Discrimination
Discrimination is currently the fastest growing practice area
Discrimination is an issue which is very much on the mind of every employer – whether private or public. The EU regulation of the area and the advent of the Danish Board of Equal Treatment in particular have made this one of the busiest areas for firms like ours.
We advise on how to draft anti-discrimination policies, train managers and design recruitment and dismissal procedures to minimise the risk of claims. And we represent employers who are faced with discrimination claims.
Discrimination and differential treatment litigation is currently where employers in both the private and public sector face the largest claims within the area of labour and employment law, and the cases are also some of the most complicated because they involve Danish as well as EU statutory law and case law.
We recently
- assisted a number of companies and organisations in various complex matters arising out of the #MeToo campaign
- represented the employer in the so-called ”obesity case” before the EU court, the district court and the high court. The case was about the fundamental question concerning the extent to which obesity can constitute a disability within the meaning of the Danish Anti-Discrimination Act
- successfully conducted a number of Supreme Court cases regarding the scope of employers’ obligations in relation to disabled employees and employees with disabled children
- successfully conducted a case before the Danish Supreme Court concerning the issue of whether the special Danish rules on wages for under-18s are incompatible with EU law
- conducted the group of test cases in the Danish Eastern High Court and the Danish Supreme Court concerning the consequences of the EU Court’s ruling on the provisions of the Danish Salaried Employees Act with regard to termination pay
- conducted a precedent-setting Supreme Court case concerning the question of whether it is in conflict with Denmark’s obligations under EU law that Danish employers are not required to pay salary to employees during a notice period which coincides with the relevant employee’s unpaid parental leave
- advised companies and organisations on the difficult distinction between illness and disability
- advised clients on the protection of pregnant employees, employees on maternity leave and employees undergoing fertility treatment in connection with major collective redundancy processes
Contact
At Norrbom Vinding, you will have the most experienced litigators arguing your case, and we defend employers almost on a weekly basis against discrimination claims"
Information about Discrimination and differential treatment
To afslag med konsekvenser
Ligebehandlingsnævnet fandt, at det var i strid med forskelsbehandlingslovens forbud mod forskelsbehandling på grund af national oprindelse, at to virksomheder afslog at ansætte ansøgere med russisk oprindelse.
Samarbejdsvanskeligheder eller diskrimination?
Det var ikke i strid med ligebehandlingsloven, da en virksomhed afskedigede en kvindelig medarbejder som følge af samarbejdsvanskeligheder.
Et glædeligt problem
Det var i strid med ligebehandlingsloven, at en gravid tilkaldevikar ikke blev tilbudt et vikariat og ikke fik flere tilkaldevikarvagter, efter at hendes faglige organisation klagede over afslaget.
En signifikant aldersfordeling
Der var ikke tale om forskelsbehandling på grund af alder, da en offentlig myndighed afskedigede en fagchef som en del af en større organisationsændring. De statistiske oplysninger om aldersfordelingen kunne ikke skabe en formodning for forskelsbehandling på baggrund af alder.
Gælder tilpasningsforpligtelsen i forhold til medarbejdere med børn, der har et handicap?
Generaladvokaten ved EU-Domstolen har i et nyere forslag til afgørelse vurderet, at arbejdsgiverens tilpasningsforpligtelse også gælder i forhold til medarbejdere, der varetager hovedparten af et handicappet barns behov for pleje.
Alder som screeningskriterium?
Ligebehandlingsnævnet fandt, at det var i strid med annonceringsforbuddet, og i øvrigt udgjorde forskelsbehandling, da en jobansøger skulle oplyse sin alder i forbindelse med ansøgningen til en stilling – en stilling, som han ikke fik.