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
Omsætningsfald eller graviditet
Det var ikke i strid med ligebehandlingsloven, at en arbejdsgiver afskedigede en gravid projektkoordinator. Opsigelsen var begrundet i en væsentlig omsætningsnedgang i virksomheden.
Av min hånd
Det var ikke i strid med forskelsbehandlingsloven, at en social- og sundhedsassistent blev afskediget på grund af længerevarende sygefravær, idet hendes begrænsninger – som bl.a. var forsaget af følger fra et brækket håndled – på afskedigelsestidspunktet ikke kunne anses for at udgøre en langvarig funktionsnedsættelse.
I fertilitetsbehandling eller ej – dom fra Højesteret
En medarbejder, der havde planlagt et forløb med fertilitetsbehandling og herefter blev afskediget, havde ret til godtgørelse i medfør af ligebehandlingsloven.
Usikre prognoser
Ligebehandlingsnævnet har afgjort, at afskedigelse af en børnehaveklasseleder med kognitive- og synsproblemer ikke var i strid med forskelsbehandlingsloven.
Ingen digitalisering på deltid
Det var udtryk for forskelsbehandling på grund af handicap, at en ansøger, der var bevilliget fleksjob, fik afslag på stillingen som digitaliseringskonsulent.
Fleksjobberen på langfart
Det var ikke i strid med forskelsbehandlingsloven, at en A-kasse havde afskediget en sagsbehandler med sklerose, der på grund af selvvalgte private bopælsforhold kun kunne møde fysisk ind på arbejde én dag om ugen.