The Regulation provides for a minimum period of seven days and a maximum of three months. Although this is technically a matter of agreement between the individual employee and the employer, there is nothing to prevent the conclusion of a collective agreement. However, if the notice period is changed by a collective agreement, it may be necessary for the employer to require employees to submit revised withdrawal forms. In the absence of a collective agreement, the vacation year should begin on October 1 of each year. Three important recent judgments of the CJEU in the SIMAP, Jaeger and Pfeiffer cases confirmed that “on-call working time” – where the employee must be available for work – should be defined as working time within the meaning of the Directive. However, it does not apply to employees whose terms are covered by an existing “collective agreement” (e.B. It lays down minimum daily and weekly rest periods, annual leave, breaks, the maximum weekly working time of 48 hours, night work, shiftwork and work patterns. Its minimum requirements are binding on all EU Member States and prevent employers from gaining a competitive advantage by pressuring workers to accept long and irregular working hours. A different proportion of the annual working time may be fixed in a collective agreement. In accordance with its Treaty, the EU sets minimum requirements in the field of working conditions at European level. The Treaty gives the European social partners a special role in the preparation of labour law initiatives at EU level. The Commission encourages the social partners to conclude agreements in this area. .

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