Danish disability law and policy in the field of employment
| Autor | Maria Ventegodt Liisberg |
| Cargo | Ph. D, Leader of Disability Team at Danish Institute for Human Rights |
| Páginas | 277-292 |
Revista Derecho Social y Empresa Suplemento nº 1, Abril 2015
ISSN: 2341-135X págs.277-292
DANISH DISABILITY LAW AND POLICY IN THE
FIELD OF EMPLOYMENT
MARIA VENTEGODT LIISBERG
Ph. D, Leader of Disability Team at
Danish Institute for Human Rights
Fecha de recepción: 23-10-2014
Fecha de aceptación: 06–11–2014
SUMMA RY
: 1. PREFACE. 1.1. Definition of disabled worker beneficiary of the
employment policies and related juridical issues.1.2. Job-placement statistics. 2.
SECTION I: JOB-PLACEMENT POLICIES. LEGAL FRAMEWORK AND CASE
LAW. 2.1. The influence of European Union Law and International Law in
Denmark. 2.2. Constitutional Law principles. 2.3. National legislation. 2.4.
Employment with wage subvention 2.5. Support for persons with disabilities in
employment. 2.6. Collective agreements. 3. SECTION II: DISABILITY
DISCRIMINATION AND EMPLOYMENT. ACCESS TO WORK AND
TERMINATION OF EMPLOYMENT. 4. SECTION III: EMPLOYMENT
POLICIES OF EACH MEMBER STATE AND JOB-PLACEMENT FOR
DISABLED PERSONS. 4.1. Labour market crisis and active employment policies.
4.2. Job-placement for disabled persons and issues relating to gender. 4.3. Connection
between welfare state and active labour market policies. 5. SECTION IV: CAREER
COUNSELING AND JOB-PLACEMENT FOR DISABLED STUDENTS.
RESUM EN
: En Dinamarca, el mercado laboral se ha regido tradicionalmente
por el modelo danés de flexiguridad, que consiste en una protección relativamente
débil contra el despido, y un apoyo relativamente firme a las personas que no tienen
empleo. En consecuencia, una capacidad de trabajo reducida se ha considerado, por
regla general, una justa causa de despido. La Directiva Marco de Igualdad de la UE
cuestiona la laxitud tradicional en relación con los despidos vinculados a la capacidad
de trabajo reducida cuando ésta tiene su causa en una discapacidad. Tradicionalmente,
los programas de promoción de empleo destinados a la contratación de personas con
discapacidad han sido relativamente generosos. Sin embargo, las nuevas medidas de
Maria Ventegodt Liisberg
Revista Derecho Social y Empresa Suplemento nº 1, Abril 2015
ISSN: 2341-135X pág. 278
austeridad han provocado recortes en estos programas. En suma, el modelo danés de
flexiguridad está siendo cuestionado, tanto en lo relativo a la flexibilidad como en lo
tocante a la seguridad.
ABSTR ACT
: In Denmark, the labour market has traditionally been governed by
the Danish flexicurity model consisting of relatively weak protection against dismissal
and relatively strong support for persons who are not in employment. Consequently,
reduced working capacity has, as a rule, been considered a just ground for dismissal.
The EU Framework Equality Directive challenges the traditional laxity in relation to
dismissals due to reduced working capacity when it is related to disability.
Traditionally, employment promotional schemes targeting the employment of persons
with disabilities have been relatively generous. However new austerity measures have
led to cut-backs in these schemes. In sum, the Danish flexicurity model is being
challenged both as regards flexibility and security.
PALAB RAS CL AVE
: discapacidad, política de empleo, Dinamarca, derechos
humanos.
KEYWO RDS
: Disability, employment policy, Denmark, human rights.
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