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Wrongful termination, referred to as "usaglig afskedigelse" in Danish, occurs when an employer dismisses an employee without a justifiable reason, or in violation of employment laws and regulations. In Køge, Denmark, as in the rest of the country, employees are protected by robust labor laws formally established in the Danish Act on Salaried Employees (Funktionærloven), collective bargaining agreements, and other relevant regulations. These laws ensure that termination must have a legitimate basis and be carried out in accordance with correct procedures.
Wrongful termination cases may arise from dismissals based on discrimination, retaliation for whistleblowing, or failure to observe proper notice periods and procedures. If you believe that you have been dismissed unfairly in Køge, it is important to understand your rights and seek tailored legal advice.
Safeguarding your rights as an employee or employer in Køge often involves understanding complex legal standards. Common scenarios where you might need a lawyer include:
A specialized wrongful termination lawyer in Køge can help you assess the facts, determine if the termination was wrongful, negotiate on your behalf, and pursue compensation if appropriate.
Wrongful termination in Køge is governed primarily by national Danish laws, which are strictly applied in all municipalities, including Køge:
Employers must provide valid reasons for termination, observe applicable notice periods, and follow the correct procedures. Employees who believe their rights have been violated can file complaints and may be entitled to compensation or reinstatement.
Wrongful termination occurs when an employee is dismissed without a justified reason, or in violation of employment contracts, laws, or collective agreements. Common examples include discrimination, retaliation, or failure to follow legal notice procedures.
While a written contract can help clarify terms, Danish labor law applies protections to all employees, regardless of whether an agreement was formalized in writing.
You cannot be terminated solely for being on sick leave. However, if there are legitimate business reasons unrelated to your illness, dismissal is possible, though protections are in place, especially if the illness is work-related.
Notice periods depend on your length of employment and the terms of your contract or collective agreement. Under the Danish Act on Salaried Employees, notice can range from one to six months.
Employers can dismiss employees for performance issues, but they must document the problems, follow a fair warning process, and provide an opportunity to improve, unless the issues are severe.
Compensation may include lost wages or benefits, severance pay, reimbursement for legal costs, and damages for emotional distress. In rare cases, reinstatement may be an option.
Time limits vary based on the grounds for dismissal and the venue. Generally, claims should be filed within a few weeks or months of termination. It is advisable to seek legal advice quickly to meet relevant deadlines.
No, Danish law prohibits employers from dismissing employees because of union membership or activity.
While direct communication can sometimes resolve issues, it is wise to seek legal guidance first to protect your rights and ensure you do not inadvertently weaken your case.
The process usually begins with raising the issue internally, followed by mediation or filing a formal complaint with a labor tribunal or civil court. Legal representation is highly recommended at every stage.
Several organizations and resources are available to assist individuals with wrongful termination issues in Køge:
If you believe you have been wrongfully dismissed in Køge, consider the following steps:
Navigating wrongful termination claims can be challenging, but you do not have to face it alone. Getting appropriate legal advice early ensures the best chance of protecting your rights and securing a positive outcome.
