Discrimination in the workplace is a very broad and complex issue, both because it can be based on various factors (e.g. health, gender, sexual orientation, age, religion, race, etc.), and because it can occur at all stages of the employment relationship, from the recruitment phase to possible termination.

Ensuring the safety and well-being of pregnant women and mothers is an important aspect of labor law in many countries. These protective regulations not only safeguard the health of mother and child, but also provide the necessary job security and financial support during this difficult period. However, the details of this protection can vary greatly depending on the legal framework and cultural context of each country.

A non-competition clause is an agreement between an employee and the employer prohibiting the employee from being employed or otherwise carry out competing business during a fixed period after the employment has come to an end. In this article which you can download, our experts from Denmark and France answer 5 key questions on to the application of the legislation in relation to non-compete clauses in their respective countries.

On 2 October 2024, a bill was presented proposing amendments to the Act on the Posting of Employees, etc. and the Aliens Act. The bill will lead to tightening of the requirements for posting foreign employees in Denmark, if adopted the new rules will apply from 1 January 2025. The bill implements a political agreement from 23 May 2024, which aims to strengthen efforts against social dumping and illegal labour.

The Employee and Competence Agency has issued guidance on the agency’s interpretation on the self-organiser exemption.

New de minimis limits for small and work-related employee benefits in 2025 are introduced determining the level of benefit employers can offer employees tax-free.