Employment law obligations during company reorganisation cover the statutory requirements that attach to workforce changes under Danish legislation. The firm advises Danish and foreign companies on these matters, covering redundancy processes, transfer of undertakings, contract renegotiations, and the notification and consultation obligations that apply at each stage.
Reorganisation creates employment law exposure at points that many companies do not anticipate. A workforce reduction is not a commercial decision followed by a notification. Each step of the Danish employment process must be completed within the specified timeframe and must be accompanied by the required documentation. Incomplete or missed steps create legal exposure in employment disputes and regulatory proceedings years after the reorganisation has ended. Lead-Roedl advises on these obligations within a dedicated employment practice. A foreign company reorganising its Danish workforce without legal input grounded in Danish employment legislation specifically produces procedural gaps that only become visible once disputes have started.
Transfer of undertakings covers
Transfer of undertakings requirements come into effect automatically when a business transfers part or all of its operations to another entity. Danish law sets specific obligations on both the transferor and transferee regarding affected employees. These obligations exist independent of what the transaction documents say.
- Notification obligations – Both parties must inform affected employees of the transfer, its date, the reasons behind it, and the legal, economic, and social implications. This is within the timeframes set under Danish law.
- Consultation obligations – Where trade unions or employee representatives are involved, consultation must happen before the transfer is finalised. The outcome must be documented to meet Danish statutory requirements.
- Term continuity – Employees transferred under Danish legislation keep their existing employment terms with the new entity. These terms cannot be changed unilaterally by the transferee as a result of the transfer.
Missing any one of these obligations does not produce a minor administrative problem. It creates legal exposure for the transferee alongside the transferred operations.
Redundancy legal handling
Redundancy processes during reorganisation carry procedural requirements that must follow the correct sequence under Danish employment legislation. The firm handles redundancy legal work within the same employment practice, managing transfer of undertakings and reorganisation advisory. This keeps legal handling across all employment dimensions of a reorganisation in one place rather than across separate streams.
Individual redundancy processes require correct written notice, documented selection criteria, and compliance with applicable notice periods and severance obligations under Danish law. Collective redundancy processes carry additional requirements, including notification of public authorities and consultation with employee representatives within set timeframes before redundancies take effect. A reorganisation involving both individual and collective redundancy elements requires legal handling that runs both procedural requirements at the same time without letting either fall behind.
Trade union negotiations fall within the same employment law framework. The firm represents companies in negotiations with Danish trade unions during reorganisation processes. Foreign businesses entering the Danish labour market frequently face this requirement without prior preparation. Approaching it without dedicated legal representation produces negotiation outcomes that carry long-term employment law consequences. Employment law advice applied at every stage of a reorganisation, within a practice where this is primary legal work rather than secondary support, produces procedurally correct outcomes that protect the business from the exposure that accumulates when these obligations are treated as less important than the commercial decisions driving the reorganisation.
