11 Vasaris 2007
On 1 January 2007, a new larger employer organisation was formed, following a decision taken at a joint general meeting on 22 November 2006 to merge the business interest association, the Danish Chamber of Commerce (Handel, Transport, Service, HTS-I), and the employer organisation, Danish Commerce and Services (Dansk Handel og Service, DHS). The new player in the Danish industrial relations system is called the Danish Chamber of Commerce (Dansk Erhverv, DE ), thus retaining the English name of the former HTS-I.  http://www.danskerhverv.com/
28 Sausis 2007
In January 2007, collective bargaining gets underway in the private sector covered by the main organisations, the Danish Confederation of Trade Unions (Landsorganisationen i Danmark, LO ) and the Confederation of Danish Employers (Dansk Arbejdsgiverforening, DA ). The present economic boom combined with the record low level of unemployment of 4% at the end of 2006 make the negotiations more difficult for employers due to the very high expectations of employees, especially with regard to significant wage increases. Nevertheless, as in previous years, a compromise agreement should be possible. Experience has shown that a large-scale conflict will not be a serious threat until the next round, that is, until the negotiations at local level take place (*DK9804166N* , *DK0002167F* , *DK0402104F* ).  http://www.lo.dk/  http://www.da.dk/  www.eurofound.europa.eu/ef/observatories/eurwork/articles/1998-bargaining-round-ends-in-major-conflict  www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-working-conditions/2000-bargaining-round-completed-peacefully  www.eurofound.europa.eu/ef/observatories/eurwork/articles/new-collective-agreements-concluded-in-industry
18 Gruodis 2006
Many of the young generation in Denmark today have no precise knowledge of the nature of an unemployment insurance fund. They confuse unemployment insurance funds with trade unions or with the social assistance system of the municipalities. Furthermore, young people have widely varying attitudes to unemployment insurance funds and different reasons for taking up membership or not.
29 Lapkritis 2006
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15 Spalis 2006
Economists believe that the country’s economic growth, combined with a widespread shortage of labour and low wage increases in the last few years, will inevitably put pressure on wage levels and subsequently result in price increases. They argue that this could result in a wage–price spiral which could, in turn, jeopardise the competitiveness of the economy.
11 Spalis 2006
Unemployment levels in the Danish labour market are currently at a record low, at 4.5% (or 3.9% according to the EU definition) as of June 2006. Combined with the urgent need for labour, there are signs of bottlenecks emerging in many sectors of the economy. Companies are trying to meet this shortage of qualified labour by resorting to unconventional solutions such as hiring out workers among different companies, using temporary workers and entering into agreements with employees on flexible working time arrangements. The latter option allows weekly working hours to be extended, and this additional time is not necessarily considered as overtime work as specified in collective agreements. A pilot scheme in the manufacturing sector presents companies with an opportunity to introduce a wide range of flexible working time arrangements at local level (*DK0402104F* ).  www.eurofound.europa.eu/ef/observatories/eurwork/articles/new-collective-agreements-concluded-in-industry
11 Spalis 2006
The announcement of large-scale redundancies in Denmark sets in train a major process. According to Danish legislation (in Danish)  dating from 1994 – amended in 1997 in accordance with Council Directive 98/59/EC  – the employer must notify employees, employee representatives and authorities in writing of the reasons for the layoffs, the number of dismissals and the date from which they are expected to take effect. Negotiations follow between the management and the employees with a view initially to preventing large-scale dismissals and then to minimising the consequences of the dismissals that are finally decided. This may take the form of severance agreements or offers of new jobs and/or continued training and upgrading of skills and qualifications. Only in very rare cases, however, are the dismissals called off.  http://www.retsinfo.dk/_GETDOCM_/ACCN/A19940041430-REGL  http://europa.eu.int/smartapi/cgi/sga_doc?smartapi!celexapi!prod!CELEXnumdoc&lg=en&numdoc=31998L0059&model=guichett
30 Liepa 2006
A total of 51,300 working days were lost due to work stoppages in 2005, compared with 76,400 working days in 2004, which is the equivalent of a 33% decrease. Compared with 2003, the 2005 figures represent a 7% decline in the number of days lost, which is therefore a somewhat smaller difference.
30 Liepa 2006
The decision by the Danish Minister for Employment, Claus Hjort Frederiksen of the Liberal Party, to reduce the amount of employee compensation in 2004 for lack of or incorrect statements of employment particulars (employment contracts) was against the law. This was the ruling of the Danish Supreme Court (Højesteret) in its judgement of 16 May 2006. It appears that it was also illegal when the minister decided, at the same time, that the new amounts of compensation should apply to all pending cases; the minister had thus introduced legislation with retrospective effect.
24 Liepa 2006
A large-scale conference took place on 27 April 2006, involving participants from all sections of the Danish labour market. At issue was whether the existing regulation of the labour market in Denmark, which has been coined the ‘Danish model’, would be able to survive the pressure coming from three sides: EU regulation, government and at company level. The Danish model operates on a voluntary basis and with a high degree of self-regulation by the social partners in relation to wage and working conditions .  www.eurofound.europa.eu/ef/observatories/eurwork/industrial-relations-dictionary/working-conditions