On 24 June 2021 the Danish Parliament passed the Danish Act on the Protection of Whistleblowers.
Legislation passed/Directive implemented.
The Directive is a minimum directive allowing member states to (amongst other elements) broaden its application to also include reporting on other types of breaches than the ones listed in the Directive and the annex to the Directive. Denmark has in this connection decided to include “serious offences and other serious matters”, (e.g. sexual harassment, serious interpersonal conflicts and serious harassment.)
No.
Yes (unless the Minister of Justice decides otherwise).
No.
As per the Directive.
Yes. However, the employer/recipient is not obliged to process or follow up on an anonymous reporting, and the anonymous reporter will from a practical perspective not be protected against retaliation as long as the individual is anonymous.
No.
Compensation (up to one year's salary)
Alternatively, re-employment (where the employee was terminated).
Pursuant to the original Bill, different employing entities could not share whistleblower channels and investigation resources which gave rise to a number of objections from several large multinational Danish headquartered companies.
The end-result is found in section 9, subsection 3 of the Act according to which employers who are obliged under the Act “…may establish group-wide whistleblower schemes. The Minister of Justice may lay down rules that the first sentence shall not apply.” In other words, the Parliament placed authority with the Danish Minister of Justice to revoke the possibility to allow shared whistleblower schemes should the conclusion be that shared schemes are not in conformity with the Directive.