3 ms·

You are right of cause. I wrote "without any reason" bcs the reasonable cause for termination can be very loose. Bad fit, competence not needed etc. are enough.

• Scandiravian 5y ago
  I think it depends on the industry Generally an employee must have received at least one written warning before termination with a description of what they need to change and how. After that the employee needs to have enough time to make those adjustments before an employer can terminate This is of course very dependent on what the warning is about. If an employee is showing up hours too late and is asked to be at the office on time, then an employer is (for the most part) allowed to fire them if they show up late the following day If on the other hand the warning is about something like performance, then the employee has to have time to actually "perform" before they can be terminated Anecdotally I've noticed an increasing amount of my colleagues who do not step up for themselves when employers break these agreements This has emboldened some companies to be a bit too creative with their interpretation of the law because they think they can get away with it, so the type of "cause" you're describing definitely happens more than it should
  • jopsen 5y ago
    > Anecdotally I've noticed an increasing amount of my colleagues who do not step up for themselves when employers break these agreements Which is a good reason to join a union (IDA). Personally, I've seen American companies both in and outside Denmark spend a lot more effort than necessary to fire someone. Basically, because everybody is afraid of getting sued -- which is a great pretext for creating a healthy work environment :)