General legal framework

• Author: Natalie Videbaek Munkholm
• Pages: 7-7

7

2General legal framework

2.1Constitution

2.1.1Constitutional ban on sex discrimination

The Danish Constitution does not set forth a statutory ban on sex discrimination.

2.1.2Other constitutional protection of equality between men and women

There is no constitutional protection of equality between men and women in the Danish

Constitution.

2.2Equal treatment legislation

Gender Equality Act, Consolidation Act No. 1678, 19 December 2013 as amended by Act

No. 487, 2019.

Act on prohibition against discrimination in the labour market, Consolidation Act No. 1001,

24 August 2017.

Act on Equal Treatment of Men and Women as regards Access to Employment, etc.,

Consolidation Act No. 645, 8 June 2011, as amended by Act No. 553, 2012, Paragraph 13;

Act No. 217, 2013 and Act No. 1709, 2018.

Equal Pay Act, Consolidation Act No. 156, 22 February 2019.

According to Section 1 ofthe Gender Equality Act, the purpose of the act is to promote

equality between women and men, including equal integration, equal influence and equal

opportunities in all functions in society on the basis of women's and men's equal status.

The goal is also to prevent direct and indirect discrimination on the ground of gender and

to prevent harassment and sexual harassment.

According to Section 1 of the Act on Equal Treatment of Men and Women as regards Access

to Employment, etc., the purpose of the act is to ensure that there must be no

discrimination on the ground of sex. This applies to both direct discrimination and indirect

discrimination, notably with reference to pregnancy or to marital or family status.

Section 1 of the Act on the Prohibition of Discrimination in the Labour Market states that

discrimination in the labour market is prohibited with regard to race, colour, religion or

belief, political opinion, sexual orientation, age, disability or national, social or ethnic

origin.