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The Government’s legislative programme for 2021/2022 includes a number of bills that are expected to have an impact on most employers in the coming parliamentary year.
It was not contrary to the Anti-Discrimination Act when a school decided to dismiss a physical education teacher who refused to attend work on a Saturday due to religion.
The Supreme Court recently upheld a high court judgment, establishing that it was okay to summarily dismiss an employee who refused to participate in a sickness absence interview.
The ECJ has recently ruled in two new cases on the framework for banning the wearing of religious signs at the workplace.
Justified summary dismissal of a salaried employee did not deprive him of the right to compensation for unfair dismissal.
In a recent judgment, the ECJ held that employers are obligated to provide equal pay for work of equal value across establishments.
It was not indirect discrimination to dismiss four reduced hours employees (“fleksjobbere”) as part of cost-saving measures because they lacked essential core skills.
A company was entitled to renounce a collective agreement in connection with a merger. That was the decision by the presiding Labour Court judge in this case.
Employees’ protection against dismissal during illness arising from an injury suffered at the workplace is not conditional on the employer knowing at the time of dismissal that it was the employee’s injury that led to the illness.
The act implementing the whistleblower Directive into Danish law has been finally passed, and the Parliament has decided that Danish groups of companies can establish a joint whistleblower scheme (at least for the time being).