En virksomhed blev idømt en bøde på 75.000 kr., fordi en sjakbajs arbejdede i 5,5 meters højde uden effektive sikkerhedsforanstaltninger, og fordi arbejdsgiver ikke førte tilsyn.
En borger blev idømt 6 måneders ubetinget fængselsstraf for chikane mod offentligt ansatte.
En offentligt ansat, som havde videregivet fortrolige oplysninger til en journalist om en kommunes sagsbehandling, var ikke straffri.
Jørgen Vinding looks forward to dedicating his time to clients and business development.
The Ministry of Employment recently introduced a bill aiming to implement parts of the tripartite agreement on combatting sexual harassment in the workplace, but the 1 November general election means legislative progress is currently on hold.
Mariann Norrbom, co-founder and previous Managing Partner of Norrbom Vinding, has passed away at age 73 after a long period of illness. Even though Mariann retired almost six years ago, her work and spirit still shine bright at our firm.Mariann was...
An employee was covered by the Temporary Agency Workers Act even though he was assigned to the same workplace for three years and eight months.
The Board of Equal Treatment has heard two complaints about whether it was contrary to the Anti-Discrimination Act to refuse to employ candidates with a disability. In the first case, the Board found that the company had met its duty to accommodate; in the other case, the company had not.
The new childbirth-related leave model took effect from 2 August 2022.
The new working environment rules on the layout of the home workplace recently entered into force. As remote work has become more widespread, it has become particularly important to be aware of when an accident that has occurred in connection with remote work can be an occupational accident.
The employer was liable in damages for an employee’s industrial injury because sufficient measures to prevent bullying had not been taken.
The Legal 500 recently published its 2022 analysis of the legal market in Denmark, including firms and individual lawyers in the area of labour and employment law.
The employer was not justified in dismissing an employee without notice due to a LinkedIn post where he wrote that he was seeking new job challenges and opportunities – but dismissal with notice would have been justified.