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Judicial review, having regard to the limitation to 60 years of the exercise of the profession of aircraft pilot, resulting from article L. 421-9 of the Civil Aviation Code, then in force, the Court of Cassation judged that this provision was not in accordance with European Directive No. 2000/78/EC of November 27, 2000 , insofar as it was neither essential to the satisfaction of the aviation safety objective, nor appropriate and necessary in the context of an employment policy. Consequently, the termination of a pilot’s employment contract, occurring due to reaching this age limit, must be considered null and void.
Age limits and non-discrimination in the exercise of professions: –
To not constitute discrimination, limitations on the exercise of a profession based on age must be objectively justified by a legitimate objective, particularly in terms of employment policy.
In order to guarantee compliance with the principles of non-discrimination, the Court of Cassation has examined cases involving age limitations in the exercise of certain professions. This is the case, for example, of the limitation imposed on airplane pilots, provided for by article L. 421-9 of the Civil Aviation Code (in force at the time).
The Court of Cassation ruled that the age limit of 60 years for aircraft pilots was not in compliance with European Directive No. 2000/78/EC of November 27, 2000. It considered that the age limit age was neither essential for aviation safety nor appropriate and necessary in the context of employment policy. Therefore, termination of a pilot’s employment contract due to reaching the age limit must be considered null and void.
Judicial review of dismissals based on age: –
The aforementioned decision aligns with a previous judgment of May 11, 2010, in which the Court of Cassation ordered that judges verify the need to terminate functions based on a determined age upon termination of an employment contract. work. This control aims to ensure that termination is really necessary to achieve the legitimate objectives pursued.
By requiring judges to assess the necessity of dismissals based on age, the Court of Cassation underlines the importance of reconciling legitimate objectives with the principle of non-discrimination. Age should not be used as an arbitrary or unjustifiable criterion for terminating employment contracts.
Through these judgments, the Court of Cassation reinforces the principle according to which age limitations in the exercise of professions must be objectively justified and proportionate to the aims pursued. The emphasis is on ensuring that employment policies are not discriminatory and that age-based dismissals are genuinely necessary rather than based on arbitrary or unfounded assumptions .
In conclusion, these court decisions underline the commitment of the Court of Cassation in favor of safeguarding equal treatment and non-discrimination at work, in particular with regard to limiting the age for the exercise of professions. The judgments emphasize the need for legitimate justifications when imposing age restrictions and emphasize the importance of balancing the interests of employees and employers in employment policy.
