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Practice areas

Legal depth
in the areas
that shape your workplace.

Our work spans everything from employment contracts and dismissals to compliance, work permits and pay transparency. We tailor the collaboration to the nature of the task, so you know what happens along the way, and where our effort adds the most value.

Overview

Pay transparency

EU 2023/970 reverses the burden of proof where pay criteria are not set down in writing. When the directive takes effect on 1 January 2027, employers must be able to explain pay differences on documented, objective criteria. It is one of our areas of depth.

Legal basis
Directive (EU) 2023/970 of the European Parliament and of the Council to strengthen the application of the principle of equal pay for equal work or work of equal value, through pay transparency and enforcement mechanisms. Implemented into Danish law with effect from 1 January 2027. Builds on the Danish Equal Pay Act.

What we deliver

  • Readiness Check, a gap analysis against the directive's core obligations
  • Drafting a pay policy and objective pay criteria in writing
  • Job architecture and categorising employees into groups of "equal value"
  • Implementing information requirements in the recruitment process
  • Pay reporting and preparation for the reporting obligation
  • Joint pay assessment where the pay gap exceeds 5 percentage points
  • Ongoing sparring with the HR leadership throughout the implementation period
Read the full guide

Work permits

Recruiting foreign labour is an area with a well-defined workflow. Family reunification and renewals form a natural part of the same process, so you have one partner throughout.

Legal basis
The Danish Aliens Act. The Positive List, the Pay Limit Scheme, the Researcher scheme, the Fast Track scheme and labour-market-related schemes. The Danish Agency for International Recruitment and Integration (SIRI).

What we deliver

  • Work and residence permits under the Positive List and the Pay Limit Scheme
  • Applications under the Researcher scheme and the Fast Track scheme
  • Certification of a company for Fast Track
  • Renewals and status changes
  • Family reunification for an accompanying spouse and children
  • Advice on tax matters, civil registration and CPR on relocation
Read the full guide

Employment contracts

The foundation of every employment relationship. We draft and review the documents that legally bind the company and the employee together, both for ordinary employees and for executives.

What we deliver

  • Employment contracts for salaried (funktionær) and non-salaried employees
  • Director contracts and agreements with senior staff
  • Non-compete, non-solicitation and job clauses under the Danish Act on Employment Clauses
  • Staff handbooks and internal policies
  • Addenda, agreements on changed terms and notice processes

Dismissals and exits

Ending an employment relationship is the most costly class of error in employment law. We make sure dismissals hold up in court, and that the exit ends in an agreement, not a dispute.

What we deliver

  • Advice on fair and lawful dismissal, including documentation requirements
  • Drafting notice and summary dismissal letters
  • Severance agreements and the negotiation of them
  • Advice on notice periods and severance pay
  • Collective redundancies under the Danish Mass Dismissals Act
  • Handling disputes before the Board of Equal Treatment, the Dismissal Board and the civil courts

HR compliance and legislation

The large cross-cutting bodies of law that affect the HR function. The Pay Transparency Directive is one of the areas where we have built depth. It takes effect on 1 January 2027 and reverses the burden of proof where written pay criteria are missing.

Legal basis
The Pay Transparency Directive (EU 2023/970). The Equal Pay Act. The Equal Treatment Act. The Anti-Discrimination Act. The Whistleblower Act. The Parental Leave Act and the Sickness Benefits Act. Relevant collective agreements.

What we deliver

  • The Pay Transparency Directive, see the three layers below
  • Whistleblower schemes, set-up and ongoing compliance
  • Parental leave and sickness absence rules, policies and individual cases
  • Discrimination and equal treatment, internal policies and specific queries
  • GDPR in an HR context, data processing agreements and internal processes
Pay transparency, three layers

From diagnosis to ongoing compliance

Readiness Check

A gap analysis against the directive's core obligations. Workshop and written report with a prioritised action plan. A defined engagement.

Implementation

Seven modular packages that build the documentation the directive requires. Pay criteria, job architecture, recruitment, right to information, pay reporting, joint pay assessment and training.

PTD Watch

Ongoing monitoring. Q&A, rule updates and an annual review.

Recruitment and onboarding

The recruitment process is the source of both equal-treatment and GDPR cases. We structure the process so it holds up legally, from job posting to signed contract.

What we deliver

  • Review of job postings for equal treatment and discrimination
  • GDPR compliance in the application process and storage of applicant data
  • Question frameworks for interviews without unlawful questions
  • Reference-check processes within the limits of the law
  • Onboarding packages with contracts, clauses and policies

Working environment and wellbeing

The psychological working environment has become a legal question, not just an HR question. Orders from the Danish Working Environment Authority and harassment cases must be handled with appropriate legal seriousness.

What we deliver

  • Workplace risk assessment (APV) processes and documentation in line with the Working Environment Act
  • Stress policies and policies against offensive behaviour
  • Handling harassment cases, including internal investigation and hearing of the parties
  • Advice on orders and immediate orders from the Working Environment Authority

Pay and benefits

Pay structures, variable remuneration and employee shares require coordination across tax, company and employment law. We make sure the structure holds on all three legs.

What we deliver

  • Design of pay structures that meet the pay transparency requirements
  • Bonus agreements, commission schemes and variable remuneration
  • Employee share and warrant programmes, including section 7P of the Danish Tax Assessment Act
  • Fringe benefits, company car, phone, health insurance and the taxation of them

Training and strategy

Ongoing capability-building in the HR function, and strategic advice when the company faces larger changes. Not a course catalogue, but tailored to your situation.

What we deliver

  • Courses and workshops for HR and management on current topics
  • Advice on business transfers under the Danish Transfer of Undertakings Act
  • Advice on restructurings, mergers and closures
  • Ongoing strategic HR-legal sparring for management and the board

Transparent Working Conditions Directive

EU Directive 2019/1152 on transparent and predictable working conditions. Implemented into Danish law on 1 July 2023. It tightened the requirements for what information the employer must give the employee in writing, and how quickly. Not to be confused with the Pay Transparency Directive.

Legal basis
Directive (EU) 2019/1152 on transparent and predictable working conditions. The Danish Act on Employment Certificates and Certain Working Conditions (ansættelsesbevisloven, Consolidated Act no. 240/2023).

What we deliver

  • Review of existing employment certificates against the expanded information requirements
  • Updated templates that meet the duty to inform from day one
  • Advice on probation, parallel employment and minimum predictability
  • Assessment of sanction risk in the event of non-compliance
How a typical engagement unfolds

From first contact to ongoing advice.

Initial meeting

30 minutes. Free. Together we clarify what your HR-legal challenge is, and whether we are the right fit to solve it.

Scope and framework

We agree the framework and cadence for the task before work begins, so you know what happens when.

Delivery

A written deliverable, workshop or specific advice. Direct dialogue with the legal adviser handling the case.

Ongoing advice

After the first deliverable, many continue in an ongoing collaboration, adapted to the need.

Want to know where you stand?

An initial meeting is 30 minutes and without obligation. You leave with a realistic picture of where your HR law stands, and what can be sharpened.

Book an initial meeting