Best Sexual Harassment Lawyers in Kalundborg

About Sexual Harassment Law in Kalundborg, Denmark

Sexual harassment is unlawful throughout Denmark, including in Kalundborg. It is understood as unwanted verbal, nonverbal, or physical conduct of a sexual nature that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. The rules apply at work, in education, in internships and training, and in many service and association settings. Employers and institutions have a legal duty to prevent and address harassment, and individuals have a right to complain and seek remedies that can include compensation and other corrective measures.

Some conduct will also be criminal, such as sexual assault, threats, stalking, or sharing intimate images without consent. In those situations you can pursue both a criminal report to the police and a civil or administrative complaint for discrimination. Kalundborg follows the national Danish framework, and most cases are handled under state law and national authorities with local reach, such as the police district that covers Kalundborg and the Danish Working Environment Authority.

Why You May Need a Lawyer

A lawyer can clarify your options, protect your rights, and manage deadlines. Many people in Kalundborg seek legal help in these situations:

- You are being harassed at work by a manager, colleague, customer, or supplier, and your employer is not acting or is retaliating against you.

- You were dismissed, reassigned, or otherwise penalized after rejecting advances or reporting misconduct.

- You are a student, apprentice, or intern facing harassment by a supervisor or educator and need to navigate school or training complaint processes alongside legal options.

- You experienced conduct that may be criminal, such as assault, coercion, or nonconsensual sharing of intimate images, and you want to coordinate a police report with a civil claim.

- Your workplace is covered by a collective agreement and you need guidance on whether to go through a union route, the Equality Board, the Labour Court, or the ordinary courts.

- You need help preserving evidence, assessing compensation, negotiating settlements, or ensuring non retaliation protections.

- You are a small employer or association in Kalundborg and must respond to a complaint, meet Danish Working Environment Act duties, and design a lawful investigation process.

Local Laws Overview

Equal treatment and discrimination law in Denmark prohibits sexual harassment and provides compensation and protective remedies. In employment, this is primarily regulated by the Equal Treatment Act, which implements EU rules. The burden of proof is shared: if you establish facts that indicate harassment, the employer must show that discrimination did not occur. Compensation for non economic damage can be awarded even if you did not suffer financial loss.

The Working Environment Act requires employers to ensure a safe and healthy psychosocial work environment. The Danish Working Environment Authority can inspect, require improvements, and sanction non compliance. Employers are expected to prevent harassment, handle complaints promptly and impartially, and protect complainants from retaliation. Larger employers must also maintain internal whistleblower channels under the Danish Whistleblower Act, which protects good faith reporters.

Outside the workplace, sexual harassment may be addressed through the Equality Board where the law provides jurisdiction, or through civil courts. Conduct that crosses into criminal behavior is covered by the Danish Criminal Code. Examples include sexual assault, indecent exposure, threats, stalking, unlawful disclosure of images or private information, and violations of privacy. The police covering Kalundborg can issue and enforce restraining orders and investigate crimes.

Procedural routes vary. Many employees in Denmark are covered by collective agreements. If your case is tied to such an agreement, it may need to proceed through the union and the labour arbitration system rather than the Equality Board. Time limits can be short in some pathways, sometimes measured in weeks or months, and the general statute of limitations for civil claims is often three years. Because the correct route and deadlines depend on your employment terms and facts, early legal advice is important.

Remedies can include compensation, orders to stop the harassment, changes to work arrangements, reinstatement or compensation for wrongful dismissal, and employer obligations to improve policies and training. Compensation levels vary with severity, power imbalance, duration, and the employer’s response, and Danish case law guides the amounts.

Frequently Asked Questions

What counts as sexual harassment under Danish law?

Unwanted conduct of a sexual nature that violates dignity or creates a hostile or offensive environment can qualify. This includes comments, messages, gestures, sharing sexual content, repeated propositions after refusal, inappropriate touching, coercion, and sexualized humiliation. One serious incident or a pattern of lesser incidents can both meet the definition.

Does the law protect me if I am a temporary worker, intern, or student in Kalundborg?

Yes. Protection generally applies to employees, agency workers, trainees, apprentices, and students in education settings. The specific complaint path may differ depending on your status and any collective agreement or school rules.

