In light of the limited action in many Member States to introduce or review gender pay transparency instruments as recommended, in November 2017 the European Commission announced the possible need for further targeted measures at EU level. This report reviews experiences in four Member States –
When the impact of the financial and economic crisis hit Denmark in autumn 2008 many Danish companies in manufacturing and construction had already started restructuring [1], either through internal reorganisation or by moving production offshore to low-wage countries. The crisis was unexpected by
The membership ballot on the final settlement proposal that ended the collective bargaining round between the Confederation of Danish Employers (DA [1]) and the Danish Confederation of Trade Unions (LO [2]) turned out to be a ‘yes’. But it also turned the traditional voting pattern upside down
Private sector wage agreements in the early spring of 2010 were signed in Denmark in the wake of the global economic crisis and were predicted to be low-cost settlements in favour of the employers in order to sustain the competitiveness of companies. It was anticipated that wage increases would be
After a period of intense negotiations, the social partners in industry – the Confederation of Danish Industry (DI – organisation for erhvervslivet, DI [1]) and the Central Organisation of Industrial Employees (Centralorganisationen af Industriansatte, CO-industri [2]) – concluded a renewal of the
The global economic crisis began to affect Denmark slightly earlier than other European countries, gathering pace in the summer of 2008. Since then, there have been job losses among unskilled labour, especially in the export business, closures of production sites and/or delocalisation to low-wage
At the beginning of 2009, the membership of the trade unions organised under the Danish Trade Union Confederation (Landsorganisationen i Danmark, LO [1]) fell to under one million active members. This was a symbolic milestone of a development that has been steadily ongoing since the middle of the
The industrial holiday, where a company closes for three to four weeks during the summer months and all employees take annual leave, was in general thought to have been eliminated a long time ago. This is due to the fact that industrial change and various collective bargaining [1] rounds provided
Large-scale conflicts among nurses, child and youth educators and home carers in connection with the renewal of the collective agreements in the public sector at municipal and regional levels resulted in some 1,837,600 working days being lost in Denmark in 2008/./ The employees on strike belonged to
The use of work-sharing has increased significantly during 2009 in Denmark, as a means of avoiding redundancies arising due to the economic recession. In February 2009, the Danish multinational light engineering company Danfoss [1] announced that 416 employees would take part in a work-sharing
Every day, 150,000 people in Denmark stay home from work because of illness. This is equal to one in every 20 employees in the entire workforce. Each year, DKK 37 billion (almost €5 billion as at 10 February 2009) is spent on sickness pay. In addition, healthcare costs arise – as well as a loss in