Traduction de «indirect discrimination » (Anglais → Français) :

indirect discrimination on grounds of sex | indirect discrimination on the basis of sex | indirect gender-based discrimination | indirect sex discrimination

indirect discrimination on grounds of nationality

adverse-effect discrimination [ adverse effect discrimination | constructive discrimination | indirect discrimination ]

sexual discrimination [ discrimination against women | gender discrimination | sexism | discrimination against women | gender discrimination | sex- and gender-based discrimination | sexism | gender discrimination(UNBIS) ]

anti-discriminatory measure [ anti-discrimination Act | discrimination | discriminatory treatment | measures to combat discrimination ]

discrimination on the basis of sexual orientation [ discrimination against homosexuals | discrimination against sexual minorities | sex- and gender-based discrimination ]

job discrimination [ discrimination in employment | employment discrimination | labor discrimination ]

gender discrimination [ sex discrimination | sexual discrimination | gender-based discrimination ]

indirect quotation | indirect quote | indirect exchange rate | indirect exchange quotation

EUROPA - EU law and publications - EUR-Lex - EUR-Lex - 62016CA0270 - EN - Case C-270/16: Judgment of the Court (Third Chamber) of 18 January 2018 (request for a preliminary ruling from the Juzgado de lo Social No 1 de Cuenca — Spain) — Carlos Enrique Ruiz Conejero v Ferroser Servicios Auxiliares SA, Ministerio Fiscal (Reference for a preliminary ruling — Social policy — Directive 2000/78/EC — Equal treatment in employment and occupation — Article 2(2)(b)(i) — Prohibition of discrimination based on disability — National legislation permitting, subject to certain conditions, the dismissal of an employee by reason of intermittent absences, even where justified — Worker’s absences resulting from illnesses linked to his disability — Difference i ...[+++]n treatment based on disability — Indirect discrimination — Whether justified — Combating absenteeism in the workplace — Whether appropriate — Whether proportionate) // Judgment of the Court (Third Chamber) of 18 January 2018 (request for a preliminary ruling from the Juzgado de lo Social No 1 de Cuenca — Spain) — Carlos Enrique Ruiz Conejero v Ferroser Servicios Auxiliares SA, Ministerio Fiscal // (Case C-270/16) - ( // ((Reference for a preliminary ruling - Social policy - Directive 2000/78/EC - Equal treatment in employment and occupation - Article 2(2)(b)(i) - Prohibition of discrimination based on disability - National legislation permitting, subject to certain conditions, the dismissal of an employee by reason of intermittent absences, even where justified - Worker’s absences resulting from illnesses linked to his disability - Difference in treatment based on disability - Indirect discrimination - Whether justified - Combating absenteeism in the workplace - Whether appropriate - Whether proportionate))

14. The appreciation of the facts from which it may be presumed that there has been direct or indirect discrimination should remain a matter for the national judicial or other competent bodies in accordance with rules of national law or practice. Such rules may provide, in particular, for indirect discrimination to be established by any means including on the basis of statistical evidence.

If it is the case, it is for the national court to hold that the Hungarian legislation entails indirect discrimination on the basis of the registered office of the companies, since that discrimination is not justified by overriding reasons in the public interest.

Taxation which disadvantages undertakings linked, within a group, to companies established in another Member State constitutes indirect discrimination on the basis of the registered office of the companies