European Restructuring Monitor (ERM)
Eurofound's ERM database on restructuring-related legal regulations provides information on regulations in the Member States of the European Union and Norway which are explicitly or implicitly linked to anticipating and managing change.
Section 5 Danish Act on Collective Redundancies, Section 4 Danish Act on Information and Consultation of Employees
If the restructuring exercise is expected to involve redundancies on a scale falling within the scope of the Danish Act on Collective Redundancies (within 30 days, at least 10 dismissals in companies with 21-99 employees, at least 10% in companies with 100-299 employees or at least 30 dismissals in larger companies), the employer must, as soon as possible, initiate negotiations with the employees or employee representatives. The employer must explain the main reason for the expected restructuring in a letter addressed to the employees representative, as well as to the Regional Employment Council.
The negotiations must aim at preventing or reducing the expected redundancies or, if this is not possible, alleviate the consequences of the redundancies.
This means that the preparation of the restructuring has to take place in a timely manner in order for the information, consultation and negotiation to be carried out in accordance with the Danish Act on Collective Redundancies and/or the Danish Act on Employees’ Rights in the event of Transfers of Undertakings and/or the Danish Act on Information and Consultation of Employees.
It is important to stress that the restructuring exercise is not subject to the ‘approval’ of the employees or employee representatives.
No information available.
Eurofound (2015), Denmark: Obligation to consider alternatives to collective dismissals, Restructuring legislation database, Dublin, https://apps.eurofound.europa.eu/legislationdb/obligation-to-consider-alternatives-to-collective-dismissals/denmark
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