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The ECJ recently found that a provision in a German collective agreement on overtime pay potentially violated the prohibition of discrimination against part-time employees as well as the prohibition of discrimination on grounds of gender.
The summary dismissal of an employee who had sharply criticised her employer and several identifiable colleagues in a closed staff group on Facebook was justified.
A municipality was justified in dismissing an employee due to the long-term prospects of her returning to work after sickness absence.
A security company had not forfeited the right to summarily dismiss an employee, even though the company did not summarily dismiss the employee until more than 3 weeks after the company became aware that the employee had set up and operated a competing business.
According to the assessment of the Data Protection Agency, there were no grounds for the Agency to initiate a case against a municipality based on the establishment of a reference register.
A draft bill that proposes to abolish gender equality statements and to simplify rules on the gender composition on boards of directors has been sent out for consultation. The new rules are expected to enter into force on 1 January 2025.
The Executive Order on Rest Periods and the Executive Order on Systematic Working Environment Work have been amended in light of the new rules on registration of working hours.
An employer could not obtain an injunction against a former employee performing consultancy work for a competitor. The district court found that the employer had forfeited the opportunity to enforce the non-competition clause, and the high court dismissed the appeal because the restricted period had expired.
The Supreme Court has established that the concept of ”employment” in the Aliens Act must be interpreted very broadly. A bicycle dealer was fined DKK 10,000 because one of his friends who did not have a work permit had helped him carry a few bikes into the bike shop.
An employer’s wish to help a dismissed employee by giving an incorrect dismissal reason in the termination letter could not lead to the principle of equal treatment not being breached.