En virksomhed kunne ikke opnå forbud mod en tidligere medarbejders konsulentarbejde for en konkurrent. Byretten havde fundet, at virksomheden havde fortabt muligheden for at håndhæve konkurrenceklausulen, og landsretten afviste kæremålet, fordi klausulperioden var udløbet.
Funktionær eller ej(er)?
En kundeklausul indgået i en ejeraftale kunne ikke opretholdes, fordi kapitalejeren reelt skulle betragtes som funktionær.
Bordet fangede – til sidst
En kundeklausul efter funktionærloven kunne opretholdes i en ny ansættelseskontrakt, selvom ansættelsesklausulloven var trådt i kraft. Bordet fangede dog, da medarbejderen i forbindelse med opsigelsen modtog og skrev under på en klausul på andre vilkår.
Klausul som ejer eller ansat?
En konkurrenceklausul indgået i en ejeraftale kunne opretholdes fuldt ud, selvom kapitalejeren havde afhændet sine kapitalandele, var fortsat som medarbejder og siden blev opsagt.
Trick or treat?
It was discrimination on the grounds of religion when a day care centre required a childcare assistant who was a Jehovah’s Witness to wear a costume for the centre’s Shrovetide party.
Summary dismissal for breach of the duty of confidentiality
A social and healthcare worker’s disclosure of confidential information to the daughter of a citizen did not justify summary dismissal.
Dragged down by the desk
The employer was not liable for an industrial accident where a defective desk collapsed and dragged an employee down with it.
New publication from Ius Laboris
The publication provides insight into some of the most interesting international trends seen in relation to employment law and the workforce of the future and, thus, harnesses the great knowledge and expertise of Ius Laboris lawyers in 56 member countries.
The Government’s legislative programme for 2024/2025
The first Tuesday of October marked the start of the new parliamentary year and, in the usual way, the Government introduced its legislative programme for the parliamentary year 2024/2025.
Double discrimination against part-time workers
The ECJ recently found that a provision in a German collective agreement on overtime pay potentially violated the prohibition of discrimination against part-time employees as well as the prohibition of discrimination on grounds of gender.
Criticism was too harsh
The summary dismissal of an employee who had sharply criticised her employer and several identifiable colleagues in a closed staff group on Facebook was justified.
Long-term prospects
A municipality was justified in dismissing an employee due to the long-term prospects of her returning to work after sickness absence.
Did the employer show care or inaction?
A security company had not forfeited the right to summarily dismiss an employee, even though the company did not summarily dismiss the employee until more than 3 weeks after the company became aware that the employee had set up and operated a competing business.
Reference register – no objections
According to the assessment of the Data Protection Agency, there were no grounds for the Agency to initiate a case against a municipality based on the establishment of a reference register.