The Danish Parliamentary Ombudsman has established once again that public-sector employees enjoy a high degree of freedom of speech

Three provisions of Austrian law about part-time and fixed-term employment met with opposition at the European Court of Justice – they were held to be at odds with EU law

The Danish Board of Equal Treatment was not satisfied that an employer’s interpretation of an agreement about part-time leave was in breach of the Danish Act on Equal Treatment of Men and Women

Close physical contact and calling an employee “honey" was not enough to prove that a manager had sexually harassed an employee

An employee could be dismissed with a reduced notice under the 120 sick-days rule as a count showed that she had been off sick for exactly 120 days

On 30 June 2010, the Danish Eastern High Court established that the provisions and the practice on a number of areas covered by collective agreements, supporting a lower pay for employees under 18 years and termination of the employees when they turn 18, cannot be deemed to constitute a violation of the Employment Equality Directive (Directive 2000/78/EC of 27 November 2000)

The Danish Ministry of Employment wants to stop employees speculating in having their holiday pay paid out. This has resulted in an amendment of the Danish Holiday Act.

Stricter duty to notify when posting employees to Denmark – new Act adopted

It is not a barrier to the free movement of labour for sports clubs to require players they have trained to sign their first professional contract with the club.

The Copenhagen City Court recently awarded a woman 20 weeks’ pay: her employer never issued a statement of particulars although she had asked for one.

The Danish Ministry of Employment’s Bill to amend the Danish Working Environment Act has now been passed by the Danish Parliament and will come into force on 1 October 2010.

In March 2009, the Danish Ministry of Employment introduced a Bill to amend the Danish Sickness Benefits Act in order to strengthen the Government’s drive to keep people on sick leave in the labour market and reduce sickness absence rates. The Bill was passed in June 2009.