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The law and your biz
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Several Danish acts regulate specific aspects of employment. Such acts are mandatory - i.e. they cannot be dispensed from by employers.
Danish mandatory employment law includes:
- Working Environment Act
- Holidays with Pay Act
- Equal Treatment Act
- Childcare Leave Act
- Sickness Benefits Act
Working Environment Act
The Working Environment Act sets forth rules to secure businesses a safe and sound working environment.
Holidays with Pay Act
According to the Holidays with Pay Act, all employees are entitled to paid holiday. An employee earns 2.08 holiday for each month of full employment. Annually, this totals five weeks´ (25 days) holiday. The earning year runs parallel to the calendar year.
The holiday must be taken in the year running from 1 May to 30 April (the holiday year) following the earning year.
Salaried employees are entitled to salaried holiday and a 1% holiday bonus calculated on the earning year gross salary.
Hourly workers are entitled to a 12½% holiday pay calculated on the earning year gross pay.
Equal Treatment Act
Advertising for staff must be gender neutral, according to the Danish Equal Treatment Act. Thus, all job titles must carry a m/f suffix.
On employing, transferring, promoting, dismissing, etc. men and women must be treated equally according to this act.
Childcare Leave Act
According to the Danish Childcare Leave Act, employees have the right to take leave (protected by law) to take care of their own children up to 8 years of age for a consecutive period of no less than eight weeks and no more than 13 weeks.
Employees must file an application for leave with AF (public employment service) who will make a decision on whether or not to grant the leave.
Sickness Benefits Act
Salaried employees are entitled to full salary during sickness, as sickness, according to the Salaried Employees Act, is lawful absence. This also applies to some employees under a collective agreement.
Not so for hourly workers who will have to turn to sickness benefits when they are ill. However, an employer do not have to pay sickness benefits unless the employee has been employed in the company for the last eight weeks leading up to the absence, and have been employed for at least 74 hours during that period.
The period subject to sickness benefit payment is two weeks counted from the first full day of absence.
Simonsen
Another useful publication: "Ansatte" (Employees), Forlaget Thomson
- Køb bogen: Ansatte - Forlaget Thomson
- AnsættelsesCirklen - fra stillingsannoce til anbefaling
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