The Danish Supreme Court has established that an employer’s dismissal of a disabled employee with a publicly funded reduced-hours job when he reached the mandatory retirement age and the public funding lapsed did not conflict with the Anti-Discrimination Act.

A new Act to amend the concept of industrial accidents to also cover ”temporary” injuries has now been passed by the Danish Parliament.

The Danish Western High Court was not satisfied that an employee’s functional impairment at the time of dismissal could be expected to be a long-term one – and for that reason the employee did not have a disability within the meaning of the Danish Anti-Discrimination Act.

The Danish Board of Equal Treatment recently held that a workplace dress code setting different attire rules for men and women was not in conflict with the Danish Act on Equal Treatment of Men and Women.