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Year in review
The year 2024 and the first half of 2025 have brought many new legislative initiatives in the field of employment law. On 1 July 2024, the long-awaited amendment to the Danish Act on Working Time became effective. The amendment entails that all Danish employers must have an objective, reliable and accessible working time registration system that makes it possible to measure employees' daily working hours.
The legislative initiative originates from a 2019 ruling from the Court of Justice of the European Union, which states that it is necessary for employers to actually record the working hours of their employees to comply with the rules on rest periods and the 48-hour limit on weekly working hours.
Other hot topics included the renewal of collective agreements in the private sector, focusing on real wage growth and improved work–life balance, as well as a series of amendments to the Danish Parental Leave Act. These amendments aim to improve leave entitlements for parents of twins, intended parents through surrogacy arrangements, surrogate mothers, parents of hospitalised newborns and parents grieving the loss of a child.
