Discrimination and differential treatment
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
Andre vilkår til pensionister
Det var ikke i strid med forskelsbehandlingsloven, at fire medarbejdere, som samtidig modtog pension, havde andre ansættelsesvilkår end deres kolleger.
Med eller uden fleksløntilskud – vol. 2
Godtgørelse til en fleksjobansat medarbejder skulle udmåles med udgangspunkt i arbejdsgiverens lønudgift og uden hensyntagen til det fleksløntilskud, medarbejderen modtog fra sin kommune.
Når beviserne udebliver
Byretten afgjorde, at en social- og sundhedsassistent ikke havde godtgjort, at hun led af et handicap i forskelsbehandlingslovens forstand.
Jubilæumsgratiale til alle
Det var i strid med forskelsbehandlingsloven at udbetale et lavere jubilæumsgratiale til en deltidsansat medarbejder, fordi medarbejderen kun kunne arbejde på deltid på grund af sit handicap.
Krav om lige løn i sidste time
Ligebehandlingsnævnet fandt, at det ikke var i strid med ligelønsloven at afskedige en butikschef, uanset at hun umiddelbart forinden havde fremsat krav om lige løn.
Nye regler om forebyggelse og håndtering af seksuel chikane – lovforslag genfremsat
Lovforslaget om forebyggelse og håndtering af seksuel chikane på arbejdspladsen er nu blevet genfremsat af den nye regering med den tilføjelse, at fristen for afviklingen af Arbejdstilsynets smileyordning udskydes til 1. juli 2024, hvor den nye faktabaserede visningsordning forventes at være færdigudviklet og implementere.
Gender composition of management – updated guidelines
The Danish Business Authority has published updated guidelines on target figures and policies for the gender composition of management and for reporting on this issue.
Bill on preventing and tackling sexual harassment
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.
To be or not to be a temp
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.
Take time to consider
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.
New rules on distribution of childbirth-related leave
The new childbirth-related leave model took effect from 2 August 2022.
New rules on remote work: occupational accidents can also occur at the home workplace
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.