Inappropriate behavior towards colleagues justified termination despite 27 years of service

In an award issued on 10 September 2026, the Danish Dismissal Board (Afskedigelsesnævnet) held that the termination of an employee with more than 27 years of service was justified due to inappropriate behavior towards colleagues. Prior to the termination, the employee had repeatedly berated and spoken condescendingly to colleagues.

Lengthy process concerning the employee’s inappropriate behavior

The employee had been employed by SAS Ground Handling Denmark A/S since 1 April 1998 and most recently held the position of Passenger Service Coordinator at Copenhagen Airport.

In February 2024, the employee was invited to a meeting concerning her behavior towards colleagues. According to the meeting minutes, there had previously been discussions about incidents in which colleagues had found her to be, among other things, confrontational, condescending, and abusive. Management made it clear that a permanent change in behavior was required, and that failure to do so could result in termination of employment.

Following the meeting, six follow-up meetings were held through September 2024, with a further meeting in December 2024.

The employee was first given a written warning

In February 2025, the company received a complaint from an employee who, whilst on a private flight, had been reprimanded in a humiliating manner in front of others for the way he was dressed.

This led to a written warning, in which the company demanded a permanent change in the employee’s behavior and made it clear that any further incidents could result in termination or summary dismissal.

On 19 July 2025, another incident occurred when the employee, in a staff room and in the presence of other colleagues, berated a colleague because she had charged one of the employee's family members for excess baggage. The employee subsequently admitted having berated the colleague and stated that she had apologized. However, according to the colleague’s complaint, the employee continued to berate her in front of others, even though she repeatedly asked her to stop. She also went after the colleague as she left the room.

On 29 July 2025, the employee was terminated with six months’ notice. In the termination letter, the company referred to the previous series of meetings, the written warning, and the recent incident.

The Dismissal Board ruled in favor of the company

The Dismissal Board found that, during the series of meetings, the company had made a significant effort to help the employee change her behavior, and that she understood - or ought to have understood - what the problem was and what was expected of her.

The Dismissal Board also found no basis for setting aside the written warning issued in February 2025. Among other things, the Dismissal Board emphasized that the behavior that had triggered the warning was incompatible with the requirements the company was entitled to impose, and which had already been made clear to the employee. The Dismissal Board further stated that the warning made it clear to the employee that if it became necessary to reprimand her for her conduct again, this could result in employment-law consequences in the form of termination or summary dismissal.

With regard to the incident on July 19, 2025, the Dismissal Board found that the employee’s conduct towards her colleague constituted a breach of the terms of employment. The company therefore had clear grounds for terminating the employee, and the Dismissal Board found ruled in favor of the company.

Littler Comments

The award emphasizes the importance of employers clearly addressing issues related to cooperation and conduct and, if necessary, following up with a written warning if the problems persist. Both clear reprimands and written warnings can serve as significant elements of the evidence in any subsequent dispute regarding the justification of the termination.

The award also illustrates that even very long service does not in itself preclude a justified termination if the employee, despite clear reprimands and a written warning, continues to engage in inappropriate behavior that constitutes a breach of the terms of employment.

At Littler, we regularly advise companies on how to handle workplace collaboration and behavioral issues.

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Disclaimer: The above is not, and cannot, replace legal advice.