Health and safety at work and industrial injuries
We have extensive experience in advising on all aspects of the working environment legislation and industrial injury cases
Public and private employers have an increasing focus on the physical and mental working environment.
We advise on employers’ health and safety obligations and assist with the establishment of as well as the planning and organisation of the efforts in the health and safety organisation in both private companies and public organisations, including drafting of policies and handling of specific health and safety issues in the workplace.
Also, we assist clients in preparations for inspections by the Working Environment Agency (WEA), review draft decisions from the Working Environment Authority in connection with consultation processes to ensure that responses are prepared to adequately address any factual and legal deficiencies in the basis of decisions. Further, we assist clients in preparing appeals (i.e., complaints) to the Council of Appeal on Health and Safety at Work against decisions from the Working Environment Authority and in the further complaint process before the Council of Appeal on Health and Safety at Work.
We provide assistance in cases where fine notices have been issued for breach of the working environment legislation and in connection with claims for damages brought by employees in situations where it is alleged that employers have failed to comply with their obligations under the working environment legislation. Litigation concerning employers’ liability for industrial injuries is an area of tort law where Norrbom Vinding’s specialist knowledge and in-depth understanding of the complex interplay between the regimes of workers’ compensation law, tort law and working environment law is key.
We recently
- Assisted employers in several cases in the Council of Appeal on Health and Safety at Work in relation to notices issued by the Working Environment Authority
- Represented employers in numerous actions for damages in connection with physical as well as psychological industrial injuries
- Represented employers in criminal cases where charges were brought for violation of the Working Environment Act
- Advised on employers’ health and safety obligations when establishing flexible home working arrangements
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information about Health and safety at work and industrial injuries
Lovforslag om ændring af arbejdsmiljøloven fremsat
Regeringen har fremsat et lovforslag om ændring af arbejdsmiljøloven, som implementerer dele af en politisk aftale om en fremtidssikret arbejdsmiljøindsats.
Krav om registrering af arbejdstid – lovforslag fremsat
Det længe ventede lovforslag, som stiller krav om registrering af arbejdstid for den enkelte medarbejder og giver mulighed for at fravige 48-timers reglen for visse medarbejdergrupper, er nu fremsat for Folketinget. Den planlagte ikrafttrædelsesdato er udskudt til den 1. juli 2024.
Ius Laboris receives prestigious award
Ius Laboris recently received the prestigious Global Network of the Year award at The Lawyer European Awards 2023.
Duty to register working hours – bill proposed
The long-awaited bill, which introduces a requirement for registration of working time for each individual employee and provides the opportunity to derogate from the 48-hour rule for certain employee groups, has been submitted to the Parliament. The effective date has been postponed to 1 July 2024.
Monitoring employees’ social media: the legislation in a global perspective
In a new article, Ius Laboris takes a closer look at the issue of whether employers can monitor employees’ social media posts.
The Government’s legislative programme for 2023/2024
On the first Tuesday of October, the parliamentary year kicked off and, as usual, the Government announced its legislative programme for the parliamentary year 2023/2024.
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.