En region var ikke forpligtet til at omplacere en socialpædagog til administrative jobfunktioner, der lå uden for det arbejde, som hun var ansat til.
Ikke krav om omplacering
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Politisk valgt formand også beskyttet mod forskelsbehandling
En politisk valgt formand for en fagforening er også beskyttet mod forskelsbehandling efter beskæftigelsesdirektivet
Ikke krav om omplacering
En region var ikke forpligtet til at omplacere en socialpædagog til administrative jobfunktioner, der lå uden for det arbejde, som hun var ansat til.
Bevar det grå guld
Det var aldersdiskrimination at afskedige fire arbejdsmænd i alderen slut 40’erne til start 60’erne.
Handicap eller hælspore
Det var ikke i strid med forskelsbehandlingsloven, at et supermarked havde afskediget en butiksassistent, der havde et handicap og var ansat i fleksjob.
Diskriminerende at kræve ligebehandling?
Ligebehandlingsnævnet har vurderet, at det var ulovlig indirekte forskelsbehandling at stille krav om, at to lærerpraktikanter skulle give hånd til personer af alle køn. Kendelserne er indbragt for domstolene.
Coronapas og Guds vilje
Det var ikke i strid med forskelsbehandlingsloven, at en kommune indførte krav om, at medarbejdere skulle fremvise et gyldigt coronapas.
Forskelsbehandling ”by association”
Afskedigelse af en medarbejder, der var på ulønnet orlov for at passe sin søn, som havde et handicap i forskelsbehandlingslovens forstand, udgjorde ulovlig forskelsbehandling.
Facetledssyndrom udgjorde ikke et handicap
Hvis en medarbejder gør gældende, at medarbejderen er blevet afskediget på grund af handicap, er det i første omgang medarbejderen, der skal bevise, at vedkommende på opsigelsestidspunktet led af et handicap i forskelsbehandlingslovens forstand. I denne sag skulle Ligebehandlingsnævnet tage stilling til, hvorvidt en pædagog med diagnosen facetledssyndrom havde løftet denne bevisbyrde.
Forbud mod at anmode ansøgere om at oplyse om alder – lovforslag vedtaget
Folketinget har nu vedtaget en ændring af forskelsbehandlingsloven, der indebærer, at arbejdsgivere fra den 1. juli 2022 ikke længere kan anmode om oplysning om ansøgeres alder i forbindelse med rekruttering.
Fixed-term employment contracts – risk of abuse?
In two recent cases, the ECJ has ruled on the framework for renewal of fixed-term employment contracts.
Legislative programme for the parliamentary year 2021/2022
The Government’s legislative programme for 2021/2022 includes a number of bills that are expected to have an impact on most employers in the coming parliamentary year.
The Seventh-Day Adventist who did not want to work on Saturdays
It was not contrary to the Anti-Discrimination Act when a school decided to dismiss a physical education teacher who refused to attend work on a Saturday due to religion.
”No, thanks” to sickness absence interview
The Supreme Court recently upheld a high court judgment, establishing that it was okay to summarily dismiss an employee who refused to participate in a sickness absence interview.
Justifiable ban on headscarfs?
The ECJ has recently ruled in two new cases on the framework for banning the wearing of religious signs at the workplace.
Both summary dismissal and compensation?
Justified summary dismissal of a salaried employee did not deprive him of the right to compensation for unfair dismissal.
Equal pay in different establishments
In a recent judgment, the ECJ held that employers are obligated to provide equal pay for work of equal value across establishments.
No discrimination of reduced hours employees
It was not indirect discrimination to dismiss four reduced hours employees (“fleksjobbere”) as part of cost-saving measures because they lacked essential core skills.
Same owner but no identity in terms of labour law
A company was entitled to renounce a collective agreement in connection with a merger. That was the decision by the presiding Labour Court judge in this case.
One misstep
Employees’ protection against dismissal during illness arising from an injury suffered at the workplace is not conditional on the employer knowing at the time of dismissal that it was the employee’s injury that led to the illness.