The collective agreement contains a wide range of agreed terms and a framework for the rights and obligations of employers and workers. Agreements may include rules on working time and place of work, remuneration, overtime pay, where applicable, leave, pensions and other aspects of work. They may also contain rules on the working environment and dispute resolution. Agreements may be accompanied by various annexes and amendments. Agreements generally contain both independent rules and provisions contained in Danish legislation. 6 bis.-1. In order to ensure that posted workers receive wages that correspond to the rates that Danish employers have to pay to carry out appropriate work, trade union actions may be taken against foreign service providers in the same way as Danish employers to support a request for a collective agreement. However, see paragraph 2. (2) The introduction of trade union measures under paragraph 1 is subject to the prior submission to the foreign provider of provisions in collective agreements concluded by the most representative social partners in Denmark and covering the whole of the Danish region. These collective agreements must indicate, with the necessary clarity, the rate of the collective agreement that must be paid under the collective agreements. In Denmark, it is fundamental that trade unions have the right to try to conclude collective agreements with employers and employers` organisations.
Trade unions can take different types of trade union measures to reach an agreement with an employer. You can also experience this as a foreign employer with people sent to Denmark. Under section 6 bis of the Posting of Workers Act, a number of conditions must be met to enable Danish trade unions to take trade union action against foreign companies. The section also describes the maximum wage and wage elements that may be required under the collective agreement. A company may also apply to a Danish employers` organisation and apply for membership to be covered by the same collective agreements as the employers` organisation and its members. The rules of labour dispute are not enshrined in law, but are based on extensive case law of the Danish Labour Court. In Denmark, workers have extensive rights, trade union action and solidarity measures. Solidarity actions are launched to support an existing dispute. Labour disputes are only legal if the work that the union is trying to regulate by agreement falls within the scope of the union. However, it is not necessary for the union to have members working for the company concerned. Find out more about the main Danish labour market organisations, which can provide information on the content of collective agreements, including key issues such as wages.
The Labour Court can therefore rule both on the use of solidarity actions and on the various elements of the tariff claim, such as limitations on wage elements, leave and pensions. A number of complementary rules are also part of the agreement, such as the so-called General Agreement between the Danish Employers` Confederation (DA) and the Danish Trade Union Confederation (LO) (Hovedaftalen). The parties to a collective agreement are, on the one hand, either a trade union or a unit of collective agreements and, on the other hand, an employer, an undertaking or an employers` organisation. Example 2: Electricians who carry out work as part of a construction project refuse, as part of a solidarity action, to carry out work for the client, because the foreign company responsible for the other work has not yet signed a contract, as required by the main fight against the foreign company. . . .