4 minute read | May.15.2013
Recently, the German Federal Labor Court (Bundesarbeitsgericht “BAG”) rendered a decision which had been awaited with interest by German employers (BAG, April 25, 2013 - 8 AZR 287/08) with regard to information rights of rejected job applicants.
The plaintiff, a female Russian national, was born in 1961. She holds a Russian degree in systems engineering. After having seen a job advertisement, she applied for a job as an experienced software developer but her application was rejected. Soon afterwards, the company again published an advertisement—it was obviously still searching for a candidate eligible for the still vacant position. Plaintiff re-applied for the job but was rejected again. The company had neither invited her for an interview nor provided her with any information why her application had been rejected.
The First Decision of the BAG – Two Questions for the European Court of Justice
As the woman was of the opinion that she fully met the requirements posted in the advertisement(s), she claimed that she had been discriminated by the company on the grounds of her sex, origin and age when her application was rejected. She took legal action and claimed for financial compensation under Article 15 of the German Anti-Discrimination Act (“AGG”). As, under German law, a rejected job candidate is obligated to present facts or at least indications why he/she was discriminated, the woman requested the company at court to provide her with the details of the candidate who was hired in order to put her in the position to substantiate her claim. The company, however, rejected to disclose any information why Plaintiff was not given the job, and also refused to give any details on the successful candidate.
Plaintiff’s claim for compensation and information was rejected by the BAG. The court stated that German law does not provide for an information right of a job applicants information right. However, the BAG could not determine whether EU anti-discrimination laws may entitle a job applicant to get the information requested by the Plaintiff. Therefore, the BAG referred the following two questions to the European Court of Justice:
The Answers of the European Court of JusticeIn response to the questions, the European Court of Justice (April 19, 2012 - C‑415/10) decided that EU law, in particular the anti-discrimination Directives, do not grant a job applicant an information right against the company.