Do I have to make an internal complaint before going to the authorities?

No, but it is often advisable to use your employer’s or school’s procedure promptly so they can stop the behavior and so you can show you raised the issue. You can also complain to the Equality Board where it has jurisdiction and make a police report if criminal conduct occurred.

What should I do right after harassment occurs?

Write down what happened with dates, times, locations, and names of witnesses. Save emails, texts, chat logs, and relevant documents. Consider telling a trusted colleague, union representative, or manager. Seek medical or psychological support if needed. A lawyer can help you plan next steps and avoid pitfalls.

Is it legal to record conversations as evidence?

In Denmark, recording a conversation you yourself take part in is generally lawful, but sharing or publishing recordings may be illegal. Before recording or sharing any material, get legal advice about data protection and evidentiary rules.

What if the harasser is my manager or the owner?

You are still protected. If your direct manager is involved, report to HR, the next level of management, a whistleblower channel, or your union representative. Employers remain responsible for ensuring a safe environment and preventing retaliation.

Can I be punished for reporting or refusing advances?

No. Retaliation for reporting harassment or refusing sexual advances is unlawful. If you are disciplined, sidelined, or dismissed after reporting, the burden can shift to the employer to prove that the action was unrelated to your complaint.

How long do I have to bring a claim?

Deadlines depend on the route and context. Some employment and collective agreement procedures have short time limits, sometimes weeks or months. The Equality Board expects timely complaints, and the general civil limitation period is often three years. Act quickly and get advice to avoid missing a deadline.

What outcomes can I expect?

Possible outcomes include an apology, orders to stop the conduct, disciplinary action against the harasser, changes to duties or teams, training and policy improvements, compensation for non economic harm, and compensation or reinstatement if you were unlawfully dismissed. In criminal cases, penalties can include fines or imprisonment for the offender.

How much compensation is typical?

Amounts vary based on the severity and context, whether the harasser had authority over you, how your employer responded, and any financial loss. Danish tribunals and courts have awarded compensation ranging from the tens of thousands of kroner and upward in serious cases. A lawyer can estimate a realistic range for your situation.

Additional Resources

Danish Working Environment Authority - guidance on psychosocial work environment and employer duties, and the power to issue improvement orders.

Equality Board - an independent complaints body that can award compensation in discrimination and harassment cases within its jurisdiction.

Trade unions and local shop stewards - assistance with complaints, evidence, and access to the labour law system and arbitration.

Midt og Vestsjællands Politi - the regional police district covering Kalundborg for criminal reports, restraining orders, and safety planning.

Danish Institute for Human Rights - information and guidance on equal treatment and discrimination.

Danish Data Protection Agency - guidance on processing personal data during internal investigations and whistleblowing.

Regional Center for Sexual Assault at the nearest hospital - medical care, forensic documentation, and crisis support after sexual assault.

Municipal services in Kalundborg Kommune - general counseling services and referrals to health and social support.

Whistleblower channels - internal reporting systems in public bodies and larger private employers that protect against retaliation.

Victim support and counseling organizations - confidential emotional support, safety planning, and referral to legal help.

Next Steps

First, ensure your immediate safety and seek medical or psychological support if needed. If the conduct may be criminal, consider reporting to the police as soon as possible. Preserve all evidence by saving messages, emails, and notes, and keep a dated incident log.

Use your workplace or school reporting procedure promptly. If your employer has a whistleblower channel, you can report there. If you are unionized, contact your union representative for guidance on the correct procedural route. Avoid informal agreements that require you to waive your rights without advice.

Consult a lawyer experienced in Danish sexual harassment and employment law. Bring your employment contract, any collective agreement details, your evidence log, and any correspondence. Ask about options, strategy, deadlines, compensation ranges, and potential costs. Many cases settle through negotiation, but you should prepare for the Equality Board, labour arbitration, or court if needed.

Throughout the process, request written confirmation of all steps, insist on non retaliation protections, and consider reasonable interim measures such as changes in reporting lines or work location. Act quickly, keep your documentation organized, and get professional support so your rights are protected in Kalundborg and under Danish law.