The social partners and the Danish Working Environment Authority recently launched a campaign to prevent sexual harassment as well as unacceptable and offensive conduct at the workplace.
Against the backdrop of the #MeToo movement, last year the Danish Parliament adopted a Bill to amend the Act on Equal Treatment of Men and Women, entering into force on 1 January 2019. The amendment has helped focus attention on sexual harassment in the workplace. Now the social partners and the Working Environment Authority have joined forces for the campaign ”Where’s the limit?”, further bringing into focus the prevention of sexual harassment.
The goal of the campaign is to prevent unacceptable and offensive conduct at the workplace and, thus, aiming at creating a working environment and workplace free from of sexual harassment.
As part of the campaign, a website has been set up to provide material regarding the subject. Such material e.g. includes a campaign video and a leaflet with ten recommendations on how to prevent and handle sexual harassment. A tool for dialogue has also been developed, comprising a range of dialogue cards intended to facilitate discussions about and prevention of sexual harassment at the workplace.
Further information on the subject and the campaign material (in Danish) can be found here. You can download the leaflet providing recommendations as well as the dialogue cards.
The content of the above is not, and should not be a substitute for legal advice.
Are employers responsible for the behaviour of others?
A care assistant experienced offensive behaviour of a sexual nature from the disabled citizen she had been hired to care for. The care assistant’s employer was not responsible for the disabled citizen’s behaviour, but the subsequent dismissal of the care assistant was in conflict with the Act on Equal Treatment of Men and Women. That was the decision of the Eastern High Court in this case.
Dismissal of an employee with a reduced-hours job who reached the statutory retirement age did not constitute unlawful discrimination
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.
When is a functional impairment a long-term one?
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.