Alapjogok védelme csoportos létszámcsökkentés alkalmazásakor

This paper address the protection of fundamental rights when applying redundancies. Today, the rules for the termination of the legal relationship of significant changes can be observed. The redundancies in the world of work is increasingly become an inevitable phenomenon. Collective redundancies applying the cooperation of both sides, the appropriate decisions, mutual agreement is required. In order to ensure the realization of the legitimate and proper to protect the fundamental rights of both sides. The coming into force on 1 July 2012 of Act I of 2012 on the Labour Code (hereinafter referred to as Mt.) due regulating many new unanswered questions. For example, the employer’s bargaining obligation in the absence of a works council, and the lack of regulation of procedure. For this reason and because of the public sector labor law changes observed in recent years, such as the possibility of dismissal without justification. We must look to the time of termination are to guarantee the fundamental rights of workers guaranteed. The possibility of dismissal without cause because it is declared unlawful and annulled by the Constitutional Court, however, in that section, I discuss it then, but that only ex nung effect, that is for the future annulled. I consider it necessary to review the European Union’s Charter of Fundamental Rights of the above, in particular the regulation of protection against unfair dismissal regard. This study is looking for an answer to how the private sector and the public sector in terms of changes in domestic regulations are in line with the EU Charter of Fundamental Rights. For these reasons can legitimately raises the question whether the regulatory changes due to both sides’ rights really are being met, are there to ensure the fundamental rights of both sides. In my study I’m looking for the answers to these questions at the national and EU rules examination