En række serviceassistenters arbejdsnedlæggelse var ikke et led i en systematisk aktion. Derfor skulle de ikke betale bod.
Den delvist systematiske aktion
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Indsigt i en million dokumenter?
En dataansvarlig var ikke forpligtet til at gennemgå og udlevere oplysninger i over en million dokumenter i forbindelse med en indsigtsanmodning.
Safety first
Det var ikke i strid med DA og LO’s aftale om kontrolforanstaltninger, helbredsoplysningsloven eller ledelsesretten, at jobansøgere skulle have testet deres alkoholforbrug.
Betydningen af en fodmand
Arbejdsgiver var ikke erstatningsansvarlig for den skade, der skete, da en faglært maler med 30 års erfaring faldt ned fra en stige.
Regeringens lovprogram for 2022/2023
I regeringens lovprogram for 2022/2023 er beskrevet en række kommende lovforslag, der må forventes at få betydning for de fleste arbejdsgivere i det kommende folketingsår.
På jagt efter (nye) kunder
En arbejdsgiver fik godtgørelse efter markedsføringsloven for en tidligere medarbejders handlinger, men bortvisning med tilbagevirkende kraft var ikke berettiget.
At være eller ikke at være vikar
Medarbejder var omfattet af vikarloven, selvom den pågældende havde været udsendt til den samme arbejdsplads i 3 år og 8 måneder.
Den hjemsendte butiksdetektiv
En virksomhed kunne ikke hjemsende en butiksdetektiv uden løn på grund af nedlukningen under COVID-19.
Husk tænkepausen
Ligebehandlingsnævnet har behandlet to klager om, hvorvidt det var i strid med forskelsbehandlingsloven at afvise at ansætte en ansøger med handicap. Mens virksomheden i den ene sag havde iagttaget sin tilpasningsforpligtelse, var dette ikke tilfældet i den anden sag.
Når chefen holder fyraften
En medarbejder blev tilkendt godtgørelse efter ligebehandlingsloven for at være blevet udsat for seksuel chikane – og sidenhen afskediget som følge heraf
No collective agreement, no shop steward – judgment by the Supreme Court
The Supreme Court recently upheld the Eastern High Court’s ruling establishing that a shop steward’s function ended at the time of a business transfer because the transferee had renounced the collective agreement.
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.