Long-term sick employees

It can be difficult as an employer to know how to handle long-term sick employees, but at KROMANN Law Firm we provide advice on how to best protect your position, whether you are a business owner or an employee on long-term sick leave.

It can be very costly for an employer to act incorrectly, and particular attention must be paid to the Danish Anti-Discrimination Act’s prohibition against discrimination of employees with disabilities, among others.

The so-called 120-day rule also often gives rise to disputes, as calculating 120 sick days is not always straightforward. Should weekends and public holidays be included, and when exactly can a termination be given so that it is sufficiently linked to the expiry of the 120-day period?

KROMANN Law Firm offers specialised legal advice from experienced employment lawyers. If you need legal assistance regarding warnings, dismissals, or summary dismissals of an employee—or as an employee yourself—you are welcome to contact us today on +45 8618 1102.

Discrimination and equal treatment

The Danish Anti-Discrimination Act protects employees against discrimination in connection with hiring, dismissal, transfer, promotion, and negotiation of employment terms.

The law prohibits any form of discrimination in the workplace. This means that an employee may not be treated worse than others in a comparable situation due to race, skin colour, religion, political views, sexual orientation, age, disability, or ethnic and social origin.

Whether discrimination has occurred will always depend on a specific assessment, including whether the action is objectively justified by a legitimate purpose.

CONTACT US TODAY

If you or your company need legal advice on the above, please contact KROMANN Law Firm on +45 8618 1102. We are ready to provide competent and value-adding legal assistance.

You can read more about related topics on the pages below.