A general change in employment conditions may not affect a single individual employee although the change is reasonably justified for operational reasons
An employee was entitled to consider herself as dismissed by the employer due to a material change in her employment conditions. As a main rule, a general implementation of a change in employment conditions is neither wholly or partly due to a single employee's maternity leave. However, in this case the employer was unable to carry the burden of proof that the implementation of new guidelines for taking paid leave was not, in whole or in part, due to the employee's pregnancy and subsequent pregnancy and maternity leave. Therefore, the employee was awarded compensation corresponding to nine months' salary. Decision of 6 April 2016 from the Danish Board of Equal Treatment.
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