Employment law
i Employment disputes
HR-related court proceedings are typically settled by the civil courts.
However, HR-related proceedings relating to a collective bargaining agreement are settled by the labour court, by an employment tribunal or by an industrial arbitration tribunal, depending on the issue.
Employees may act on their own behalf before the civil courts or be represented by counsel.
Employee claims are considered as a normal civil claim and a court fee is payable, dependent on the size of the claim as well as the risk for payment of legal costs to the counterpart (the employer).
Proceedings before the civil court are both time consuming and expensive.
ii Employment types
Danish law overall distinguishes between 'white collar employees' (also referred to as 'salaried employees' if certain requirements to the position are fulfilled, as specified below) and 'blue-collar employees', both of which are contrary to the category of 'self-employed' persons.
Part-time and fixed-term employees generally have the same status and rights as permanent full-time employees, although some exceptions exist.
Salaried employees working for more than an average of eight hours per week are covered by the Danish Salaried Employees Act that, among other things, provides protection against unfair dismissal after one year of employment and gives the right to a full salary during sickness (without limitation) and statutory notice periods.
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