After a period of sick leave, a team leader working for a cleaning company was given new working hours.
Instead of working Fridays and Saturdays until 10 a.m., he was now required to work every Sunday until 1:30 p.m.
The employee refused and was dismissed.
The Court of Appeal ruled that this change in working hours was simply a change in working conditions, which the employer was entitled to implement.
The court also found that the employee had not proven that this change would have a significant impact on his private or family life.
However, the Court of Cassation disagreed.
It ruled that depriving an employee of their Sunday rest constitutes a modification to their employment contract.
This modification cannot be imposed without the employee’s consent.
