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The ECJ has recently ruled in two new cases on the framework for banning the wearing of religious signs at the workplace.
Justified summary dismissal of a salaried employee did not deprive him of the right to compensation for unfair dismissal.
In a recent judgment, the ECJ held that employers are obligated to provide equal pay for work of equal value across establishments.
It was not indirect discrimination to dismiss four reduced hours employees (“fleksjobbere”) as part of cost-saving measures because they lacked essential core skills.
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.
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.
The act implementing the whistleblower Directive into Danish law has been finally passed, and the Parliament has decided that Danish groups of companies can establish a joint whistleblower scheme (at least for the time being).
The Data Protection Agency has expressed criticism of a municipality, inter alia, because the municipality had failed to notify a personal data breach to the Agency or communicate the breach to the affected employee.
Chambers Europe recently released its 2021 rankings and, also this year, Norrbom Vinding – still being described as ”Employment Powerhouse” – is recognised as the leading firm in Denmark within labour and employment law.
The employer’s summary dismissal of a manager was justified, since the manager had entered into a contract with one of the employer’s business partners without the employer’s approval.