Recent developments in Denmark
Ongoing compliance obligations for foreign service providers (2026)
Gender balance obligations for large companies (2026)
The Act on Gender Balance remains in force, requiring certain large and listed companies to work toward balanced gender representation in senior management and governance bodies. Companies must continue monitoring compliance, setting targets where required, and reporting on progress.
Expanded parental leave framework fully applicable (2026)
The extended parental leave rights introduced for parents involved in surrogacy arrangements and for stepparents adopting a partner’s child are now fully embedded in practice. Employers must ensure payroll and leave administration reflect these entitlements and that affected employees are treated consistently with other parents.
Broader employment opportunities for young workers (2026)
The expanded rules allowing young workers aged 13–15 to perform a wider range of light duties remain applicable. Employers hiring young workers must continue to comply with restrictions on working hours, task suitability, and health and safety protections.
Continued focus on combating hate crimes and workplace safety (2026)
The stricter legal framework addressing hate crimes remains in effect, reinforcing Denmark’s broader emphasis on safety, non-discrimination, and respectful conduct. While not directly an employment law change, employers are increasingly expected to align internal policies and training with these principles, particularly in customer-facing and public environments.
