Regeringen og arbejdsmarkedets parter har indgået en aftale om at forlænge den midlertidige arbejdsfordelingsordning for det private arbejdsmarked til udgangen af 2021.
Coronavirus – Vedtaget lov om arbejdsgivers mulighed for at pålægge ansatte at lade sig teste for COVID-19
Arbejdsgivere kan nu, hvis det er sagligt begrundet, pålægge ansatte at lade sig teste for COVID-19 og modtage information om resultatet af testen.
Husk passende behandlingsgrundlag fra start!
Datatilsynet udtalte alvorlig kritik af en virksomhed, der fortsatte med at behandle personoplysninger om en tidligere kunde, efter hun havde trukket sit samtykke til behandlingen tilbage.
Gymnasielæreren, som ikke hørte efter
Afskedigelsesnævnet fastslog, at opsigelsen af en gymnasielærer var rimeligt begrundet, idet ledelsen med rette havde mistet tilliden til, at hun ville ændre sin adfærd.
Familieplejere er fortsat ikke lønmodtagere
Kontraktforholdet mellem en familieplejer og en kommune er ikke et ansættelsesforhold. Det kom Vestre Landsret frem til i en sag, der var lagt principielt op af 3F.
Fedme udgjorde ikke et handicap
Vestre Landsret har nu givet arbejdsgiver medhold i, at en opsagt dagplejer ikke havde et handicap i forskelsbehandlingslovens forstand.
Potentiel partner på porten
Et advokatfirmas opsigelse af en senioradvokat på grund af sygefravær og nedsat arbejdsevne var saglig. En aftalt bonus var til fuld og endelig afgørelse af advokatens krav.
Arbejdsgivers hovedpine
Opsigelsen af en fuldmægtig med handicap var sket i strid med forskelsbehandlingsloven. Arbejdsgiveren havde ikke godtgjort, at tilpasningsforpligtelsen var opfyldt.
Coronavirus – Ny trepartsaftale om lønkompensation i Nordjylland
Regeringen og arbejdsmarkedets parter har indgået aftale om særlig lønkompensationsordning til de syv nordjyske kommuner, hvor der er iværksat lokale corona-restriktioner.
Coronavirus – Nyt lovforslag på vej om arbejdsgivers mulighed for at pålægge ansatte at lade sig teste for COVID-19
Beskæftigelsesministeren vil arbejde for et lovforslag, der giver arbejdsgiver adgang til at pålægge medarbejdere at lade sig teste og oplyse om resultatet heraf.
Legal 500: Norrbom Vinding continues to be top-ranked
The Legal 500 recently released their 2024 rankings for labour and employment law in Denmark. Norrbom Vinding maintains the position as top-ranked and is e.g. described as “Leading specialists on employment law matters” and “The team is composed of very knowledgeable lawyers, who are experts in their fields”.
Change in maternity leave terms gave rise to compensation
A pregnant employee was entitled to compensation under the Equal Treatment Act as a result of a material change to her maternity leave terms even though she had not left her position.
Chambers Europe has published their rankings for 2024
Also this year, Chambers Europe ranks Norrbom Vinding at the top of leading law firms within labour and employment law in Denmark.
New executive order on systematic working environment work
The new rules on systematic working environment work will strengthen cooperation on health and safety in the workplace by, among other things, making health and safety risk assessments a more active tool and clarifying the roles of the working environment organisation.
Adjustments to occupational schemes under the Aliens Act – bill submitted for consultation
A draft bill to simplify certain occupational schemes under the Aliens Act – including the requirement for a Danish bank account – has been sent out for consultation. The rules are expected to take effect on 1 July 2024.
Registration of working time – bill adopted
The bill, which introduces a requirement for registration of working time for each individual employee and provides the opportunity to derogate from the 48-hour rule for certain employees, has been adopted.
Ius Laboris receives prestigious award
Ius Laboris recently received the prestigious Global Network of the Year award at The Lawyer European Awards 2023.
Duty to register working hours – bill proposed
The long-awaited bill, which introduces a requirement for registration of working time for each individual employee and provides the opportunity to derogate from the 48-hour rule for certain employee groups, has been submitted to the Parliament. The effective date has been postponed to 1 July 2024.
Monitoring employees’ social media: the legislation in a global perspective
In a new article, Ius Laboris takes a closer look at the issue of whether employers can monitor employees’ social media posts.
Duty to register working hours – bill sent out for consultation
A draft bill has been sent out for consultation that requires registration of working hours for each employee and allows deviation from the 48-hour rule for certain groups of employees.