Legal 500 names Mette Klingsten as one of the leading employment lawyers in Denmark

Mette Klingsten Law Firm is pleased to announce that Mette Klingsten has been named as one of the leading employment lawyers in Denmark in Legal 500. The Legal 500 assesses the strengths of law firms in over 150 jurisdictions.

The achievement is particularly impressive as Mette Klingsten is one of only 2 lawyers named on the list not based in one of the 4 full service law firms.

Mette Klingsten said: “I am delighted to be ranked as one of the leading individuals in what is a highly competitive area of law in Denmark. We are pleased as a firm by the recognition of our hard work and diligence”.

Mette Klingsten Law firm thanks its clients and referees for their continued support.

See the full list via this link.

Other news

The Danish Supreme Court clarifies the distinction between temporary agency work, the Danish Salaried Employees Act and fixed-term employment

Can a temporary agency worker simultaneously be covered by the Danish Temporary Agency Workers Act and the Danish Salaried Employees Act, and when does a temporary agency assignment cease to be temporary? The Danish Supreme Court has addressed these questions in a recent judgment involving two cases that clarify the interaction between the Danish Temporary Agency Workers Act and the […]

Supreme Court: Handshake requirement was not necessary and constituted indirect discrimination

Can an employer require employees and interns to shake hands with everyone regardless of sex? The Supreme Court addressed this question in a ruling concerning a student teacher whose internship was terminated because she did not shake hands with adults of the opposite sex for religious reasons. A Brief Outline of the Case In the […]

Danish Government Proposes Implementation of EU Pay Transparency Directive

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 […]