Easily manage employment in Denmark

All full-time workers are entitled to 5 weeks days paid holiday leave a year under the Holiday Act (Lov om ferie). Holidays accrue from the previous calendar year and can be taken in the holiday year which runs from September 1st to August 31st the following year.

According to the Danish Salaried Employees Act, an employee is entitled to full pay when they are ill, regardless of the tenure of the employee or the period of the employee's illness. Employers need to apply for sick pay for the employee if they are sick for more than 30 days, and this application must take place no later than five weeks after the first sick day.

Expecting mothers are entitled to 4 weeks of pregnancy leave (before the due date) and at least 14 weeks maternity leave after childbirth. During the period of maternity leave, the mother receives 50% of their pay. However, employer and employee can agree to full pay entitlement.

Fathers are entitled to 2 weeks of paternity leave before the birth and 14 weeks after. There is no statutory right to pay, but the father may receive leave benefits from Danish authorities.

- Adoption leave: adoptive parents are entitled to 4 weeks of leave prior to receiving the child if the adoptive parents have to reside outside of Denmark to adopt. If the child is adopted in Denmark and it is necessary to reside where the place child is situation, one week's leave before adoption. In all cases of adoption, one of the adoptive parents are entitled to adoption leve of 14 weeks and the other with to leave with statutory benefits for 2 weeks. The remaining 12 weeks can be split between the adoptive parents.- Parental leave: parents are entitled to 32 weeks leave with a possibility to extend to a maximum of 46 weeks. Leave pay is due for 32 weeks given relevant conditions are met.- Accident, illness and family bereavement leave: meant for circumstances such as family sickness, accidents or bereavement. This type of leave is unpaid.- Care leave (omsorgsdage): intended to allow employees to take care of a sick child. Not statutory required, but is common.