The Danish government has submitted a bill to implement the EU Pay Transparency Directive for public consultation. Under the proposal, the new rules would not take effect until 1 January 2027, despite the directive originally requiring implementation into Danish law by 7 June 2026. This delay is intended to give employers more time to adjust […]

A new landmark arbitration award establishes that part-time employees can no longer be denied overtime pay until they reach the full-time threshold of 37 hours per week. The decision, delivered in the wake of two rulings from the Court of Justice of the European Union, changes long-standing practice pursuant to the industrial collective agreements and […]

On 3 November 2025, the Labour Court issued a landmark decision that changes the interpretation of the Danish Temporary Agency Act. The ruling clarifies when a temporary employment agency may lawfully deviate from the principle of equal treatment. Facts of the case The case involved a temporary worker who worked as a receptionist at Skejby […]

A recent judgment from the Eastern High Court provides important clarification on the formal requirements for obtaining protection under the Danish Whistleblower Act. The ruling confirms that only reports submitted through an established whistleblower scheme—or lawful public disclosures—can trigger the Act’s protection. Internal inquiries directed to managers, HR departments, or legal units fall outside the […]

Employers are required each year to report unused holiday days and pay holiday funds for unused holiday to the Labour Market Holiday Fund (“Arbejdsmarkedets Feriefond”). The report serves as documentation that the holiday accounts have been settled for hourly-paid employees, resigned salaried employees, and monthly-paid employees still in employment and entitled to paid holiday. Principles […]

On 30 October 2025, the Court of Justice of the European Union (CJEU) ruled that employers who proceed with collective redundancies without advance notification to the relevant authorities cannot validly terminate the employment relationship. The CJEU confirmed that only once the mandatory notifications have been given and the waiting period has expired can the dismissals […]

True to tradition, the Danish Parliament has been opened on the first Tuesday in October, and in this connection, the Government has presented the legislative programme for the parliamentary year 2025/2026 of the Ministry of Employment. The legislative programme presents the government’s political priorities for the coming year and contains several proposals of importance to […]

On 1 July 2025, a new act entered into force, consolidating the applicable rules on the freedom of expression for public employees. The purpose of the act is twofold: to provide clarity regarding existing rights and to emphasise the political support for public employees’ right to express themselves. Public employees in Denmark, like all other […]

From summer 2026, new EU rules will come into force, introducing far-reaching changes in employers’ obligations regarding pay and pay transparency. The objective of Directive (EU) 2023/970 is to ensure effective equal pay for equal work and work of equal value, as well as to strengthen the transparency of recruitment and pay practices. The upcoming […]

An employer’s duty to ensure that working conditions are safe and health applies not only to the physical environment but also to the psychological work environment. Mental health issues/psychological harm caused by the work environment — including harassment, bullying, or lack of managerial support — can in some cases give rise to claims for compensation […]

On 2 May 2025, the Danish Supreme Court delivered an important ruling clarifying the scope of section 5 of the Danish Workers’ Compensation Act (arbejdsskadesikringsloven) in relation to injuries sustained while working from home. The Case An employer had instructed an employee to work from home during the COVID-19 pandemic but had not provided any […]

The Supreme Court: Dismissal as a result of planned fertility treatment constituted discrimination in violation of section 4 of the Equal Treatment Act On 15 April 2025, the Supreme Court ruled in a case concerning the dismissal of a female employee who was about to start fertility treatment. Shortly before her holiday, the employee informed […]