Det var sagligt at afskedige en medarbejder, der som følge af forhold begået i sin fritid var blevet dømt for blufærdighedskrænkelse og fremsættelse af trusler.
Den tid på året …
En handicaphjælpers julefrokostulykke var ikke en arbejdsskade.
Pligt til test
Medarbejdere er forpligtet til at efterkomme arbejdsgivers krav om at lade sig teste for COVID-19 og fremvise testresultatet, hvis kravet er sagligt begrundet.
Coronavirus – Lov om arbejdsgiveres adgang til pålægge medarbejdere at fremvise coronapas eller lade sig teste er vedtaget
Folketinget har nu vedtaget lovforslaget, som fra den 26. november 2021 vil give arbejdsgivere ret til at kræve gyldigt coronapas og pålægge medarbejdere at blive testet.
Coronavirus – Lovforslag om arbejdsgiveres adgang til pålægge medarbejdere at fremvise coronapas eller lade sig teste er fremsat
Regeringen har nu fremsat lovforslaget, som skal give arbejdsgivere ret til at kræve, at medarbejdere skal fremvise gyldigt coronapas, eller at de skal lade sig teste for COVID-19.
Tilsidesættelse af handlepligt
Det var sagligt at opsige en ergoterapeut på et bosted, som undlod uden unødigt ophold at videregive information til en sundhedsfaglig kollega.
Svømmetimen er aflyst
Det var ikke i strid med forskelsbehandlingsloven at afskedige en fleksjobber, idet det ikke var muligt for arbejdsgiveren at imødekomme skånebehovene.
Ny AT-vejledning om stor arbejdsmængde og tidspres
Arbejdstilsynet er klar med en ny vejledning om stor arbejdsmængde og tidspres, som skal hjælpe arbejdsgivere med at understøtte et godt psykisk arbejdsmiljø.
Ytringsfrihed under pandemien
En medarbejders udtalelse om sin arbejdsgiver gik ud over grænserne for offentligt ansattes ytringsfrihed, hvorfor en tildelt advarsel ikke udløste kritik fra ombudsmanden.
Coronavirus – trepartsaftale om arbejdsgiveres mulighed for at pålægge medarbejdere at forevise coronapas
Arbejdsmarkedets parter og regeringen har indgået en trepartsaftale om at genindføre lovhjemlen til, at arbejdsgivere kan pålægge medarbejdere at lade sig teste for COVID-19.
Legal 500: Norrbom Vinding continues to be top-ranked
The Legal 500 recently released their 2024 rankings for labour and employment law in Denmark. Norrbom Vinding maintains the position as top-ranked and is e.g. described as “Leading specialists on employment law matters” and “The team is composed of very knowledgeable lawyers, who are experts in their fields”.
Change in maternity leave terms gave rise to compensation
A pregnant employee was entitled to compensation under the Equal Treatment Act as a result of a material change to her maternity leave terms even though she had not left her position.
Chambers Europe has published their rankings for 2024
Also this year, Chambers Europe ranks Norrbom Vinding at the top of leading law firms within labour and employment law in Denmark.
New executive order on systematic working environment work
The new rules on systematic working environment work will strengthen cooperation on health and safety in the workplace by, among other things, making health and safety risk assessments a more active tool and clarifying the roles of the working environment organisation.
Adjustments to occupational schemes under the Aliens Act – bill submitted for consultation
A draft bill to simplify certain occupational schemes under the Aliens Act – including the requirement for a Danish bank account – has been sent out for consultation. The rules are expected to take effect on 1 July 2024.
Registration of working time – bill adopted
The 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 employees, has been adopted.
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.
Duty to register working hours – bill sent out for consultation
A draft bill has been sent out for consultation that requires registration of working hours for each employee and allows deviation from the 48-hour rule for certain groups of employees.