Employment law
Contracts, dismissals, changes to terms and conditions, post-termination restrictions, etc. We advise on all aspects of employment law
We have particular experience in drafting and implementing new contractual models and carrying out collective redundancies or collective changes to terms and conditions of employment.
We recently
- drafted and conducted compliance checks of employment-related documents for several companies, including employment contracts, termination letters, severance agreements and workplace policies
- advised on the engagement of executives, including drafting and assisting in the negotiation of service agreements
- advised clients on the scope of the duty of loyalty resting on dismissed employees
- assessed on several occasions the lawfulness of dismissals with notice and the justification of dismissals without notice as well as advised on how to optimise termination situations, including in relation to holiday, release from the duty to work, duty of loyalty, post-termination restrictions, etc.
- advised on collective redundancy and restructuring processes, including participation in consultation and negotiation with employee representatives
- drafted bonus and incentive programmes and advised companies on updating and revising existing programmes as well as advised on their implementation
- advised on the implications of the new rules on childbirth-related leave, including assisting with updating company policies in this area
- assisted international companies in setting up in Denmark, including advising on registration requirements and drafting of the relevant standard employment-related documents for employees
Contact
Information about Employment law
Tomme trusler eller ej
Det var berettiget at bortvise en medarbejder, som havde fremsat trusler over for kolleger.
Double trouble
Det var uberettiget at afskedige to medarbejdere på grund af samarbejdsvanskeligheder, da det ikke var bevist, at de ikke havde rettet op på deres adfærd efter en advarsel herom.
Den kamuflerede opsigelse
Det var usagligt at opsige en medarbejder, der var fraværende på grund af datterens selvmordsforsøg – også selvom stillingen samtidig blev nedlagt.
Grå hår trumfer ikke
Det var ikke usagligt at afskedige to medarbejdere med henholdsvis 16 og 18 års anciennitet som led i et større antal afskedigelser på grund af ordrenedgang.
Direktivet om løngennemsigtighed er nu endeligt vedtaget
Løngennemsigtighedsdirektivet er nu blevet godkendt af Rådet i EU.
Den nye ansættelsesbevislov træder i kraft den 1. juli 2023
Forslag til en ny ansættelsesbevislov, som implementerer direktivet om gennemsigtige ansættelsesvilkår, er vedtaget i Folketinget og træder i kraft den 1. juli 2023.
AI and the future world of work
The opportunities associated with AI are immense, but right now it is necessary to address a number of concerns about the use and potential of AI in the workplace.
Recent judgment by the Supreme Court: retention bonus was not remuneration
In a recent judgment, the Supreme Court held that a retention bonus was not remuneration within the meaning of the Insolvency Act. The judgment is likely to have an impact on the question of whether retention bonuses are covered by section 17a of the Salaried Employees Act.
New guidelines on data protection in employment relationships
The Data Protection Agency has issued revised guidelines on data protection in employment relationship.
The European Parliament adopts proposed directive on pay transparency
The proposed directive, which is aimed at ensuring equal pay for men and women, is awaiting adoption by the Council of the European Union.
Amendment to the rules on recruitment of foreign workers adopted
The Danish Parliament recently adopted an amendment to the Aliens Act to make it easier to recruit workers from countries outside the EU/EEA.
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.