Most EU countries are experiencing an increased use of Collective Labour Agreement clauses – Social Rehire Clauses – that oblige incoming service providers, while taking over a service, to employ all or part of outgoing providers’ personnel or at least give these workers priority future hiring. In the established case law of the Court of Justice, rehiring personnel is considered a crucial element, which may trigger the application of Council Directive 2001/23 on transfers of undertakings. This article defends the need to keep Social Rehire Clauses outside the material scope of the Directive, in order to respect social partners’ collective autonomy and prevent opportunistic behaviours, while promoting a fair competition between employers. Constitutionally justified under Article 3(3) TEU, and Articles 9, 147 and 151(1) TFEU, the protection of employment pursued by Social Rehire Clauses should be interpreted as legitimate limitation to the economic freedoms enshrined in the Treaties and the Charter of Fundamental Rights.

中文翻译：

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雇用或不雇用：社会再雇用条款对企业转让指令的矛盾影响

大多数欧盟国家正越来越多地使用《集体劳动协议》条款（《社会再雇用条款》），这些条款要求入职服务提供者在接管服务时雇用全部或部分离任提供者的人员，或者至少优先考虑优先雇用这些工人。在法院已确立的判例法中，重新雇用人员被视为至关重要的因素，这可能会触发理事会第2001/23号指令对企业转让的适用。本文辩称，有必要将《社会再雇用条款》限制在该指令的实质范围之外，以尊重社会伙伴的集体自主权并防止机会主义行为，同时促进雇主之间的公平竞争。根据《宪法》第3条第3款，《欧盟条约》第9条，第147条和第151条第1款在宪法上是合理的，