Employing individuals in Denmark requires a thorough understanding of the country's robust leave entitlements. Danish labor law, supplemented by numerous collective agreements, provides employees with significant rights regarding vacation, public holidays, sick leave, and various forms of parental and other personal leave. Navigating these regulations is crucial for compliance and maintaining positive employee relations.
Ensuring accurate implementation of these policies is essential for businesses operating in Denmark. This includes correctly calculating leave accrual, managing holiday pay, understanding sick pay obligations, and administering complex parental leave entitlements according to both statutory requirements and applicable collective bargaining agreements.
Annual Vacation Leave
Employees in Denmark are entitled to a minimum of 25 days (5 weeks) of paid annual vacation per holiday year. The holiday year runs from September 1st to August 31st. Vacation is accrued at a rate of 2.08 days per month during this period.
The vacation accrued during the holiday year can be taken during a 16-month period, which starts on September 1st of the holiday year and ends on December 31st of the following year. For example, vacation earned between September 1, 2024, and August 31, 2025, can be taken between September 1, 2024, and December 31, 2025.
Employees are typically entitled to take three weeks of consecutive vacation during the main holiday period (May 1st to September 30th). The remaining two weeks can be taken at other times. Specific rules apply to employees who have not yet accrued full vacation entitlement.
Public Holidays and Observances
Denmark observes several public holidays throughout the year. Employees are generally entitled to time off on these days, often with pay, depending on their employment contract or collective agreement. Unlike some countries, if a public holiday falls on a weekend, there is typically no automatic substitute day off.
Here are the standard public holidays observed in Denmark in 2025:
| Date | Holiday |
|---|---|
| January 1 | New Year's Day |
| April 17 | Maundy Thursday |
| April 18 | Good Friday |
| April 20 | Easter Sunday |
| April 21 | Easter Monday |
| May 29 | Ascension Day |
| June 8 | Whit Sunday |
| June 9 | Whit Monday |
| June 5 | Constitution Day |
| December 25 | Christmas Day |
| December 26 | Boxing Day |
Note: Constitution Day (June 5th) is often treated as a half-day or full day off, though it is not a statutory public holiday in the same way as the others.
Sick Leave Policies and Pay
Employees in Denmark are entitled to sick leave if they are unable to work due to illness. The employer is obligated to pay sickness benefits for the first 30 days of an employee's absence due to illness, provided the employee meets certain employment criteria. After 30 days, the responsibility for paying sickness benefits typically transfers to the municipality, subject to the employee meeting the requirements for municipal sickness benefits (sygedagpenge).
Many collective agreements and individual employment contracts stipulate that the employer will pay full salary during periods of sickness, often extending beyond the statutory 30-day period. Employees are generally required to notify their employer of their absence due to sickness promptly. For longer absences, employers may request documentation, such as a doctor's note (lægeerklæring), to substantiate the illness.
Parental Leave Entitlements
Denmark has comprehensive parental leave provisions designed to allow parents to balance work and family life. The system includes specific periods for maternity, paternity, and shared parental leave, with significant flexibility for parents to divide and take leave.
Key entitlements include:
- Maternity Leave: The mother is entitled to 4 weeks of leave before the expected birth date and 14 weeks after the birth.
- Paternity Leave: The father/co-mother is entitled to 2 weeks of leave within the first 14 weeks after the birth.
- Parental Leave: Parents are jointly entitled to 32 weeks of parental leave per child, which can be taken by either parent. Recent legislative changes allow for a significant portion of this leave to be transferred between parents.
Both parents also have 9 weeks of earmarked parental leave that cannot be transferred to the other parent, encouraging both parents to take leave.
Pay during parental leave can be complex, often involving a combination of state sickness benefits (barselsdagpenge) paid by the municipality (up to a maximum rate) and potential top-ups from the employer based on collective agreements or individual contracts, which may provide full or partial salary during part or all of the leave period.
Other Types of Leave
Beyond the main categories, Danish law and collective agreements may provide for other types of leave, though these are often less standardized than vacation or parental leave. Examples include:
- Care Leave: Limited days off to care for a sick child or close relative.
- Bereavement Leave: Time off following the death of a close family member.
- Force Majeure Leave: Short-term absence due to urgent family reasons resulting from illness or accident.
- Study Leave: Leave for educational purposes, often subject to specific agreements.
- Sabbatical Leave: Extended leave for personal development or rest, typically based on employer policy or collective agreement rather than statutory right.
The availability and terms of these types of leave often depend heavily on the specific collective agreement covering the employee's sector or the terms of their individual employment contract.
