Henrik Kleis’ Post

Stay up to date on Nordic employment law with updates on news and trends from our lawyers across the Nordic region. Underneath, we are presenting a brief summary of some topics featured this month. Read the full bulletin for May here👉 https://lnkd.in/dxm6d6gQ ⚖️Denmark: The Ministry of Employment has issued a new guidance on the Danish Act on Anti-Discrimination which was last updated in 2019. The purpose of the guide is to provide a tool for employers to understand the act and the intentions behind it. ⚖️Finland: The Ombudsman for Equality instructs the labour parties to reassess their CBA’s and practices and also reminds employers that they are eventually liable that their practices are not discriminatory. ⚖️Norway: A decision about employees’ rights to holiday and holiday pay highlights the severe consequences that may follow if employees are reclassified, even in cases where there may be some consensus between the parties regarding such arrangement. ⚖️Sweden: The Swedish Association of Health Professionals rejected the mediators’ proposal for a new collective bargaining agreement.

Stay up to date on Nordic employment law with updates on news and trends from our lawyers across the Nordic region. Underneath, we are presenting a brief summary of some topics featured this month. Read the full bulletin for May here👉 https://lnkd.in/d2H2gqTY ⚖️Denmark: The Ministry of Employment has issued a new guidance on the Danish Act on Anti-Discrimination which was last updated in 2019. The purpose of the guide is to provide a tool for employers to understand the act and the intentions behind it. ⚖️Finland: The Ombudsman for Equality instructs the labour parties to reassess their CBA’s and practices and also reminds employers that they are eventually liable that their practices are not discriminatory. ⚖️Norway: A decision about employees’ rights to holiday and holiday pay highlights the severe consequences that may follow if employees are reclassified, even in cases where there may be some consensus between the parties regarding such arrangement. ⚖️Sweden: The Swedish Association of Health Professionals rejected the mediators’ proposal for a new collective bargaining agreement.

Stay up to date on Nordic employment law with updates on news and trends from our lawyers across the Nordic region🌍🔍 Underneath, we are presenting a brief summary of some topics featured this month. Read the full bulletin for May here👉 https://lnkd.in/dbCnYm3w ⚖️Denmark: The Ministry of Employment has issued a new guidance on the Danish Act on Anti-Discrimination which was last updated in 2019. The purpose of the guide is to provide a tool for employers to understand the act and the intentions behind it. ⚖️Finland: The Ombudsman for Equality instructs the labour parties to reassess their CBA’s and practices and also reminds employers that they are eventually liable that their practices are not discriminatory. ⚖️Norway: A decision about employees’ rights to holiday and holiday pay highlights the severe consequences that may follow if employees are reclassified, even in cases where there may be some consensus between the parties regarding such arrangement. ⚖️Sweden: The Swedish Association of Health Professionals rejected the mediators’ proposal for a new collective bargaining agreement.

Stay up to date on Nordic employment law with updates on news and trends from our lawyers across the Nordic region. Underneath, we are presenting a brief summary of some topics featured this month. Read the full bulletin for May here👉 https://lnkd.in/dbCnYm3w ⚖️Denmark: The Ministry of Employment has issued a new guidance on the Danish Act on Anti-Discrimination which was last updated in 2019. The purpose of the guide is to provide a tool for employers to understand the act and the intentions behind it. ⚖️Finland: The Ombudsman for Equality instructs the labour parties to reassess their CBA’s and practices and also reminds employers that they are eventually liable that their practices are not discriminatory. ⚖️Norway: A decision about employees’ rights to holiday and holiday pay highlights the severe consequences that may follow if employees are reclassified, even in cases where there may be some consensus between the parties regarding such arrangement. ⚖️Sweden: The Swedish Association of Health Professionals rejected the mediators’ proposal for a new collective bargaining agreement.

DLA Piper Denmark Stay up to date on Nordic employment law with updates on news and trends from our lawyers across the Nordic region. Underneath, we are presenting a brief summary of some topics featured this month. Read the full bulletin for May here👉 https://lnkd.in/gK8WmFx9 ⚖️Denmark: The Ministry of Employment has issued a new guidance on the Danish Act on Anti-Discrimination which was last updated in 2019. The purpose of the guide is to provide a tool for employers to understand the act and the intentions behind it. ⚖️Finland: The Ombudsman for Equality instructs the labour parties to reassess their CBA’s and practices and also reminds employers that they are eventually liable that their practices are not discriminatory. ⚖️Norway: A decision about employees’ rights to holiday and holiday pay highlights the severe consequences that may follow if employees are reclassified, even in cases where there may be some consensus between the parties regarding such arrangement. ⚖️Sweden: The Swedish Association of Health Professionals rejected the mediators’ proposal for a new collective bargaining agreement.

