Mette Klingsten Advokatfirma

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 […]