so freely and with full knowledge
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held that workers could not be asked to work 49 hours a week by a collective agreement. They had to opt out individually. As a starting matter it held that the exception for civil servants was not applicable, holding that ‘the civil protection service in the strict sense thus defined, at which the
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Workers of the German Red Cross, including Mr
Pfeiffer, who served as emergency workers, doing ambulance runs claimed that a collective agreement that set their hours at 49 hours per week violated the Working Time Directive. The Red Cross contended that as emergency workers they were akin to civil
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provision is aimed, can be clearly distinguished from the activities of emergency workers tending the injured and sick which are at issue in the main proceedings.’ The ‘worker's consent must be given not only individually but also expressly and freely’.
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Apprenticeships, Skills, Children and
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servants and thus fell outside the
Directive's scope.
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450:Russell v Transocean International Resources Ltd
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50:. Unsourced material may be challenged and
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379:Robinson-Steele v RD Retail Services Ltd
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48:adding citations to reliable sources
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481:Working time in the United Kingdom
63:"Pfeiffer v Deutsches Rotes Kreuz"
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492:Inequality of bargaining power
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