Stay up to date on Nordic employment law with updates on news and trends from our lawyers across the Nordic region. Underneath, we are presenting a brief summary of some topics featured this month. Read the full bulletin for May here: https://lnkd.in/dbCnYm3w Denmark: The Ministry of Employment has issued a new guidance on the Danish Act on Anti-Discrimination which was last updated in 2019. The purpose of the guide is to provide a tool for employers to understand the act and the intentions behind it. Finland: The Ombudsman for Equality instructs the labour parties to reassess their CBA’s and practices and also reminds employers that they are eventually liable that their practices are not discriminatory. Norway: A decision about employees’ rights to holiday and holiday pay highlights the severe consequences that may follow if employees are reclassified, even in cases where there may be some consensus between the parties regarding such arrangement. Sweden: The Swedish Association of Health Professionals rejected the mediators’ proposal for a new collective bargaining agreement. #employmentlaw

🚀 Recent update in Belgian Labor Law! Leila Mstoian and Youssra Andaloussi Andalousi, our legal experts, highlight an important development: the publication of a statute mandating justification of dismissal in the public sector. Key points: 1️⃣ Necessity: Filling a legislative gap, this statute ensures fairness for public sector workers. 2️⃣ Regime: Similar to the private sector, written notification of dismissal with specific reasons becomes mandatory. 3️⃣ Employee Rights: Workers now have the right to be heard before dismissal decision. Stay informed about this legal change! 👉 https://bit.ly/3U5kKHN #LaborLaw #PublicSector #LegalInsights

During the November Employment and Labour Law Insights webinar, partner Sven Poysa, told participants that recent Ontario case law suggests termination provisions may again be enforceable. This has not been the case for several years now. Sven was a webinar presenter, along with partner Shaun Parker and associates Melanie Simon and James Dunn. The Ontario Superior Court in Bertsch v. Datastealth Inc., ruled the termination provision in that case was clear and unambiguous and thus enforceable. Sven suggests employers regularly review and update their termination provisions to reflect ever-changing case law and to consider provincial differences. Melanie covered job moonlighting in the era of remote work and James reviewed recent legislative updates in Ontario and British Columbia, including the change in the Ontario Employment Standards Act that an employer can no longer require a doctor’s certificate as evidence that the employee is entitled to their three days of sick leave under the Act. Watch the webinar on demand: https://ow.ly/tZo850Upzzi #terminationprovision #impliedduties #remotework #ESA

The Labour Party’s Victory in the UK: Implications for Employment Law Written By: Justina Ricci The recent victory of the Labour Party in the UK marks a potential turning point in employment law. Their manifesto suggests extensive legislative changes aimed at enhancing worker protections and promoting equitable treatment across all industries. While these developments could be beneficial, legal experts warn that they may also signal a departure from the current legal framework, leading to significant and unpredictable consequences. Stay informed about what these changes could mean for businesses and employees alike. Read the full article for a deeper analysis. 👉 Read here: https://lnkd.in/ehENRe-P #LabourParty #EmploymentLaw #UKPolitics #WorkerRights #LegalUpdate #JustinaRicci

This week will be an interesting one for employment law. Labour’s manifesto will be published with a backdrop of the Unite union refusing to officially endorse it. This is allegedly because of concerns over Labour not going far enough in respect of their promises over workers’ rights - a core part of their election pledges. We’ve had all the details of Labour’s “New Deal for Working People” which promises employment legislation within the first 100 days of government, and pretty fundamental changes at that. The biggest being a suggestion that employees will be able to claim unfair dismissal as a day one right (currently you need two years’ service). It will be interesting to see the meat on the bones in the manifesto which should reveal whether Unite are peeved becuase they have been watered down. I think it’s safe to say that there will be a change in Government this summer so these pledges aren’t just window dressing but something that will be coming (in some form or another). Employers: pour over the employment sections of the manifesto when it lands. Lots of change will be coming, and coming quickly. #TeamHowarths