1. Implementation of the Transparent and Predictable Working Conditions

Directive The bill implementing the Directive was initially due to come into force on 1 January 2023, however due to the general election in Denmark the bill was postponed, it is now expected to come into force on 1 July 2023. Many aspects of the Directive already exist in Danish law. However, the Directive will entail some important updates to the Employment Certificate Act, following the adoption of the bill.

The current Employment Certificate Act entitles employees (who are employed for more than a month and who work more than 8 hours on average a week) the right to receive written information on the essential terms of employment. The information that an employer is obliged to obtain includes the following:

• Name and address of employer and employee
• The location of the workplace
• Position designation or title
• The commencement date of the employment relationship
• In case of a fixed term relationship, the expected duration of the employment relationship
• Holiday entitlement and details of payment in connection therewith
• The employee's salary, allowances, and other salary components e.g., pension contributions and salary payment dates
• The normal daily or weekly working hours
• Notice periods
• Details of any collective agreements or other agreements that regulate the working relationship.

The new legislation will entail that the above information will now need to be given to employees within seven...

Read Full Story: https://news.google.com/__i/rss/rd/articles/CBMiU2h0dHBzOi8vd3d3LmxleG9sb2d5L...