Employment in Denmark
Danish employment law comprises statutes, collective agreements, and non-statutory principles that restrict an employer's managerial rights — getting it wrong can be costly, whether the issue is routine or extraordinary.
- Day-to-day personnel management advice grounded in how the rules actually apply
- Guidance on layoffs and disciplinary matters handled correctly from the outset
- Coverage of the full employer-employee relationship, not just the contract stage
- Advice on quasi-employment: temporary workers, consultants, and casual labourers
Steen Rosenfalck advises employers on Danish employment law. Contact Rosenfalck & Thorup before your next personnel decision.
Steen Rosenfalck
Advokat (Denmark) (higher rights of audience), Solicitor of the Senior Courts of England and Wales, LL.M.
What makes up Danish employment law?
Danish employment law comprises statutes, collective agreements, and non-statutory principles that restrict the employer's managerial rights. This combination means an employer cannot rely on the written contract or statute alone — collective agreements and established legal principles can impose obligations beyond what is explicitly written down.
Where does this matter in practice?
These rules are relevant both to day-to-day personnel management — routine decisions about staff — and to extraordinary situations such as layoffs and discipline, where the consequences of getting the process wrong are more serious.
What does employment advice cover?
Assistance covers most aspects of the employer-employee relationship, from the start of employment through its day-to-day management to its end.
Does this only apply to standard employees?
No. Advice also extends to quasi-employment arrangements, including temporary workers, consultants, and casual labourers — categories that often carry different rights and obligations than a standard employment contract, but still require careful handling.