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.
Articles 6 (2), 7 (1), 7 (3), 7 (4), Section 5
Employers must inform the relevant regional employment council of the negotiations with the employees’ representatives on collective dismissals (within 30 days, dismissals of at least 10 workers in companies with 21-99 employees, at least 10% in companies with 100-299 employees and at least 30 dismissals in larger firms). The outcome of such negotiations must be sent to the regional employment councils in writing at the same time as the first notice to employees.
Information to be provided: reason for the proposed redundancies, total number of employees employed and period during which the proposed redundancies will be made.
The earliest date that the dismissals can take effect is 30 days after notice of the dismissals has been given to the regional employment council and the staff.
In the case of a company with at least 100 employees where at least 50% of the workforce is to be dismissed, the dismissals cannot take effect until eight weeks after notification.
Collective agreements may provide for a longer period.
Eurofound (2015), Denmark: Public authorities information and consultation on dismissals, Restructuring legislation database, Dublin, https://apps.eurofound.europa.eu/legislationdb/public-authorities-information-and-consultation-on-dismissals/denmark
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