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This article thoroughly examines the Constitutional Court Judgment No. 119/2014, of July 16, that resolves the action of unconstitutionality brought by the Parliament of Navarre against three provisions of the Act 3/2012 on urgent measures to reform the labour market. Going through the three reasons alleged by the appellants against its constitutionality (probationary period of one year, mandatory arbitration in case of opting out from the collective agreement and the absolute priority given firm level collective bargaining), the article critically reflects on the new constitutional frame of industrial relations. [ABSTRACT FROM AUTHOR]

The legal framework for collective dismissal for economic reasons has been modified in the last two labour reforms. It has attempted to provide a greater certainty to employers in order to use this legal template to fi t their staff in a situation of business crisis. In this paper it is studied the current economic cause and its previous regulations, furthermore, it analyzes judges' role in the analysis of the cause. [ABSTRACT FROM AUTHOR]

The reforms introduced by Law 3/2012 have a major impact on the public sector. The act contains several provisions governing specific aspects of the industry. In addition, the whole labor reform will be applicable to labor staff working within the public sector. [ABSTRACT FROM AUTHOR]

This analysis is dedicated to the 17 measures of the 2012 labor reform that affect employment contracts and dismissal. The reform of 2012 has a greater impact on the regulation of termination of the employment contract that in hiring. While the model of fixed-term contracts remains virtually intact, unless recovery art.15.5 ET limit in contractual chains with the same worker, the normative layoffs change facilitating extinction and reducing costs. The normative changed has some asymmetry, because the changes in termination of the employment contract are not used to promote open-ended contracts. So perhaps the bet single contract integrated on these new rules, would have been more balanced and transformative reform option. [ABSTRACT FROM AUTHOR]

The labor reform of 2012 has affected flexibility regarding hirings and dismissals, but also, and very significantly, the corporate power of modification and adaptation of working conditions. Its purpose has been to give more power to companies, easing internal fl exibility, so that they can better adapt themselves to the economic and productive demands. The present research analyzes the major amendments passed under Act 3/2012: functional mobility, substantial modification of working conditions, reduction of working hours and employment contract suspension. Finally, we also analyze amendments concerning collective bargaining, also aimed at increasing the fl exibility in the management of labor relations in the company. [ABSTRACT FROM AUTHOR]