Labour market conditions
Your salary can be put together in various ways, depending upon the accord you are covered by, or whether you have an individual agreement. For example, your salary may consist of a basic salary, bonus, and various supplements.
There is no law in Denmark which stipulates a minimum wage. Salary levels are agreed in the accords.
If you do not receive your salary at the usual time, you should ask your employer why is this the case. If you do not receive it very soon afterwards, you should contact your local trade union. If you take no action, you run the risk of losing your salary.
The weekly working hours are stipulated in the accord, and are usually 37 hours. Your working hours must be specified in your employment contract. This applies even if there is no accord at your workplace. Working hours must not exceed 48 hours per week on average.
If you are employed on a part-time basis, the number of hours must be specified in your employment contract.
Any hours you work in addition to your weekly working hours must normally be paid as overtime. The rules relating to overtime payment and notification are different in various accords. There may also be rules governing time in lieu.
Some accords specify that the effective working time is 37 hours a week. This means that any breaks you take are on your own time. However, many companies have their own rules relating to paid breaks throughout the working day.
Public holiday payments provide compensation for lost wages where a public holiday falls on a weekday. You will only receive public holiday payments if you are working under an accord. Ask your union representative or trade union about your entitlement.
The Danish Holidays Act entitles you to 25 days' holiday a year (5 weeks). You accrue the entitlement to 2.08 days' holiday for each month you work. Holidays accrue throughout the calendar year, from 1 January to 31 December.
You must take your holidays during the holiday year, which runs from 1 May to 30 April the following year.
You are entitled to take three weeks' connected holiday during the period from 1 May to 30 September (main holiday season). The rest of your holidays can be taken at any time during the year.
The timing of holidays is worked out by agreement with the employer. If the company closes for a holiday period, or you are unable to reach agreement, the employer is responsible for planning holidays.
Even if you have not accrued holiday entitlements at an employer, you are entitled to take "unpaid" holidays.
Remember to contact your employer if you are unable to come to work at the end of your holiday, for example following a holiday outside Denmark, otherwise you may risk being discharged.
Holiday pay entitlements
If you leave your position, your employer must pay your holiday entitlements into a holiday account. Holiday entitlements correspond to 12.5 per cent of your salary, up until the day you leave.
Either you or your employer can notify the other party that you do not wish to continue the working relationship.
If there is an accord at your workplace, there will also be rules governing notice of termination by either the employee or employer. Consult your employment contract to see what the rules are in your employment situation.
Start by asking your employer if you run into questions at the workplace. If he or she is unable to help you, contact your union representative.